Labasa Hospital looks to internal rewards to stem nurse exodus as overseas offers lure senior staff
Labasa Hospital has lost around 100 nurses to overseas work opportunities in the past four years, according to deputy director of nursing Jone Natanu. Speaking at the World Health Organization’s Strengthening Health Workforce in the Pacific (Nursing & Midwifery) workshop at Holiday Inn yesterday, Natanu said the departures have largely been driven by the lure of higher pay in countries such as Australia and New Zealand, a level of compensation Fiji’s health system currently cannot match.
“I can speak for Labasa Hospital where we’ve lost around 100 nurses within the last four years,” Natanu stated. “They have gone overseas for better work opportunities.”
While salaries and other external benefits are determined by government and largely outside the hospital’s control, Natanu emphasized there are internal strategies that can help keep staff motivated and committed. “We have an external reward system that is looked after by government, that is salary and things that are beyond our control. But there are internal reward systems. What we can do within the institution—one thing I believe—is training the young nurses coming up, strengthening them to take up leadership roles, which becomes a motivating factor for them.”
Natanu added that cultivating an environment in which nurses feel valued and trusted by their leaders can boost morale and encourage them to remain in Fiji. He also noted that the number of nurses leaving the local workforce is slowly decreasing, and that leaders in the Ministry of Health are exploring ways to retain nurses trained in the Pacific. “We have invested in them, and I believe they are willing to give back to our country,” he said.
The two-day workshop, hosted by the University of Technology Sydney, continues today as part of ongoing regional efforts to bolster nursing and midwifery workforce resilience.
Broader context and implications
The Fiji-wide nursing shortage is a persistent challenge, with estimates suggesting around 800 vacancies across the country. Discussions on retention have gained urgency as more nurses seek opportunities abroad, particularly in Australia and New Zealand. In response, the government has rolled out salary increases for nurses and civil servants, looked at allowances and career development pathways, and explored measures such as extending retirement ages and expanding nursing internships to stabilize the workforce. Policy-makers are collaborating with development partners and international organizations to guide workforce planning, regulation, and continuing professional development for nurses and midwives.
What this could mean going forward
Retaining a skilled nursing workforce requires a multi-faceted approach: regulatory reform to reduce unnecessary barriers, meaningful internal rewards and clear career pathways, competitive compensation, and robust professional development. Strengthening leadership opportunities for young nurses aligns with regional efforts to build more resilient health systems. If salary enhancements are paired with strong internal mentorship, better working conditions, and expanded training pathways, Fiji could see improved retention, steadier service delivery, and better patient outcomes.
Summary and outlook
Labasa Hospital’s experience underscores a broader trend in Fiji: external salary incentives are driving nurses to seek opportunities abroad, but targeted internal strategies—especially leadership development, mentorship, and a trusted workplace culture—may help stem the trend. The ongoing regional workshop and Fiji’s ongoing reforms suggest a cautiously hopeful path toward a more stable, locally rooted health workforce that can better serve patients across the islands.
Additional comment
A practical next step could be expanding internal reward programs to include structured leadership tracks, formal recognition for mentoring, and targeted professional development funded or subsidized by the health ministry. Pairing these with transparent career ladders and regular workforce feedback could further improve retention while advancing the quality of care.
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