Good employment practice makes a difference to nurses and patients, according to a new report by the Royal College of Nursing.

In 2000, the RCN surveyed 6,000 nurses to look specifically at wellbeing in their working lives. The survey found that 50 per cent of nurses surveyed did not have access to employee-friendly working arrangements, including childcare support, self-rostering, flexible working or dependants' leave.

Forum Response: Royal College of Nursing

Sheelagh Brewer, senior employment relations officer, Royal College of Nursing, told ePolitix.com: "The link between work factors and psychological health, and the connection between poor psychological health and sickness absence, shows clearly that employers must take their workforce's psychological wellbeing as seriously as their physical health.

"We know some employers are using innovative approaches to improve the working environment and wellbeing of their nursing staff, however many trusts haven't fully recognised the benefits of finding effective ways to support nurses at work. The RCN is committed to encouraging safe and supportive practices to enable nurses to contribute to their full potential."

Forum Response: United Kingdom Central Council for Nursing, Midwifery and Health Visiting

A spokesperson for the UKCC told ePolitix.com: "This important research supports the UKCC's own findings in a recent study of nurses working outside the NHS. They made it very clear that their main reason for leaving the NHS was to find flexible employment practices and family-friendly policies. It seems that too many NHS managers are resistant to meeting the specific needs of their staff, yet this is the way to retain staff."

Forum Response: Chartered Institute of Personnel and Development

John Philpott, chief economist of the Chartered Institute of Personnel and Development, told ePolitix.com: "Good people management and development is crucial. Our research shows a clear statistical link between the way people are managed and productivity.

"Job satisfaction, commitment and good morale can be created in a number of ways, including positive relationships with line-managers based on trust and respect and the development of positive leadership at all levels of the organisation. The Working well initiative should achieve this."