Maria Akore Photography/Connect Images/SCIENCE PHOTO LIBRARY
Many pharmacy technicians feel undervalued and underpaid, according to a survey conducted by the University of Manchester.
The study, results of which were published in Research in Social and Administrative Pharmacy on 8 November 2024, was commissioned and funded by Health Education England, the function of which was later absorbed by NHS England in 2023.
Of respondents to the survey, 16% (89 of 563 pharmacy technicians in England who answered this question) said that they were actively looking to leave the profession, and 37% (207 respondents) said that it would “not take much for them to change careers”.
Those actively looking to leave their careers cited low pay and poor career opportunities as the main reasons.
Asked which factors contributed to stress in their job, 140 hospital pharmacy technicians who responded (95%) cited “being short-staffed”, as did 113 community pharmacy technicians (93% of respondents).
Among GP pharmacy technicians, 60% gave lack of staff as a reason for stress (49 respondents).
Medicines shortages were cited as a stressor by 93% of community pharmacy technicians who responded to this question (n=111), and by 78% of hospital pharmacy technicians (n=112). Three-quarters (76%) of GP pharmacy technicians cited this as a stressor (n=61).
The responses were collected anonymously between 2 February and 6 March 2023.
Imelda McDermott, research fellow at the University of Manchester and lead author of the study, said: “Our evidence shows that staff turnover is influenced by a multitude of factors, such as career commitment, organisational commitment, job satisfaction and job stress.
“But as government policy sees their role as increasingly important, these issues need to be resolved.”
Ellen Schafheutle, professor of pharmacy policy and practice at the University of Manchester Centre for Pharmacy Workforce Studies, and co-author and principal investigator of the study, said: “The heart of the problem could lie in the lack of adequate support and recognition of [technicians’] inherent value, leading to job dissatisfaction and high turnover rates.
“Employers need to address compensation disparities, offering fair and competitive wages that reflect the pharmacy technician’s extended roles and responsibilities.
“Prioritising career development opportunities, such as mentorship, demonstrates a commitment to pharmacy technician growth and job satisfaction,” she added.
Commenting on the study, Nicola Stockmann, president of the Association of Pharmacy Technicians UK (APTUK), said: “Professional recognition for pharmacy technicians and their practice is a priority for APTUK as the professional leadership body for pharmacy technicians.
“Post-qualification opportunities for pharmacy technicians are varied and, as noted in the article, can be positively impacted by employers and line managers through responsibilities and remuneration.
“The working environment must be conducive to [the] learning and development of the entire pharmacy team, to support continued professional development.
“APTUK recognises the need for post-qualification frameworks and research is currently being undertaken by the University of Bath and Pharmacy Workforce Development South on behalf of APTUK.
“Pharmacy technicians are an essential part of the pharmacy team,” she added.
In March 2024, the government announced that pharmacy technicians would be able to administer and supply medicines under patient group directions.
Then, in May 2024, the government said that pharmacy technicians, as well as pharmacists, would be added to the list of professions that can supply take-home naloxone without a prescription.
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I’m a pharmacy technician working at Boots’s pharmacy. As technicians we are expected to provide flu vaccination and blood pressure services, not being rewarded for it in a form of a better pay. Myself and my colleague run the pharmacy and we were told on multiple occasions that we have the best team in the area. Yet this year in November, my colleague who is a dispenser was excluded from a bonus scheme and myself was rewarded 2.38% of my Annual Salary. My manager and pharmacists were given 8% on their annual salary and assistant managers 4.76%. I think this is very unfair as makes myself and my colleague feel unappreciated, undervalued and our input into successful running of the pharmacy’s not being recognised. Moreover, I was rewarded this month with 3% pay rise whilst the pharmacists were given 5%. With raising cost of living, I think 3% is very inadequate and greedy. My shop floor colleagues were given 4% pay rise in April 2024 and I believe in April 2025 there will be 6.7% increase in their wages. My salary is growing slower than a minimum wage and I believe if this continues, the gap between my wage and minimum wage will be minimal anytime soon.
Boots recently also introduced Technician Development Program. I was told the aim of the program is to upskill my existing skills so I could offer more personalised patient centered care. I think this program is aiming at developing new skills rather than updating existing and the main goal is to release pressure on the pharmacist by giving more responsibility to pharmacy technician. I do understand the importance of continuing personal development and for that reason I continue with CPDs, making sure my knowledge and skills are always up to date. I don’t mind on taking extra responsibility but I personally think this has to be recognised as the pharmacist being rewarded and recognised for their work. I was recently told that I face disciplinary procedure, if I don’t complete the program. I am deeply considering careeea change.