National Reporting Instrument 2024
Background
[INFOxNRI1]
National Reporting instrument 2024
[BGxINT]
Background
Adopted in 2010 at the 63rd World Health Assembly (WHA Res 63.16), the WHO Global Code of Practice on the International Recruitment of Health Personnel (“the Code”) seeks to strengthen the understanding and ethical management of international health personnel recruitment through improved data, information, and international cooperation.
Article 7 of the Code encourages WHO Member States to exchange information on the international recruitment and migration of health personnel. The WHO Director General is mandated to report to the World Health Assembly every 3 years.
WHO Member States completed the 4th round of national reporting in May 2022. The WHO Director General reported progress on implementation to the 75th World Health Assembly in May 2022 (A75/14). The report on the fourth round highlighted the need to assess implications of health personnel emigration in the context of additional vulnerabilities brought about by the COVID-19 pandemic. For this purpose, the Expert Advisory Group on the relevance and effectiveness of the Code (A 73/9) was reconvened. Following the recommendations of the Expert Advisory Group, the Secretariat has published the WHO health workforce support and safeguards list 2023.
The National Reporting Instrument (NRI) is a country-based, self-assessment tool for information exchange and Code monitoring. The NRI enables WHO to collect and share current evidence and information on the international recruitment and migration of health personnel. The findings from the 5th round of national reporting will be presented to the Executive Board (EB156) in January 2025 in preparation for the 78th World Health Assembly.
The deadline for submitting reports is 31 August 2024.
Article 9 of the Code mandates the WHO Director General to periodically report to the World Health Assembly on the review of the Code’s effectiveness in achieving its stated objectives and suggestions for its improvement. In 2024 a Member-State led expert advisory group will be convened for the third review of the Code’s relevance and effectiveness. The final report of the review will be presented to the 78th World Health Assembly.
For any queries or clarifications on filling in the online questionnaire please contact us at WHOGlobalCode@who.int.
What is the WHO Global Code of Practice?
Disclaimer: The data and information collected through the National Reporting Instrument will be made publicly available via the NRI database (https://www.who.int/teams/health-workforce/migration/practice/reports-database) following the proceedings of the 78th World Health Assembly. The quantitative data will be used to inform the National Health Workforce Accounts data portal (http://www.apps.who.int/nhwaportal/).
Adopted in 2010 at the 63rd World Health Assembly (WHA Res 63.16), the WHO Global Code of Practice on the International Recruitment of Health Personnel (“the Code”) seeks to strengthen the understanding and ethical management of international health personnel recruitment through improved data, information, and international cooperation.
Article 7 of the Code encourages WHO Member States to exchange information on the international recruitment and migration of health personnel. The WHO Director General is mandated to report to the World Health Assembly every 3 years.
WHO Member States completed the 4th round of national reporting in May 2022. The WHO Director General reported progress on implementation to the 75th World Health Assembly in May 2022 (A75/14). The report on the fourth round highlighted the need to assess implications of health personnel emigration in the context of additional vulnerabilities brought about by the COVID-19 pandemic. For this purpose, the Expert Advisory Group on the relevance and effectiveness of the Code (A 73/9) was reconvened. Following the recommendations of the Expert Advisory Group, the Secretariat has published the WHO health workforce support and safeguards list 2023.
The National Reporting Instrument (NRI) is a country-based, self-assessment tool for information exchange and Code monitoring. The NRI enables WHO to collect and share current evidence and information on the international recruitment and migration of health personnel. The findings from the 5th round of national reporting will be presented to the Executive Board (EB156) in January 2025 in preparation for the 78th World Health Assembly.
The deadline for submitting reports is 31 August 2024.
Article 9 of the Code mandates the WHO Director General to periodically report to the World Health Assembly on the review of the Code’s effectiveness in achieving its stated objectives and suggestions for its improvement. In 2024 a Member-State led expert advisory group will be convened for the third review of the Code’s relevance and effectiveness. The final report of the review will be presented to the 78th World Health Assembly.
For any queries or clarifications on filling in the online questionnaire please contact us at WHOGlobalCode@who.int.
What is the WHO Global Code of Practice?
Disclaimer: The data and information collected through the National Reporting Instrument will be made publicly available via the NRI database (https://www.who.int/teams/health-workforce/migration/practice/reports-database) following the proceedings of the 78th World Health Assembly. The quantitative data will be used to inform the National Health Workforce Accounts data portal (http://www.apps.who.int/nhwaportal/).
Disclaimer
[INFOxNRI2]
National Reporting instrument 2024
[disclaim]
Disclaimer
[1] Note: Case-based facility data collection as that in the WHO Global Bum Registry does not require WHO Member State approval.
[2] The world health report 2013: research for universal coverage. Geneva: World Health Organization; 2013 (http://apps.who.int/iris/bitstream/10665/85761/2/9789240690837_eng.pdf)
[3] WHO statement on public disclosure of clinical trial results: Geneva: World Health Organization; 2015 (http://www.who.int/ictrp/results/en/, accessed 21 February 2018).
