Workforce Planning vs Locum Costs

Recruitment gaps, rising costs and difficult choices

Across primary care, workforce pressures remain high. Recruitment challenges are nothing new, but for many GP practices, the strain has become more than just operational. It’s financial.

With gaps in cover and increasing patient demand, turning to locums often feels like the only viable solution. But the short-term fix can create long-term pressure.

Hawsons Healthcare Partner, Scott Sanderson says: ‘Overreliance on locums can drain GP practice budgets, impact continuity of patient care, and make workforce planning feel like an impossible task.’

Therefore, is investing in salaried staff a better financial decision? Let’s take a closer look.

The true cost of locum GPs

Hiring a locum can be a lifeline when you’re short-staffed, but locum rates can be steep, and the cost doesn’t stop at the invoice.

Here’s what else often gets overlooked:

• Induction time: Every locum needs bringing up to speed. That takes time and time costs money.
• Patient care: Patients may see a different clinician each visit, which can lead to repeat appointments or frustration.
• Pressure on permanent staff: Admin and clinical teams often pick up extra work due to the nature of temporary cover.
• Budget unpredictability: Locum use makes it harder to plan ahead financially, particularly when availability varies or emergency cover is needed at short notice.

Over a year, the cumulative cost can far outweigh what might initially seem like a manageable, flexible solution.

Investing in permanent staff: thinking beyond the invoice

On paper, hiring a salaried GP or advanced nurse practitioner (ANP) is a bigger commitment and the upfront costs are higher. But viewed over the long term, it’s often a smarter investment.

Here’s why:

• Continuity improves patient experience and reduces duplication of work.
• Staff morale tends to improve when there’s a stable team structure which also provides job security.
• It’s easier to plan ahead both clinically and financially.
• ANPs can offer a cost-effective solution, particularly in chronic disease management, urgent care triage, or routine follow-ups.

A salaried GP or ANP might not always cover the exact same sessions as a locum, but over time, their contribution is more predictable, more embedded in the GP practice and often more cost-efficient.

Where to start with workforce planning

Getting workforce planning right doesn’t mean solving everything overnight. But even small steps can help reduce your reliance on locum staff, giving you more time to plan ahead and make decisions with confidence.

Effective workforce planning starts with these key considerations.

• Forecasting demand: Look at patterns in appointments, seasonal pressures, and population health needs.
• Skill mix: Have a good combination of roles, GPs, ANPs, clinical pharmacists, and strong admin support to spread the workload and improve efficiency.
• Flexibility: Review how part-time roles are working and whether flexible hours could attract more permanent staff.
• Succession planning: Think long term. Are you at risk of losing key team members in the next 1–3 years? If so, how can you plan ahead for this?

These steps don’t just save money. They reduce stress, improve resilience, and help your team work more effectively together.

Let’s talk numbers: locum vs salaried cost

While figures will vary by region, session length, and demand, here’s a rough comparison over 12 months:

• Locum GP: £700–£900 per day, potentially more for short notice or unsociable hours.
• Salaried GP: Approx. £75,000–£90,000 annually (pro rata), plus on-costs (NI, pension).
• Advanced Nurse Practitioner: Typically, £55,000–£65,000 annually, offering strong clinical support in defined areas.

Even when factoring in holidays, sick leave, and employer contributions, permanent staff can offer better financial control and better value in the long run.

Don't forget: ARRS funding (Additional Roles Reimbursement Scheme) is available for certain roles in PCNs, including clinical pharmacists, paramedics, and care coordinators. These roles can be part of a strategic workforce plan that reduces pressure on GPs without increasing direct GP practice spend.

Long-term thinking pays off

Every GP practice is different, and there’s no single answer to workforce pressures. But what’s clear is this: GP practices that plan ahead, invest wisely, and build a team around their real clinical needs are more financially stable and less stressed over time.

If you’re feeling stuck between rising locum costs and stretched permanent staff, you’re not alone. A fresh look at your staffing model could uncover opportunities to save money, improve care, and make life easier for your team.

How We Can Help?

At Hawsons we have a dedicated team of GP accountants that offer a specialist service to GPs and their practices, utilising our in-depth knowledge and experience in the sector.

Our accountants are up to date with the changes in the health service and recognise the need for doctors to devote maximum time to patient care. We strongly believe that through the use of our specialist knowledge and expertise this can be achieved.

If you would like to get in touch, please use the contact form below.

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