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:
New Zealand
Name of designated national authority:
Emmanuel Jo
Title of designated national authority:
Group Manager, Health System Settings
Institution of the designated national authority:
Ministry of Health
Email:
Emmanuel.Jo@health.govt.nz,WHOGlobalCode@who.int,cawthornea@who.int
Telephone number :
+64 21 418 226
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
New Zealand is highly dependent on the recruitment of international health workers to help address skill shortages in the health system, including in underserved settings and communities e.g. primary care in rural communities. In recent years, particularly post COVID, issues related to international health workers have been of increased focus for the Government. Subsequent system changes have aimed to improve immigration and registration pathways to enable greater recruitment and retention of international health workers. The key challenges related to managing recruitment of international health workers in New Zealand include balancing the need to facilitate and support the growth of the domestic health workforce, ensuring international workers are culturally competent and safe to work in New Zealand, and the increasing global demand for health workers making it increasingly difficult to compete for skilled workers. There is also an impact on supervisory capacity, as existing senior health professionals are required to support international health workers while they transition from provisional to full registration to work independently in New Zealand.
[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
As with question 1.1
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
Health New Zealand (HNZ) is responsible for health workforce planning and development initiatives as outlined in the Health Workforce Plan 2024. HNZ employs a specialist team to collate workforce data (typically collected by Regulatory Authorities) and provide modelling and forecasting to inform workforce planning. For example, data captured for emergency department (ED) events and primary care practices with closed books can be used to explore the relationship between ED events and shortages across general practice/primary care providers. This informs health workforce planning and commissioning across the health system. Further information can be found here: https://www.tewhatuora.govt.nz/corporate-information/planning-and-performance/health-workforce/health-workforce-plan-2024/our-approach-to-workforce-planning
Aligning domestic health and care workforce education with health system needs
The Ministry of Health and Health New Zealand work closely with key stakeholders including the Ministry of Education, Tertiary Education Commission, tertiary training providers, and regulatory bodies. This is to ensure sufficient health education and training places are available and the training models offered to students are supportive of the skills and capabilities the workforce need to meet current and future health needs.
Improving quality of education and health personnel in alignment with service delivery needs
Health New Zealand continues to develop their teaching capacity for ongoing development of the health workforce, as new technologies are introduced and different approaches to delivering care are adopted in line with best practice and system productivity.
Creating employment opportunities aligned with population health needs
Provision of registration pathways and graduate placement programmes that provide roles in areas of need, such in primary and community care. Initiatives include, the Domestic Graduate Primary Care Pathway, which supports greater exposure to primary care settings for domestic students, encouraging more doctors into General Practice; and, the NZ Clinical Examinations Primary Care Pathway for international medical graduates (IMGs), which provides placements for IMGs that have completed the NZ Clinical Examinations pathway provided by the Medical Council of New Zealand, allowing them to gain general registration and be eligible for the General Practice Education Programme.
Managing international recruitment of health personnel
The Ministry of Health monitors and reviews immigration pathways to ensure New Zealand has the necessary health workforce to meet New Zealand’s health needs. International recruitment is managed by Health New Zealand through the 'International Recruitment Centre' (the Centre). The aim of the Centre is to provide a service that attracts and makes it easy for international health professionals to move to New Zealand to live and work. Specific principles and policies have also been developed to ensure the ethical recruitment of international health workers (as per the WHO code). Workforce planning is informed by the collection of workforce data and associated modelling and forecasting to help improve management of the health workforce, including international health workers.
Improving management of health personnel
• Monitoring and forecasting of health workforce movements to improve planning and management of the workforce. • Regular workforce surveys that help inform planning and new initiatives. • Most employed in the NZ health system are on collective employment agreements that have been negotiated between employers and unions on behalf of their registered members.
Specific provisions on health personnel regulation and recruitment during emergencies
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
Regional and rural-based (and focused) training providers and programmes. Where tertiary education providers do not have a physical base in rural areas, they collaborate or partner with health providers to create opportunities for students to undertake placements as part of their health programme, within a rural setting.