For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/
[1] Note: Case-based facility data collection as that in the WHO Global Bum Registry does not require WHO Member State approval.
[2] The world health report 2013: research for universal coverage. Geneva: World Health Organization; 2013 (http://apps.who.int/iris/bitstream/10665/85761/2/9789240690837_eng.pdf)
[3] WHO statement on public disclosure of clinical trial results: Geneva: World Health Organization; 2015 (http://www.who.int/ictrp/results/en/, accessed 21 February 2018).
For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/
I have read and understood the WHO policy on the use and sharing of data collected by WHO in Member States outside the context of public health emergencies
Contact Details
[INFOxNRI3]
National Reporting instrument 2024
[CI]
Contact Details
Name of Member State:
Hungary
Name of designated national authority:
Hanna Páva
Title of designated national authority:
Director
Institution of the designated national authority:
National Directorate General for Hospitals
Email:
riginao@who.int,pava.hanna@okfo.gov.hu,WHOGlobalCode@who.int
Telephone number :
+36-1-919-0343, +36-1-338-4891
Contemporary issues
[INFOxNRI4]
National Reporting instrument 2024
[NRIxI]
The questions marked * are mandatory. The system will not allow submission until all mandatory questions are answered.
[INFOx1]
Contemporary issues on health personnel migration and mobility
[Q1x1]
In the past 3 years, has the issue of international recruitment of health personnel been a concern for your country?
Yes, and it is increasing in intensity
Information regarding the international recruitment is not available, however the number of certificates requested for foreign recognition can be used to monitor the intention of mobility and the related trend, which shows an increase regarding the nurses especially.
[Q1x2]
In the past 3 years, has the issue of international reliance on health personnel (international recruitment of health personnel to meet domestic needs) been a concern for your country?
Yes, and it is increasing in intensity
There is a shortage in nurses and allied health professionals in Hungary, which is expected to be exacerbated by the large number of nurses retiring in the upcoming years and the lack of adequate supply. One possible way to reduce the shortage could be the recruitment of foreign health workers, however actual measures have not been taken, yet.
Health Personnel Education
[INFOxNRI5]
National Reporting instrument 2024
[INFOx2]
Health personnel education, employment and health system sustainability
[Q2]
Is your country taking measures to educate, employ and retain a health and care workforce that is appropriate for the specific conditions of your country, including areas of greatest need?
Yes
[Q2x1]
Please check all items that apply from the list below:
2.1 Measures taken to ensure the sustainability of the health and care workforce
2.2 Measures taken to address the geographical mal-distribution and retention of health and care workers*
2.3 Other relevant measures taken to educate, employ and retain a health and care workforce that is appropriate for the specific conditions of your country
[Q2x1x1]
2.1.1 Measures taken to ensure the sustainability of the health and care workforce
Forecasting future health and care workforce requirements to inform planning
Planning the number of state-funded residents is used on a yearly basis. Forecasts were also made on an occasional basis regarding the number of nurses in the next 5 to10 years.
Aligning domestic health and care workforce education with health system needs
In the fall of 2022, the medical specialist training was revised both in terms of the content and the duration of trainings, having regard to the requirements laid down by the Directive 2005/36/EC. Based on the amendment, as the training progresses, residents acquire competencies that can be independently mastered, enabling them to be involved earlier in on-call and other patient care tasks, provided that appropriate specialist supervision is ensured. According to the amendment, during the step-by-step medical specialist training, upon completion of certain training elements, residents are given the opportunity to acquire competencies and the authorization to perform certain procedures and specialized examinations. The various qualifications are not composed of core training and practical periods but are instead divided into levels, with residents taking partial exams between each level. The Hungarian vocational training system has undergone significant reforms in recent years, aiming to create a more practice-oriented education that better aligns with labor market needs. As part of the reform, Vocational Training Centers were established to unify vocational secondary schools and training institutions. The training programs have been modularized, allowing for greater flexibility to adapt to changing demands. In the field of healthcare education, there have also been updates. Educational programs have been modernized, with an increased focus on practical training, including the use of digital technologies. Students in healthcare professions now have more opportunities for practical training in real workplace environments, which helps them acquire professional skills more effectively. The goal of the reform is to better prepare graduates for labor market challenges and professional development.
Improving quality of education and health personnel in alignment with service delivery needs
Creating employment opportunities aligned with population health needs
Managing international recruitment of health personnel
Improving management of health personnel
According to the relevant legal regulation The management of a public healthcare institution may be entrusted to an individual who has a university-level qualification in (medical science or another field), holds a qualification in healthcare management obtained through a master's program and has at least five years of managerial experience. The healthcare manager training consist of subjects like health management, health systems, health human resource management, health safety and quality management, etc.
