Labasa Hospital calls for urgent review of nursing legislation to curb migration and strengthen retention
The deputy director of nursing at Labasa Hospital, Jone Natanu, has urged an urgent review of Fiji’s nursing legislation, warning that the country’s skilled nurses are increasingly seeking better opportunities abroad. Natanu revealed that Labasa Hospital alone has lost nearly 100 nurses over the past four years, a trend that is making it harder to meet the healthcare needs of the community.
While acknowledging that salaries and other external rewards are governed by the government, Natanu stressed the importance of developing a robust internal reward system within the institution to support, motivate, and retain nurses. “Perhaps our regulation holds them back,” he said. “How can we reward our nurses better? We are leaders looking for solutions, and we are here for these two days to identify gaps and implement them. And we must remember we are here for the patients, not for ourselves.”
Natanu also underscored the critical role of training and empowering the next generation of nurses to assume leadership positions. He believes that entrusting and guiding young nurses, and giving them opportunities to lead, will bolster their confidence and reinforce their value in the profession.
Context and broader picture
– Fiji-wide, the nursing workforce faces significant pressure, with estimates suggesting around 800 vacancies across the country. Many nurses have left for overseas opportunities, particularly in Australia and New Zealand, intensifying the strain on public health services.
– In response, government initiatives have included salary increases for nurses and other civil servants, as well as discussions around allowances and career development pathways to improve job satisfaction and retention.
– Health officials have signaled a broader push to strengthen retention through measures such as retirement-age adjustments, targeted recruitment of nursing interns, and improved working conditions, with ongoing collaboration with development partners and international organizations to guide workforce planning and regulation.
– The government’s budgeting for health remains a key factor, including substantial allocations aimed at expanding nursing roles and attracting and retaining skilled professionals, alongside regional efforts to bolster regulation, accreditation, and continuing professional development for nurses and midwives.
What this could mean going forward
Experts note that retaining a skilled nursing workforce requires a multi-faceted approach: regulatory reform to reduce unnecessary barriers, meaningful internal rewards and career pathways, competitive compensation, and strong professional development. The emphasis on leadership development for young nurses aligns with regional efforts to create more resilient health systems, including workshops and programs focused on workforce regulation and quality standards. If these strategies are effectively combined with salary enhancements and targeted recruitment, Fiji could see improved retention, steadier service delivery, and stronger patient outcomes.
Additional context and potential next steps
– Ongoing discussions at national forums and health ministry briefings point to a continued focus on retaining healthcare workers through a mix of financial and non-financial incentives.
– Initiatives to expand nursing internships, increase retirement ages for health workers, and strengthen workforce planning in partnership with international partners are likely to shape policy in the near term.
– Regional collaboration on health workforce resilience suggests that Fiji’s approaches may be complemented by broader Pacific-wide standards for regulation, accreditation, and continuing professional development.
In a country facing ongoing pressures from migration and rising demand for care, Natanu’s call for both regulatory reform and stronger internal reward systems highlights a practical pathway to stabilizing Fiji’s nursing workforce and enhancing patient care. The hope is that combined efforts—training, leadership opportunities, improved working conditions, and thoughtful compensation—can turn the current brain drain into a foundation for a more robust, locally rooted health system.
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