The latest research from the University of Otago has cast a spotlight on a pressing issue within New Zealand's public health system: high levels of job dissatisfaction among public-sector physiotherapists. Nearly 40 percent of these essential healthcare professionals express a desire to leave their current roles, with almost 20 percent contemplating exiting the profession altogether. This revelation comes from a comprehensive survey that underscores the strain on a workforce critical to patient recovery and rehabilitation across hospitals and communities.

Physiotherapists, also known as physical therapists in some regions, play a pivotal role in restoring movement and function to individuals affected by injuries, surgeries, chronic conditions, and neurological disorders. In New Zealand's public sector, managed primarily by Health New Zealand | Te Whatu Ora, they support patients from neonatal care to elderly rehabilitation, often in high-pressure environments like intensive care units, stroke wards, and community outreach programs. The Otago study, published in the New Zealand Journal of Physiotherapy in March 2026, provides the first detailed profile of this workforce, revealing not just numbers but the human cost of ongoing pressures.

Key Findings from the Otago University Research

The study surveyed over 570 physiotherapists, representing 46 percent of Health New Zealand's estimated 1,200 public-sector physiotherapy staff. Responses were weighted to reflect the entire workforce, ensuring robust representation. Striking statistics emerged: 39.6 percent intended to leave their current job, while 19.4 percent had frequently considered abandoning physiotherapy altogether. This turnover intention is alarming given the workforce's maturity—59.3 percent had more than 10 years of experience, making them a highly skilled group difficult to replace quickly.

Working patterns further highlight the demands: 60.7 percent were full-time employees, 51.7 percent regularly worked overtime, 56.6 percent supervised students, and 49.3 percent participated in out-of-hours rosters. These multifaceted roles contribute to burnout, as clinicians juggle clinical duties, education, and emergency responses. Lead researcher Gillian Watson, a PhD candidate at Otago's School of Physiotherapy, noted, "Our results show that we have a skilled and experienced workforce. However, many are under pressure and considering leaving. This has implications for costs and continuity of quality of care across the public healthcare sector."

• 39.6% intend to leave current job
• 19.4% frequently consider leaving profession
• 59.3% have >10 years experience
• 51.7% work overtime regularly

Profiling the Public Sector Physiotherapy Workforce

New Zealand's public physiotherapy workforce is predominantly experienced and dedicated, yet stretched thin. The study found a mix of full-time and part-time roles, with many based in urban hospitals but also serving rural communities where access is already limited. Geographic distribution shows concentrations in larger centers like Auckland, Wellington, and Christchurch, exacerbating shortages in remote areas.

Demographically, the workforce reflects broader healthcare trends: a majority female (around 80 percent in allied health fields), with increasing Māori and Pasifika representation but still underrepresented compared to population demographics. Experience levels are high, but new graduates often leave public roles for private practice after gaining initial skills, perpetuating a cycle of instability. For full details, the original study offers tables on age, ethnicity, and employment status.Access the full paper here.

Underlying Causes of Job Dissatisfaction

Several factors fuel this dissatisfaction. High workloads, with caseloads often exceeding recommended levels, top the list. Public-sector physios manage complex cases—strokes, spinal injuries, respiratory conditions post-cancer treatment—requiring specialized skills amid resource constraints. Overtime and rosters disrupt work-life balance, while supervisory duties add administrative burden without proportional support.

Leadership quality emerges as a key influencer; previous Physiotherapy New Zealand (PNZ) surveys link poor management to lower satisfaction. Pay disparities play a role too: public salaries average $76,000–$105,000 annually, stable but capped, while private contractors can earn $90–$100 per hour. Post-Health NZ reforms, bureaucratic changes have intensified pressures, echoing allied health shortages nationwide.

Watson's reflections from her clinical background highlight the intensity: "I spent many years working on call overnights and being called into intensive care. These are complex environments... you can't replace that experience overnight." Rural-urban divides worsen issues, with geographic accessibility studies showing underserved areas.

Photo by Duskfall Crew on Unsplash

Impacts on Patient Care and the Healthcare System

High turnover threatens care continuity. Replacing experienced physios costs time and money—recruitment, training, lost productivity. Wait times for rehabilitation lengthen, worsening outcomes for stroke survivors or post-surgical patients. Health NZ faces broader allied health vacancies, with physiotherapy critical for reducing hospital readmissions.

The New Zealand Health Workforce Plan 2024 identifies shortages, prioritizing role redesign and retention. Recent initiatives include 15 new advanced clinical practice physio roles for orthopaedics, alongside 21 existing FSA positions. Yet, without addressing root causes, these may fall short.

• Increased wait times for rehab services
• Higher training costs for new staff
• Risk to complex patient outcomes
• Strain on remaining clinicians

Public vs Private Sector: A Comparative View

Private practice offers flexibility, higher earnings for seniors, and sports-focused work, attracting many post-public stints. Public roles provide stability, diverse caseloads, and pension benefits but lag in pay ceilings. PNZ data shows private dominates overall workforce, with public turnover higher due to demands.

For ambitious clinicians, private means entrepreneurship; public suits those valuing systemic impact. Salaries: public steps from $58k entry to $105k senior; private $90k+ with bonuses.

Otago University's Contributions to Physiotherapy Research

The University of Otago, New Zealand's premier health sciences institution, leads in physiotherapy education and research. Its School of Physiotherapy trains ~100 students annually, emphasizing evidence-based practice. This study exemplifies Otago's commitment to workforce issues, informing policy via collaborations with PNZ and Health NZ.

Ongoing projects explore rural retention and environmental physiotherapy integration, positioning Otago as a hub for allied health innovation. Graduates enter public roles equipped for challenges, but research like Watson's calls for systemic support.

Retention Strategies and Potential Solutions

Addressing dissatisfaction requires multifaceted approaches:

• Improve leadership training: Evidence links quality management to satisfaction.
• Workload management: Cap caseloads, hire support staff.
• Competitive remuneration: Align public pay with private, incentives for seniors.
• Professional development: Funded CPD, career pathways.
• Work-life support: Flexible rosters, mental health resources.

Health NZ's advanced roles signal progress. International models, like Australia's allied health incentives, offer lessons. Universities like Otago can expand training pipelines.

For more on allied health retention, see PNZ's workforce reports.PNZ Workforce Page.

Photo by Duskfall Crew on Unsplash

Stakeholder Perspectives and Calls to Action

Health NZ's Sarah Mitchell acknowledges the study aids support efforts. PNZ advocates for investment. Watson urges: "Strategies which strengthen recruitment, support, and retention... are urgently needed." Policymakers must prioritize to safeguard care.

Looking Ahead: A Sustainable Future for Physiotherapy

With NZ's aging population, demand for physiotherapy surges. Retaining talent ensures equitable access. Otago's research catalyzes change, potentially inspiring national strategies. Aspiring physios: public roles offer profound impact; explore opportunities via academic platforms.

Optimism lies in collaboration—Health NZ, universities, PNZ—building a resilient workforce. Monitoring turnover will gauge progress, with studies like this pivotal.