Specific provisions on health personnel regulation and recruitment during emergencies
Chapter XIV of the Act on Health regulates the general rules of Healthcare Crisis Management and Healthcare Emergency Management
Others
[Q2x2x1]
Check all that apply for Measures taken to address the geographical mal-distribution and retention of health and care workers
2.2.1 Education
2.2.2 Regulation
2.2.3 Incentives
2.2.4 Support
[Q2x2x1x1]
2.2.1.1 Education Measure
Education institutions based in rural/underserved areas
In higher education, the training for doctors, dentists and pharmacists is provided in Budapest and three rural universities (Debrecen, Pécs, Szeged), while other higher healthcare training programmes (e.g. nurse, health visitor, etc.) are also available at other rural universities (e.g. in Győr, Miskolc or Gödöllő). Vocational training is provided by vocational training centers that are covering the entire territory of the country. The courses offered are determined based on the regional needs of the health sector.
Student intake from rural/underserved areas and communities
Health training courses are accessible for students in vocational training centers that are operating in or nearby rural areas.
Scholarships and subsidies for education
Different scholarship programmes for resident doctors (from 2011) and nurses (between 2017 and 2022). The essence of these programmes is that the doctors or nurses participating in the program should work in the Hungarian public healthcare sector after the successful completion of the training as long as the scholarship was granted.
Relevant topics/curricula in education and/or professional development programmes
(Re)orientation of education programmes towards primary health care
Others
[Q2x2x2x1]
2.2.2.1 Regulation Measure
Scholarships and education subsidies with return of service agreements
Different scholarship programmes for resident doctors (from 2011) and nurses (between 2017 and 2022). The essence of these programmes is that the doctors or nurses participating in the program should work in the Hungarian public healthcare sector after the successful completion of the training as long as the scholarship was granted.
Mandatory service agreements with health personnel that are not related to scholarships or education subsidies
Enhanced scope of practice of existing health personnel
Nurses: Advanced practice nurse training was introduced in 2018 and the following specializations can be obtained: • emergency nurse • geriatric specialist nurse • community nurse • intensive specialist nurse • perioperative nurse Medical residents: According to the current legislation (in force since 2022), during the step-by-step medical specialist training, upon completion of certain training elements and by taking partial exams, residents are given the opportunity to acquire competencies and the authorization to perform certain procedures and specialized examinations independently before obtaining the specialist qualification.
Task sharing between different professions
Provisions for pathways to enter new or specialised practice after rural service
Others
[Q2x2x3x1]
2.2.3.1 Incentives Measure
Additional financial reimbursement
Education opportunities
Opportunities for career advancement or professional growth
Professional recognition
Social recognition
Opportunity for pathways to permanent residency and/or citizenship for international health personnel
Others
New regulation on the legal status of the health personnel in the public healthcare: In 2020 the Act on the legal relationship of the health service was approved, ensuring a major wage increase for physicians in the public healthcare sector from 2021. The new law granted a 120% salary increase to physicians in Hungary in three steps, reaching its maximum in January 2023. Wage increasement for nurses and allied health professional between 2019-2022 and 2023-2024. The aim of the last measure is that the rate of the average wage of nurses and allied health prfessionals should reach 37% of the average wage of doctors by March 2024.
[Q3x1]
Are there specific policies and/or laws that guide international recruitment, migration and integration of foreign-trained health personnel in your country?
Yes
[Q3x1x1]
Please provide further information in the box below:
Law/policy 1
Migration: - Act I of 2007 on the entry and residence of persons with the right to free movement and residence - Act XC of 2023 on the general rules for the entry and residence of third-country nationals
Law/policy 2
Recognition of qualifications: - Act C of 2001 on the recognition of foreign certificates and diplomas - 33/2008. (II. 21.) Government decree on the designation of authorities acting in matters falling within the scope of Act C of 2001 on the recognition of foreign certificates and diplomas, and on the list of services subject to the declaration obligation - 30/2008. (VII. 25.) EüM decree on the recognition of diplomas required for the performance of healthcare activities, and on certain procedural rules for the issuance of official certificates necessary for the foreign recognition of diplomas
Law/policy 3
Professional registration: - Act CLIV of 1997 on Health - Act XCVII of 2006. on the professional chambers operating in the health sector - 18/2007. (IV. 17.) EüM decree on the basic and operational register of persons with health professional qualifications, as well as on the authorization of the activities of persons not included in the operational register
[Q3x2]
Are there any policies and/or provision for international telehealth services in your country through health personnel based abroad?
No
[Q3x3]
Has your country established a database or compilation of laws and regulations related to international health personnel recruitment and migration and, as appropriate, information related to their implementation?
No
[Q4]
Recognizing the role of other government entities, does the Ministry of Health have mechanisms (e.g. policies, processes, unit) to monitor and coordinate across sectors on issues related to the international recruitment and migration of health personnel?
No
[Q5]
Please describe the steps taken by your country to implement the following Code recommendations.
