Why Brown University Is Changing Per Diem Nurse Schedules
Brown University Health recently announced plans to transition approximately 5% of their nursing staff from traditional 8-hour shifts to a standardized 12-hour format beginning in late October 2025. This change primarily affects per-diem nursing staff and represents a significant operational shift for the institution, which has historically maintained 8-hour nursing shifts as their standard practice.
The administration has emphasized that no layoffs are planned as part of this restructuring, though affected nurses may need to reapply for positions under the new scheduling format or potentially consider severance options if the new structure doesn’t align with their needs.
“While we understand this represents a significant change for some of our nursing team members, we believe standardizing to 12-hour shifts for this portion of our workforce will ultimately create more consistency in patient care,” a Brown University Health spokesperson stated in their announcement.
“Beginning in late October, Brown University Health will transition some nursing shifts to a standardized 12-hour format, a change that will affect approximately 5% of our nursing team, primarily per diem staff. This transition aligns with industry best practices and strengthens quality and safety for both our staff and patients. Importantly, there are no planned layoffs associated with this transition, and we are committed to retaining all affected team members who wish to continue their employment with us. We are deeply grateful for the dedication of our nursing team and fully acknowledge the impact this change may have on some individuals. We will continue to work with our staff and union leadership to ensure a smooth and supportive transition.”
Background
Currently, nursing shifts vary between 8 and 12 hours. In addition, Brown Health has more than 400 full-time nursing positions currently open within the system that we are actively recruiting to fill.”
The move to 12-hour shifts reflects a trend that has become increasingly common in hospital settings nationwide. According to a 2019 study published in the Journal of Nursing Administration, approximately 65% of hospitals in the United States have implemented 12-hour shifts for at least some portion of their nursing staff. This study found that hospitals cite scheduling efficiency, reduced handoffs, and cost savings as primary motivators for longer shift formats.
Research on the impact of 12-hour shifts presents a complex picture for nursing practice. A comprehensive review by the CDC found that extended shifts (those longer than 8 hours) were associated with increased levels of fatigue, decreased alertness, and potentially higher rates of errors, particularly when nurses worked consecutive 12-hour shifts or when shifts extended beyond the scheduled 12 hours. However, the same research noted that some nurses prefer the scheduling flexibility that comes with 12-hour shifts, which typically result in fewer total workdays per month.
A 2022 study in the American Journal of Nursing found that nurses working 12-hour shifts reported higher levels of work-life satisfaction due to having more consecutive days off, but also reported higher levels of physical exhaustion by the end of their shift week compared to those working 8-hour rotations. The study suggested that proper staffing levels and adequate break periods during extended shifts were critical factors in mitigating negative outcomes.
For the Brown University Health nursing community, this transition raises important questions about adaptation to new work rhythms, patient safety considerations, and work-life balance. While only affecting a small percentage of the nursing workforce initially, such operational changes often signal broader shifts in healthcare delivery models and resource allocation.
The timing of this announcement comes amid several other healthcare-related developments in the region, including staffing challenges at other facilities and ongoing discussions about healthcare worker wellbeing. Brown University Health had previously reconsidered other cost-saving measures, such as closing the Newport Hospital birthing center, after receiving significant community feedback.
As healthcare systems nationwide continue to navigate financial pressures while maintaining quality care standards, the experiences of nurses transitioning to these new shift formats at Brown University Health may provide valuable insights for other institutions considering similar changes. The success of this transition will likely depend on thoughtful implementation, ongoing dialogue with affected staff, and careful monitoring of both patient outcomes and nurse wellbeing metrics in the months following the change.
For nurses potentially affected by this or similar transitions, professional nursing organizations recommend actively participating in the planning process, advocating for adequate staffing ratios, and ensuring proper rest periods between shifts to maintain both personal wellbeing and patient safety standards.
