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How do other countries deal with staff shortages?

Stéphanie van Rosmalen ·
Diverse zorgverleners uit verschillende culturen overleggen samen bij een verpleegpost in een moderne, lichtgele ziekenhuisgang.

Other countries are addressing healthcare staffing shortages through a combination of labor migration, improved working conditions, more efficient work processes, and technological innovation. There is no universal solution: each country chooses an approach that fits its demographic situation, labor market, and healthcare system. In this article, we discuss which countries are hit hardest, what strategies are being used internationally, and what Dutch healthcare organizations can learn from them.

Which countries are most affected by healthcare staffing shortages?

Healthcare staffing shortages are a global problem, but they affect some countries more severely than others. Western European countries such as Germany, the Netherlands, the United Kingdom, and Sweden are under significant pressure due to aging populations and a shrinking workforce. Japan and South Korea face similar challenges, but even more acutely, given that they have some of the oldest population structures in the world.

In Germany, tens of thousands of nursing vacancies remain structurally unfilled. After Brexit, the UK experienced a significant exodus of EU healthcare workers, placing even greater strain on the NHS. In Scandinavian countries such as Sweden and Norway, demand for elderly care is growing faster than the supply of qualified staff. What all these countries have in common is that demand for care is increasing by several percent per year, while the supply of healthcare workers is failing to keep pace.

How are other countries solving healthcare staffing shortages?

Countries are using a variety of strategies to tackle healthcare staffing shortages. The most commonly used approaches include labor migration, improving working conditions, redistributing care tasks, and deploying technology. No single strategy is sufficient on its own; successful countries combine multiple approaches simultaneously.

Labor migration and international recruitment

Germany has actively recruited healthcare staff from countries such as the Philippines, Mexico, and Eastern Europe, establishing dedicated recruitment programs and language training initiatives. Canada and Australia also use points-based systems that allow healthcare professionals to obtain work visas more quickly. While this addresses part of the shortage in the short term, it simultaneously creates shortages in the source countries.

Better working conditions and task redistribution

Scandinavian countries invest heavily in improving working conditions: lower workloads, higher salaries, and greater autonomy for healthcare workers. Countries such as the UK and the Netherlands are also working with task redistribution — duties that were previously performed exclusively by registered nurses are now shared with care assistants or support staff. This makes the work more manageable for everyone involved and helps retain more people in the sector.

What role does technology play in addressing staffing shortages?

Technology is playing an increasingly important role in alleviating healthcare staffing shortages. By automating routine tasks or supporting them with digital tools, healthcare workers can focus their time and attention on what truly requires human contact. This increases capacity without the need for additional staff.

Practical applications being used internationally include:

  • Digital patient monitoring: Sensors and cameras that track vital signs or movement, so staff do not need to be physically present at all times.
  • AI-driven alerting: Systems that only send a notification when action is genuinely required, reducing unnecessary check-ins.
  • Electronic care systems: Automated reporting and scheduling significantly reduce the administrative burden on healthcare workers.
  • Robots for support tasks: In Japan, robots are used to lift patients and deliver meals, reducing the physical strain on staff.

The shared goal of all these technologies is the same: to deploy existing staff more effectively and reduce workload, thereby limiting staff turnover and maintaining the quality of care.

Does AI monitoring work as a solution to staffing shortages in elderly care?

AI monitoring works as an effective partial solution to staffing shortages in elderly care. It does not replace healthcare workers, but it ensures they spend less time on preventive check-ins and can respond more quickly when action is truly needed. As a result, the same staff members can responsibly support a larger number of clients.

In practice, this means AI systems continuously monitor clients in their rooms without a staff member needing to be physically present. When an unsafe situation is detected — such as a fall or a risky lying position — the care team receives an immediate alert. This prevents emergencies from going unnoticed while also reducing the number of unnecessary room inspections.

An important consideration with AI monitoring is privacy. Well-designed systems process footage in a fully automated way: no human ever views the images. A staff member only enters the room when the software identifies a reason to do so. This makes the technology not only efficient, but also acceptable to clients and their families.

What can Dutch healthcare organizations learn from other countries?

Dutch healthcare organizations can learn from abroad that a combination of approaches is essential. Focusing solely on recruitment will not solve the staffing shortage; task redistribution, better working conditions, and smart technology are also needed to make healthcare sustainable for the future.

