Remuneration levels have been identified as potentially the most influential factor in a healthcare worker’s decision to migrate either between the public and private sector, or from low-income to higher-income countries (Dovlo, 2002). Efforts to address the workforce crisis include increased remuneration through salary top-ups, locum and rural allowances, and other forms of financial incentives. Such initiatives are based on the premise that the primary reason for migration is to obtain better remuneration. However, there is growing evidence that other factors in the work environment may also be acting as strong push factors. Workload and staff shortages are contributing to burnout, high absenteeism, stress, depression, low morale and de-motivation and are responsible for driving workers out of the public sector (Sanders & Lloyd, 2005). Poor working conditions are reported to seriously undermine health system performance by thwarting staff morale and motivation, and directly contributing to problems in recruitment and retention (Troy, Wyness & McAuliffe, 2007; WHO, 1996).