Check all items that apply from the list below:
Check all items that apply from the list below:
5.1 Measures have been taken or are being considered to introduce changes to laws or policies on health personnel consistent with the recommendations of the Code.
5.2 Actions have been taken to communicate and share information across
sectors on the international recruitment and migration of health personnel, as well as to publicize the Code, among relevant ministries, departments and agencies,
nationally and/or sub-nationally.
sectors on the international recruitment and migration of health personnel, as well as to publicize the Code, among relevant ministries, departments and agencies,
nationally and/or sub-nationally.
5.3 Measures have been taken to consult stakeholders in decision-making
processes and/or involve them in activities related to the international recruitment of health personnel.
processes and/or involve them in activities related to the international recruitment of health personnel.
5.4 Records are maintained on all private recruitment agencies for health
personnel authorized by competent authorities to operate within their jurisdiction.
personnel authorized by competent authorities to operate within their jurisdiction.
Government Decree No. 118/2001 (June 30) on the Registration and Conditions for the Operation of Private Employment Agencies regulates the registration of recruitment companies. The register covers all sectors, including companies specialised at the recruitment of healthcare professionals.
5.5 Good practices, as called for by the Code, are encouraged and promoted among private recruitment agencies.
5.5a Promotion of the Code among private recruitment agencies.
5.5b Domestic legislation or policy requiring ethical practice of private recruitment agencies, as consistent with the principles and articles of the Code.
5.5c Public or private certification of ethical practice for private recruitment agencies.
5.5d Others
5.6 None of the above
Government Agreements
[INFOxNRI6]
National Reporting instrument 2024
[INFOx3]
Government-to-Government agreements on migration or mobility of health personnel
[Q6]
Has your country or sub-national governments entered into any bilateral, multilateral, or regional agreements and/or arrangements with respect to the international recruitment and/or mobility of health personnel?
Yes
[Q6x1xA]
Please use the table below to describe each of the active bilateral, regional or multilateral agreements or arrangements:
| a. Title of Agreement | b. Type of Agreement | |
|---|---|---|
| Agreement 1 | COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET | 1 |
| Agreement 2 | ||
| Agreement 3 | ||
| Agreement 4 | ||
| Agreement 5 | ||
| Agreement 6 | ||
| Agreement 7 | ||
| Agreement 8 | ||
| Agreement 9 | ||
| Agreement 10 | ||
| Agreement 11 | ||
| Agreement 12 | ||
| Agreement 13 | ||
| Agreement 14 | ||
| Agreement 15 |
Government Agreements - 6.1 A
[INFOxNRI7]
National Reporting instrument 2024
[Q6x1xAx1]
c. Countries involved
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
HUN,SWE
[Q6x1xAx2]
d. Coverage
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
National
[Q6x1xAx3]
e. Main focus of agreement (check all that apply)
| Education and training | Health cooperation | Promotion of circular migration | Philanthropy or technical support | Qualification recognition | Recruitment of health personnel | Trade in services | Others | |
|---|---|---|---|---|---|---|---|---|
| COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET | 1 | 1 | ||||||
[Q6x1xAx4]
f. Categories of Health Personnel (check all that apply)
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Other occupations | |
|---|---|---|---|---|---|---|
| COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET | 1 | |||||
[Q6x1xAx5]
g. Validity period
| Start Year | End Year | |
|---|---|---|
| COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET | 2012 | renewed in 2019 |
[Q6x1xAx6]
h. Signatory of the agreement from your country
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
Others:
[Q6x1xAx6xoth]
If other signatory of the agreement from your country(Please specify:)
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
Semmelweis University
[Q6x1xAx6x1]
If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
No
[Q6x1xAx7]
i. Signatory of the agreement from the partner country (ies)
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
Others:
[Q6x1xAx7xoth]
If other signatory of the agreement from your country(Please specify:)
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
Karolinska Institutet
[Q6x1xAx7x1]
If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
Don’t Know
[Q6x1xAx8]
j. Content of agreement
[Q6x1xAx8x1]
j.i. Does the agreement include elements to benefit the health system of your country and the partner country(ies)?
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
Yes, has elements to
benefit the health system of my country and partner country(ies)
benefit the health system of my country and partner country(ies)
[Q6x1xAx8x1x]
Please explain:
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
The cooperation in education and research between the two universities is long-standing and supports circular migration. The exchange programme ensures mutual benefits for pathologists in both countries.
[Q6x1xAx8x2]
j.ii. Does the agreement include elements on health worker rights and welfare?
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
No
Government Agreements - 6.1 B
[INFOxNRI8]
National Reporting instrument 2024
[Q6x1xB]
Please use the table below to describe the implementation of each of the active bilateral, regional or multilateral agreements or arrangements
[Q6x1xBx1]
Has the agreement been implemented?
