Organizational well-being and work-life balance: the role of 12-hour shifts in an Emergency Department

Introduction. In recent years a significant number of health professionals is leaving the National Health System. To increase the attractiveness of the workplace and as a welfare strategy, Azienda Ulss 3 Serenissima implemented the 12- hour shift model in the Emergency Department in Venice. Objective. To describe the impact of the 12-hour shift in a ward with low average workloads and long waiting breaks. Methods. Five months after the implementation of the shift, a questionnaire was sent to the 102 employees (nurses, nurse aides, and drivers/motor boat drivers) to assess their wellbeing and satisfaction with the shift schedule. Department coordinators were required to report the number of days of absence for injury or illness and staff returns to cover the shift schedule. Results. Ninety-five (93.1%) employees responded. All healthcare staff reported satisfaction with the new longer shift model; 91 (96%) of them did not perceive it as more tiring despite working longer. The number of extra shifts and of sick leave recorded did not increase compared to the same period of the previous year. No episodes of missed care or adverse events were reported. Conclusions. The 12-hour shift was appreciated because it promotes a sharper separation between work and leisure than the traditional shift model, allows for better staff management, and is not associated with increased absences for health reasons.