Student intake from rural/underserved areas and communities
Some tertiary education providers offer admission schemes or policies for people from rural/underserved communities, which supports entry into specific health education programmes. For example, the University of Auckland offers the Regional Rural Admission Scheme which allocates places for students of regional/rural background in the undergraduate medicine, optometry, medical imaging, and pharmacy programmes. The University of Otago has the Te Kauae Parāoa policy for students from underrepresented priority groups (Māori, Pacific, rural, socioeconomic and refugee background), which provides an entry pathway into a Division of Health Sciences programme, as well as mentorship and pastoral support.
Scholarships and subsidies for education
Health New Zealand (HNZ) provides publicly funded scholarships, grants, and financial assistance for under-represented and at-risk cultural groups, such as Māori and Pacific. These aim to improve health outcomes by growing an inclusive workforce and encouraging under-represented groups into heath careers; enabling and supporting better development of skills and capabilities, including leadership and cultural capabilities; and improving retention. HNZ also fund a range of programmes to support growth and development of at-risk and high-need workforce groups, such as the mental health and addiction workforce. There are also various scholarships and grants administered by private entities (sometimes in partnership with the public sector) that focus on growing cultural representation and capabilities in the workforce and shortages in different professions, and localities. This includes scholarships and grants aimed at addressing key workforce shortages in rural settings by encouraging rural youth into medicine, midwifery, nursing and allied health careers. Further information can be found in the following links. https://www.tewhatuora.govt.nz/for-health-professionals/scholarships-and-grants https://www.tewhatuora.govt.nz/for-health-professionals/scholarships-and-grants/non-te-whatu-ora-funded-scholarships-and-grants
Relevant topics/curricula in education and/or professional development programmes
Provision of new and expansion of training programmes focused on increasing workforce numbers in areas of need e.g. the Rural Immersion programme
(Re)orientation of education programmes towards primary health care
In recent years there has been a greater focus on promoting growth in the primary health care workforce through, for example, establishing and expanding graduate registration pathways direct to primary care settings for both domestic and international medical graduates, which ensures a limited number of funded positions are available in primary care settings for PGY 1 & 2 years; and the provision of primary care training and education in rural settings with a greater focus on providing care that meets the needs of rural communities.
Others
[Q2x2x2x1]
2.2.2.1 Regulation Measure
Scholarships and education subsidies with return of service agreements
Mandatory service agreements with health personnel that are not related to scholarships or education subsidies
Enhanced scope of practice of existing health personnel
The Ministry of Health worked with regulators to safely enable a broader range of authorisation for prescribing. For example, nursing and pharmacist prescribers. The Ministry of Health continues work to identify further professions that may have the skills and capabilities to safely prescribe medicines. We have also established a mechanism for health workers to become approved vaccinators to support immunisation programmes.
Task sharing between different professions
The Ministry of Health works with regulators to identify common areas of competencies and shared skills, to facilitate multidisciplinary models of care.
Provisions for pathways to enter new or specialised practice after rural service
Others
[Q2x2x3x1]
2.2.3.1 Incentives Measure
Additional financial reimbursement
The remuneration for the publicly funded health workforce will often reflect the level of need and perceived challenges presented by living and working in different communities and settings, such as in rural and provincial areas. Health New Zealand also administer the Voluntary Bonding Scheme (VBS), which provides new or recent graduates in eligible professions with payments as an incentive to work in select hard-to-staff communities or specialties. The payments are provided in the first 3-5 years of their career, to help repay their student loan or as top-up income. The eligible professions for the 2024 intake included midwives, anaesthetic technicians, pharmacists, general practice trainees, and enrolled and registered nurses. There are also various grants and financial assistance available for eligible new graduates and existing practitioners, including to support training-related travel and accommodation costs. For example, Skills Matter Travel and Accommodation Assistance Grants and relocation grants to support international recruitment of General Practitioners into rural settings.
Education opportunities
See responses to 2.2.1.1 Education Measures regarding education and training scholarships, grants and support.
Opportunities for career advancement or professional growth
See responses to 2.2.1.1 Education Measures regarding education and training scholarships, grants and support.