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
Yes
[Q6x1xBx1x1]
| Start year of implementation: | |
|---|---|
| COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET | 2012 |
[Q6x1xBx2a]
How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
Agreement: COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
| Number of personnel | |
|---|---|
| Doctors | approximately 40 persons |
| Nurses | |
| Midwives | |
| Dentists | |
| Pharmacists | |
[Q6x1xBx3]
Please explain if and how has the health system of your country benefitted from the agreement.
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
The rotation program provides opportunity for Hungarian pathologists in peer learning. It enables them to aquire new knowledge and skills in a different working environment with advanced technological conditions. They can get a short-term training at a highly-ranked university and they return to the domestic workforce. This enables them getting new experiences in an international setting.
[Q6x1xBx4]
Please describe if and how the health system of other country(ies) has benefitted from the agreement.
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
For Karolinska, the cooperation is beneficial as well, as they can use the resources of Hungarian pathologists and can fill their shortage gaps in their health system regarding pathologists. In addition, they can decrease the workload of their pathologists , which can be used for CPD or research.
[Q6x1xBx6]
Please provide any other relevant information on the agreement (e.g., context, positive elements, gaps and lessons learnt).
COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET
Both countries are EU MS, so they follow the same directives.
[Q6x1xBx7]
Full text of the agreement and associated documents (implementation plan, progress report, implementation report, evaluation report, etc.)
| Upload document(s) | |
|---|---|
| COOPERATION IN GRADUAL AND POSTGRAUDAL PATHOLOGY TRAINING PROGRAMS at SEMMELWEIS UNIVERSITY and KAROLINSKA INSTITUTET | |
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Responsibilities, rights and recruitment practices
[INFOxNRI9]
National Reporting instrument 2024
[INFOx4]
Responsibilities, rights and recruitment practices
[Q7]
If your country employs/hosts international health personnel to work in the health and care sectors, which legal safeguards and/or other mechanisms are in place for migrant health personnel and to ensure that enjoy the same legal rights and responsibilities as the domestically trained health workforce?
Please check all items that apply from the list below:
Please check all items that apply from the list below:
Migrant health personnel are recruited using mechanisms that allow them to assess the benefits and risk associated with employment positions and to make timely and informed decisions on the employment.
Migrant health personnel are hired, promoted and remunerated based on objective criteria such as levels of qualification, years of experience and degrees of professional responsibility on the same basis as the domestically trained health workforce.
The conditions of practicing in the healthcare sector apply equally to both domestic and migrant workers. These include: - Possession of a healthcare qualification obtained in Hungary or a foreign qualification recognized in Hungary, - active chamber membership for nurses and allied health professionals and pharmacists, - valid operational registration (mandatory continuing professional education). In the state healthcare system, the remuneration of doctors, dentists, pharmacists, nurses, and other healthcare professionals is based on a pay scale. The medical pay scale determines advancement based on the professional experience, while the pay scale for nurses and allied health professionals categorizes pay bands according to the level of healthcare qualification. When determining the basic salary, the employer may consider the years of professional experience and any additional qualifications or skills used during the professional’s healthcare activities.
Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.
Institutional arrangements are in place to ensure safe migration/ mobility and integration of migrant health personnel.
Measures have been taken to promote circular migration of international health personnel
Other measures (including legal and administrative) for fair recruitment and employment practices of foreign-trained and/or immigrant health personnel (please provide details)
No measures in place
Not applicable – does not host/employ foreign health personnel
[Q8]
If health personnel from your country are working abroad in the health and care sectors, please provide information on measures that have been taken or are planned in your country to ensure their fair recruitment and employment; safe migration; return; and diaspora utilization in your country, as well as difficulties encountered.
Please check all items that apply from the list below:
Please check all items that apply from the list below:
Arrangements for fair recruitment
Arrangements for decent employment contracts and working conditions in destination countries
Arrangements for safe mobility
Arrangements for return and reintegration to the health labour market in your country
Arrangements for diaspora engagement to support your country health system
Other
No measures in place
Not applicable – health personnel from my country are not working abroad
International migration
[INFOxNRI10]
National Reporting instrument 2024
[INFOx5]
International migration and mobility pathways for health personnel
[Q9x1]
9.1 If your country hosts international health personnel to work in the health and care sector, how do they come to your country? (check all that apply)
| Direct (individual) application for education, employment, trade, immigration or entry in country |
Government to government agreements that allow health personnel mobility |
Private recruitment agencies or employer facilitated recruitment |
Private education/ immigration consultancies facilitated mobility |
Other pathways (please specify) | Which pathway is used the most? Please include quantitative data if available. | |
|---|---|---|---|---|---|---|
| Doctors | 1 | 0 | 0 | 0 | ||
| Nurses | 1 | 0 | 0 | 0 | ||
| Midwives | 1 | 0 | 0 | 0 | ||
| Dentists | 1 | 0 | 0 | 0 | ||
| Pharmacists | 1 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[Q9x1oth]
[Q9x2]