Concrete lessons from other countries:

  • Invest in technology early: Countries that adopted digital monitoring at an early stage are seeing lower staff turnover due to reduced workloads.
  • Redistribute tasks structurally: Not every task requires a degree-level nurse. By deliberately dividing responsibilities, available expertise is put to better use.
  • Involve staff in change: In Scandinavian countries, healthcare workers are actively involved in the introduction of new working methods, which reduces resistance and accelerates adoption.
  • Think internationally when recruiting: Germany demonstrates that targeted international recruitment, combined with strong support and language assistance, can work sustainably.
  • Put privacy at the center of technology: Trust from clients and staff is a prerequisite for the successful implementation of monitoring technology.

The Netherlands already has a strong foundation in healthcare innovation, but the urgency to scale up is growing as demand for elderly care increases by approximately six percent per year while the supply of staff continues to lag behind.

How Kepler Vision helps address healthcare staffing shortages

At Kepler Vision Technologies, we develop AI solutions that help healthcare organizations continue delivering responsible care with fewer staff. Our software, Kepler Night Nurse, monitors clients in elderly care facilities and patients in hospitals, 24 hours a day, 7 days a week. These are the key benefits for your organization:

  • Instant fall detection: Healthcare workers receive an alert within seconds of a fall, ensuring emergencies never go unnoticed.
  • Extremely low error rate: Our software generates only one false alarm every 92 days — a thousand times better than outdated technologies.
  • Privacy by design: Footage is never viewed by humans; staff only enter a room when the software identifies a reason to do so.
  • Plug-and-play installation: Easy to plan, configure, and install, with no lengthy implementation process.
  • Internationally proven: Our solutions are already used by healthcare organizations across Europe and are built on a portfolio of 21 patents.

Want to find out how we can support your healthcare organization in tackling staffing shortages? Contact us and discover what Kepler Vision can do for you.

Frequently Asked Questions

How do I get started with implementing AI monitoring in my healthcare organization?

Start with a pilot project on one ward or in a limited number of rooms, so that staff and clients can get used to the technology. Involve healthcare workers early in the selection and rollout of the system, as their buy-in is crucial for successful adoption. Choose a solution with plug-and-play installation and solid support, so that implementation does not become a lengthy or costly process.

How do I convince clients and their families that AI monitoring respects their privacy?

Clearly explain how the system works technically: footage is processed in a fully automated way and is never viewed by humans. Emphasize that a staff member only enters the room when the software identifies a reason to do so, which actually enhances privacy compared to regular check-in rounds. Transparent communication and actively involving clients and families in the decision to adopt the technology significantly lowers the barrier to acceptance.

What are the biggest pitfalls of task redistribution in healthcare?

A common mistake is redistributing tasks without clear protocols or additional training, which puts the quality of care under pressure. Always ensure that tasks are assigned based on competencies and that staff are adequately trained for their new responsibilities. Also involve unions and healthcare professionals in the process to prevent resistance and build support.

Is international recruitment of healthcare staff realistic for smaller organizations?

International recruitment is not exclusive to large organizations, but it does require thorough preparation in areas such as language support, guidance, and housing. Smaller organizations can collaborate with regional employer associations or sector bodies to share costs and efforts. It is important to also invest in the integration and retention of internationally recruited staff, as high turnover makes the approach costly and ineffective in the long run.

How do I measure whether technology solutions like AI monitoring are actually relieving staffing shortages?

Establish concrete metrics in advance, such as the number of nightly check-in rounds, response times to incidents, sick leave rates, and staff satisfaction. Compare these figures after three to six months of use with the baseline situation to quantify the impact. Many healthcare organizations quickly see a reduction in unnecessary check-ins and an improvement in staff well-being, which indirectly contributes to lower staff turnover.

What funding options are available for healthcare technology in the Netherlands?

Dutch healthcare organizations can take advantage of subsidy schemes such as the Subsidieregeling Veelbelovende Zorg (SVZ) and innovation funds from health insurers that support healthcare technology pilots. In addition, some municipalities and provinces offer supplementary funding for digital healthcare innovation, particularly in elderly care. It is advisable to contact your health insurer or sector organization such as ActiZ to explore which options are relevant to your situation.

Can AI monitoring be used during the day, or is it only suitable for nighttime?

Although AI monitoring such as Kepler Night Nurse is specifically optimized for nighttime monitoring, the underlying technologies can also be deployed during the day for continuous observation of vulnerable clients. During daytime hours, the system is particularly valuable during periods of low staffing, such as early morning or evening shifts. By using automated monitoring outside of nighttime hours as well, healthcare organizations can further reduce overall workload and ensure client safety throughout the entire day.

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