Nearly 100 doctors from hospitals in Roskilde and Køge are being required to work at the understaffed hospital in Nykøbing Falster each month, sparking controversy among healthcare professionals and concerns over patient care quality.
Specialists Relocated to Fill Staffing Gaps
Hospitals in Region Zealand are facing a marked shortage of medical professionals, particularly specialists. To address this, leadership at Zealand University Hospital has implemented a mandatory rotation system. Starting this fall, approximately 100 doctors from Køge and Roskilde are required to work one day per month – eventually two – in Nykøbing Falster, a town located over 60 miles from Roskilde.
Hospital administrators insist this move will improve healthcare delivery and ensure more equitable access to specialized services for residents in southeastern Denmark.
Doctors Express Reluctance and Frustration
Despite these intentions, many doctors are voicing dissatisfaction with the arrangement. One Roskilde-based cardiologist, who usually conducts balloon angioplasties only available in two locations on Zealand, expressed concern that his specialized work is being compromised. By traveling to Nykøbing Falster, he leaves behind patients in Roskilde who must then endure longer wait times for critical procedures.
Doctors are not only frustrated by the loss of autonomy but also by the perceived lack of thorough dialogue before the decision was implemented. The arrangement, some argue, shows a disregard for their professional input and disrupts hospital workflows elsewhere.
A Division Among Healthcare Workers
The strategy has created tension within the medical community, particularly between regular staff in Nykøbing and the visiting specialists. Doctors permanently employed at Nykøbing, like those in its internal medicine department, are pleased with the added support overall. Increased capacity means shorter waiting lists and more appointment availability for patients.
However, there’s growing unease about the optics and implications. Nykøbing staff do not receive compensation for commuting, while visiting doctors like those from Roskilde are reimbursed. This has led to a feeling of division, with some perceiving that doctors working in underserved areas are treated as second-tier professionals.
Patients Caught in the Middle
Meanwhile, patients report that the instability in staffing is affecting the quality of care. One heart patient shared that she has seen three different cardiologists in a short span of time, making follow-ups confusing and inconsistent. Each doctor brings different opinions and treatment approaches, forcing patients to start from scratch during every visit.
The Danish Ministry of Health previously labeled the regional staffing disparities “grossly unequal,” particularly given that Region Zealand has one of the country’s highest concentrations of chronically ill individuals but the fewest number of doctors per capita. In fact, recent data shows that Region Zealand has 20% fewer doctors per 1,000 residents than the national average.
Administration Defends the Decision
Ricco Dyhr, director of Zealand University Hospital, stands by the decision, noting it followed a prolonged, unsuccessful attempt to recruit volunteers for Nykøbing Falster. For over a year and a half, regional health authorities tried to find physicians willing to relocate or assist without a mandate but found the efforts insufficient to meet needs.
He emphasized that all Danish citizens are entitled to equitable healthcare services regardless of their geographic location. By balancing the load between well-staffed urban hospitals and under-resourced rural ones, administrators believe they are fulfilling their broader mission.
Long-Term Solutions Still Needed
Though temporary rotations may alleviate some pressure, the underlying problem—uneven physician distribution—still demands a long-term fix. Medical unions and hospital administrations agree that simply moving staff like puzzle pieces is unsustainable in the long run.
Professionals and stakeholders are now calling for more comprehensive incentives to attract permanent staff to underserved regions. Proposals include increased pay, housing assistance, and flexible work arrangements for doctors willing to settle in rural or remote areas.
In a system already strained by resource gaps, the challenge remains: how to maintain high-quality care across all regions without compromising the well-being of both patients and healthcare providers.