9.2 If health personnel from your country work/study abroad, how do they leave your country?
(check all that apply)
| Direct (individual) application for education, employment, trade, immigration, or entry in the destination country |
Government to government agreements that allow health personnel mobility |
Private recruitment agencies or employer facilitated recruitment |
Private education/ immigration consultancies facilitated mobility |
Other pathways (please specify) | Which pathway is used the most? Please include quantitative data if available. | |
|---|---|---|---|---|---|---|
| Doctors | 1 | 0 | 1 | 0 | Direct (individual) application | |
| Nurses | 1 | 0 | 1 | 0 | Direct (individual) application | |
| Midwives | 1 | 0 | 1 | 0 | Direct (individual) application | |
| Dentists | 1 | 0 | 1 | 0 | Direct (individual) application | |
| Pharmacists | 1 | 0 | 1 | 0 | Direct (individual) application | |
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[Q9x2oth]
Recruitment & migration
[INFOxNRI11]
National Reporting instrument 2024
[INFOx6]
Data on international health personnel recruitment & migration
Improving the availability and international comparability of data is essential to understanding and addressing the global dynamic of health worker migration. Please consult with your NHWA focal point, if available, to ensure that data reported below is consistent with NHWA reporting*.
(The list of NHWA focal points is available here. Please find the focal point(s) for your country from the list and consult with them.)
For countries reporting through the WHO-Euro/EuroStat/OECD Joint data collection process, please liaise with the JDC focal point.
[Q10]
Does your country have any mechanism(s) or entity(ies) to maintain statistical records of foreign-born and foreign-trained health personnel?
Yes
[Q10x1]
Where are the records maintained? (check all that apply)
Employment records or work permits
Ministry of health personnel database
Registry of health personnel authorized to practice
Other
[Q10x2]
Does the record include gender-disaggregated data on the foreign-born and/or foreign-trained health personnel?
Yes
Inflow and outflow of health personnel
[INFOxNRI12]
National Reporting instrument 2024
[INFOx7]
Inflow and outflow of health personnel
[Q11]
Do you have a mechanism to monitor the inflow and outflow of health personnel to/from your country? (check all that apply)
Inflow
Outflow
No
[Q11xI]
If yes for inflow:
Fill in the table below
[Q11x1]
How many foreign-trained or foreign-born health personnel were newly active (temporarily and/or permanently) in your country in the past three years (inflow)?
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Remarks | |
|---|---|---|---|---|---|---|
| 2021 | 113 | 48 | 3 | 36 | 13 | |
| 2022 | 121 | 103 | 6 | 44 | 30 | |
| 2023 | 144 | 70 | 5 | 40 | 22 | |
| Data Source (e.g. Regulatory authority, immigration records, work permits, etc.) | Basic Register (public healthcare qualifications' register) | Basic Register (public healthcare qualifications' register) | Basic Register (public healthcare qualifications' register) | Basic Register (public healthcare qualifications' register) | Basic Register (public healthcare qualifications' register) | The number of foreign-trained healthcare personnel with recognised healthcare qualifications is considered as an indicator of the inflow of the health personnel. |
[Q11xO]
If yes for outflow:
Fill in the table below
[Q11x2]
How many domestically trained health personnel left your country in the past years for temporary or permanent migration (outflow)?
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Remarks | |
|---|---|---|---|---|---|---|
| 2021 | 193 | 108 | 13 | 89 | 23 | In the past few years, there has been a significant increase in the number of foreign students coming to Hungary for study purposes. After completion of their training, these professionals do not enter the domestic healthcare system, they use their acquired knowledge in their home country or in other, typically EU countries. Due to the abovementioned circumstances, the published data do not include the number of those persons with foreign nationality who requested a certificate in the year of graduation. The data includes the number of professionals who applied for certificate for the first time and - have a Hungarian diploma and Hungarian nationality or - have a Hungarian diploma and foreign nationality, who do not qualify as newly graduates, or - have foreign diploma that is recognised in Hungary, regardless of their nationality. |
| 2022 | 180 | 121 | 10 | 117 | 57 | please see above |
| 2023 | 205 | 11 | 93 | 72 | please see above. The number of prescriptions issued by doctors inquiring certificates for the recognition of the qualification is also used as an indicator of the actual migration when monitoring the outflow of doctors. This data shows whether the person who requested a certificate in a given year issued a prescription in the following year or not. The data regarding the number of prescriptions issued in the year of 2024 is not complete, yet, therefore outflow data regarding doctors is not reported for the reference year 2023. | |
| Data Source (e.g. letters of good standing, emigration records, government to government agreements etc.) | Register for certificates issued for the recognition of healthcare qualifications abroad | Register for certificates issued for the recognition of healthcare qualifications abroad | Register for certificates issued for the recognition of healthcare qualifications abroad | Register for certificates issued for the recognition of healthcare qualifications abroad | Register for certificates issued for the recognition of healthcare qualifications abroad | The number of healthcare personnel applied for certificates for the recognition of the healthcare qualification abroad (e.g. certificate of good standing) is considered as the indicator of the intention to work abroad only, therefore it has limited applicability to indicate the outflow. |
[Q11x3]
If you have any document with information on health worker inflows and outflows for your country, please upload
Stock of health personnel
[INFOxNRI13]
National Reporting instrument 2024
[INFOx8]
Stock of health personnel
[Q12x1]
Consolidated stock on health personnel, disaggregated by place of training and birth
For the latest year available, consistent with the National Health Workforce Accounts (NHWA) Indicators 1-07 and 1-08, please provide information on the total stock of health personnel in your country (preferably the active workforce), disaggregated by the place of training (foreign-trained) and the place of birth (foreign-born).
