| Sumario: | Why you should read this article: • To understand the career trajectories of learning disability nurses following specialist training and the factors influencing them to remain in or leave the field • To reflect on how organisational culture, role recognition and developmental opportunities affect professional satisfaction and workforce stability • To recognise the need for systemic changes that support specialist skill development in learning disability services. This service evaluation explores the experiences of registered learning disability nurses (RNLDs) who have undertaken additional specialist training. All RNLDs employed in one NHS trust (n=465) were invited to complete an open-ended questionnaire. Ten of these RNLDs responded, seven of whom had completed specialist training and three of whom were enrolled in such training. Inductive thematic analysis identified four key themes: initial role dissatisfaction; motivation to engage in specialist training; intention to stay and use skills in learning disability services; and leaving learning disability services for the mainstream. Respondents cited limited recognition, career progression and appropriate role banding as drivers of their departure from learning disability services. These findings suggest a hidden retention issue in the RNLD workforce: while most nurses remain in the NHS, many of them leave the learning disability field post-training. If these trends extend beyond the evaluated trust, urgent policy and organisational interventions are required to retain skilled RNLDs in the field.
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