For the latest year available, consistent with the National Health Workforce Accounts (NHWA) Indicators 1-07 and 1-08, please provide information on the total stock of health personnel in your country (preferably the active workforce), disaggregated by the place of training (foreign-trained) and the place of birth (foreign-born).
[Q12x1a]
Please provide data on the stock of active health personnel in your country by one of the following ways:
Fill in the table below
[Q12x1x1]
| Medical Doctors (generalist + specialists) | 33473 | 30714 | 2759 | 316 | 2443 | 28678 | 4795 | Operational Registry | 2022 | 1 | |
| Nurses | 52573 | 51580 | 993 | 33 | 960 | 49840 | 2733 | Operational Registry | 2022 | ||
| Midwives | 2292 | 2261 | 31 | 1 | 30 | 2155 | 137 | Operational Registry | 2022 | ||
| Dentists | 7198 | 6472 | 726 | 102 | 624 | 5738 | 1460 | Operational Registry | 2022 | ||
| Pharmacists | 8138 | 7831 | 307 | 16 | 291 | 7341 | 797 | Operational Registry | 2022 |
[Q12x1x1x]
If you have any document with information on stock of active health personnel for your country, their distribution by place of training and place of birth, please upload
[Q12x2]
Please provide data on the top 10 countries of training for foreign-trained health personnel in your country.
This information can be provided by one of the following two options:
This information can be provided by one of the following two options:
Fill in the table below
[Q12x2x1]
| Doctors | Nurses | Midwives | Dentists | Pharmacists | |
|---|---|---|---|---|---|
| Total foreign trained personnel | 2759 | 993 | 31 | 726 | 307 |
| Country 1: Top country of training | ROU | ROU | ROU | ROU | ROU |
| Country 1: No. of foreign trained health personnel | 1945 | 548 | 14 | 563 | 260 |
| Country 2: Top country of training | UKR | UKR | UKR | UKR | SRB |
| Country 2: No. of foreign trained health personnel | 407 | 220 | 12 | 50 | 14 |
| Country 3: Top country of training | RUS | SRB | BLR | SRB | UKR |
| Country 3: No. of foreign trained health personnel | 180 | 138 | 1 | 29 | 11 |
| Country 4: Top country of training | SRB | SVK | BGR | DEU | SVK |
| Country 4: No. of foreign trained health personnel | 60 | 50 | 1 | 18 | 6 |
| Country 5: Top country of training | SVK | RUS | SRB | RUS | BIH |
| Country 5: No. of foreign trained health personnel | 47 | 8 | 1 | 14 | 3 |
| Country 6: Top country of training | CZE | DEU | SVK | POL | ITA |
| Country 6: No. of foreign trained health personnel | 21 | 5 | 1 | 10 | 3 |
| Country 7: Top country of training | DEU | POL | GBR | AUT | FRA |
| Country 7: No. of foreign trained health personnel | 18 | 3 | 1 | 8 | 2 |
| Country 8: Top country of training | EST | SVK | SVK | DEU | |
| Country 8: No. of foreign trained health personnel | 9 | 50 | 0 | 6 | 2 |
| Country 9: Top country of training | POL | HRV | SWE | AUT | |
| Country 9: No. of foreign trained health personnel | 7 | 2 | 0 | 4 | 1 |
| Country 10: Top country of training | BGR | CZE | BGR | BLR | |
| Country 10: No. of foreign trained health personnel | 6 | 2 | 0 | 3 | 1 |
| Source (e.g. professional register, census data, national survey, other) | Operational Registry | Operational Registry | Operational Registry | Operational Registry | Operational Registry |
| Year of data (Please provide the data of the latest year available) | 2022 | 2022 | 2022 | 2022 | 2022 |
| Remarks |
[Q12x2x1x]
If you have any document with information on the distribution of foreign-trained health personnel for your country by their country of training, please upload
Technical and financial support
[INFOxNRI14]
National Reporting instrument 2024
[INFOx9]
Technical and financial support
[Q13]
Has your country provided technical or financial assistance to any source countries or countries in the WHO health workforce support and safeguards list 2023, or other low- and middle-income countries on health workforce development, health system strengthening, or for implementing other recommendations of the Code (e.g., strengthening data, information and research on health workforce for translation to policies and planning, etc.)
No
[Q14]
Has your country received technical or financial assistance from any WHO Member State or other stakeholders (e.g., development partners, other agencies) for health workforce development, health system strengthening, or for implementing other recommendations of the Code (e.g., strengthening data, information and research on health workforce for translation to policies and planning, etc.)?
Yes
[Q14x]
Please provide additional information below (check all that apply):
Support for health workforce development (planning, education, employment, retention)
Support for other elements for health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance)
Other areas of support:
[Q14x1]
Please specify support for health workforce development (planning, education, employment, retention)
| Supporting country/entity | Type of support (please specify) | |
|---|---|---|
| HEROES Joint Action on HEalth woRkfOrce to meet health challEngeS | The general objective of the EU funded project is to improve the countries’ capacity for health workforce planning to ensure a future accessible, sustainable and resilient systems, focusing on 4 MAIN AREAS: - databases, data collection, analysis, linkages, sources, on health workforce supply and demand; - forecasting tools and planning methodologies to address health workforce future challenges; - development and enhancement of skills and capacities for effective management of the health workforce planning systems at national and regional levels; - stakeholders engagement for a successful and sustainable health workforce governance. The duration of the project is 36 months (01/02/2023 – 31/01/2026), involves 19 countries and the Granting Authority is the European Health and Digital Executive Agency (HaDEA) under the powers delegated by the European Commission. | |
Constraints, Solutions, and Complementary Comments
[INFOxNRI15]
National Reporting instrument 2024
[INFOx10]
Constraints, Solutions, and Complementary Comments
[Q15]
Please list in priority order, the three main constraints to the ethical management of international migration in your country and propose possible solutions:
| Main constraints | Possible solutions/recommendations | |
|---|---|---|
| It needs to be emphasized that Hungary does not recruite foreign healthcare professionals. However, we are aware that recruiting health professionals from lower-income countries can lead to a brain drain in those countries, undermining their health systems. | Collaboration with Source Countries: Work with source countries to develop bilateral agreements that support ethical recruitment practices. This can include agreements on temporary migration, knowledge exchange, and joint training programs. | |
| Migrant health workers in Hungary could face challenges related to integration, such as language barriers and workplace inclusion. These issues can affect their effectiveness and retention, impacting the overall health system. | Enhance Language and Cultural Training: Provide comprehensive language training and cultural orientation programs for migrant health workers to facilitate their integration into the Hungarian healthcare system. Introduce and run mentorship on-the-job: implementing and managing a mentorship program directly within the workplace, allowing employees (mentees) to receive guidance, advice, and support from more experienced colleagues (mentors) while they perform their regular job duties. | |
| Migrant health personnel may have limited access to support services, including legal aid, social support, and mental health services. This lack of support can affect their well-being and job performance. | Establish Support Networks: Create networks or associations for migrant health professionals that offer peer support, advocacy, and resources to help them navigate challenges in their new environment. Promote Work-Life Balance: Implement policies that support work-life balance for migrant health workers, such as flexible working conditions and family support services, to enhance their overall well-being and job satisfaction. |
[Q16]
What support do you require to strengthen implementation of the Code?
Support to strengthen data and information on health personnel
Support for policy dialogue and development
Support for the development of bilateral/multi-lateral agreements
The best practices of existing bilateral cooperation can serve as a good example for Hungary as well.
Others
No support required
[Q17]
Considering that the Code is a dynamic document that should be updated as required, please provide reflections from your country on the past 14 years since the resolution on the Code.
[Q17x1]
Please comment on if/how the Code has been useful to your country.
.
[Q17x2]
Do any articles of the Code need to be updated?
No
[Q17x3]
Does the process of reporting on Code implementation and the review of the Code relevance and effectiveness need to be updated?
Yes
Revision of the requested data on the outflow of health personnel According to the current definition, data should be provided on the outflow of professionals who have obtained their professional qualification in the reporting country. In the past few years, there has been a significant increase in the number of foreign students coming to Hungary for study purposes. These students do not wish to settle down in Hungary, they usually leave the country right after graduation. To our knowledge, this phenomenon exists in other countries as well, which may justify the separate presentation of the number of this professionals. Professionals who obtained their quailification abroad and had it recognised in the reporting country, could also be relevant when presenting the trends of outflow.
[Q17x4]
Please comment on the WHO health workforce support and safeguards list (e.g. if your country is included in the list, how has that affected you; if your country is reliant on international health personnel, how has the list affected you; if your country is not in the list, how has it affected you)
[Q18]
Submit any other complementary comments or material you may wish to provide regarding the international recruitment and migration of health personnel, as related to implementation of the Code.
Please describe OR Upload (Maximum file size 10 MB)
Please describe OR Upload (Maximum file size 10 MB)
[Q18x1]
Warning
[INFOxNRI16]
National Reporting instrument 2024
[WARN]
You have reached the end of the National Reporting Instrument - 2024. You may go back to any question to update your answers or confirm your entry by clicking ‘Submit’.