Professional recognition
Various public and private organisations host regular awards that recognise workforce contributions to such things as primary and community health care; health research, including that related to at-risk cultural groups; specific professions and professional groups, such as doctors, nurses and pharmacists; and for contributions that improve health outcomes for different cultural groups and communities, including Māori and Pacific.
Social recognition
See 2.2.3.1 Professional recognition
Opportunity for pathways to permanent residency and/or citizenship for international health personnel
The Immigration New Zealand Green List is a list of occupations that qualify for a straight to residence or work to residence pathway. There are 48 health roles on Tier 1 of the Green List which allows internationally-qualified workers and their immediate family to apply for New Zealand residency offshore and enter New Zealand as residents.
Others
[Q2x2x4x1]
2.2.4.1 Support Measure
Decent and safe working conditions
All employers and workplaces in New Zealand are required to adhere to employment and health and safety laws and standards, including those that provide for safe and healthy working environments, conditions and practices.
Decent and safe living conditions
All housing in New Zealand is required to meet nationally legislated standards to ensure safe and healthy living conditions.
Distance learning/e-learning opportunities
A range of distance learning opportunities are available from education and training providers, and through the Health New Zealand website.
Others
[Q2x3x1]
2.3.1 Please describe - Other relevant measures taken to educate, employ and retain a health and care workforce that is appropriate for the specific conditions of your country.
Although requirements vary between registration authorities and professions, internationally trained health workers entering the workforce may be required to complete cultural competence training to ensure they are able to work in New Zealand settings and provide cultural safe care.
[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
New Zealand Immigration law and policies apply to all migration into New Zealand and are reflected in recruitment pathways and practices.
Law/policy 2
Health New Zealand maintains policies that apply to their international recruitment of health workers for the public health system. This includes ethical recruitment practices developed in line with the WHO standards for the ethical recruitment of international health workers.
Law/policy 3
[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?
Yes
[Q3x3x1]
Please provide a web-link
https://www.legislation.govt.nz/all/results.aspx?search=ts_act%40bill%40regulation%40deemedreg_health_resel_25_a&p=1
[Q3x3x2]
Please upload any format of documentation that provides such information (e.g. pdf, excel, word)
Upload document:
Upload document:
[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?
Yes
[Q4x1]
Please describe
New Zealand immigration law and policies, and related initiatives are managed and coordinated by the Ministry of Business, Innovation and Employment (MBIE) and Immigration NZ (the operational agency under MBIE). The Ministry of Health and other government bodies (focused on other sectors) regularly engage in developments regarding immigration laws and policies that apply to the recruitment of international workers across all sectors.
[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.
Guiding recruitment principles have been developed to guide all recruitment of international workers by public health services and are recommended to all other employers, e.g. private practices. These principals build on the WHO Global Code of Practice on the International Recruitment of Health Personnel and incorporate the WHO's Health Workforce Support & Safeguard List.
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.
5.5 Good practices, as called for by the Code, are encouraged and promoted among private recruitment agencies.
as per 5.1
5.5a Promotion of the Code among private recruitment agencies.
as per 5.1
5.5b Domestic legislation or policy requiring ethical practice of private recruitment agencies, as consistent with the principles and articles of the Code.
as per 5.1
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 | Trans-Tasman Mutual Recognition Act 1997 | 1 |
| Agreement 2 | Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand | 1 |
| 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
Trans-Tasman Mutual Recognition Act 1997
AUS
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
PHL
[Q6x1xAx2]
d. Coverage
Trans-Tasman Mutual Recognition Act 1997
National
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
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 | |
|---|---|---|---|---|---|---|---|---|
| Trans-Tasman Mutual Recognition Act 1997 | 1 | 1 | 1 | |||||
| Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand | 1 | |||||||
[Q6x1xAx3xoth]
If other mechanism in main focus of agreement (Please specify:)
Trans-Tasman Mutual Recognition Act 1997
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
To promote, strengthen, and create efficiencies in human resource deployment and continually improve ways to safeguard overseas Filipino workers and implement those protections to safeguard Filipino workers recruited for employment in New Zealand.
[Q6x1xAx4]
f. Categories of Health Personnel (check all that apply)
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Other occupations | |
|---|---|---|---|---|---|---|
| Trans-Tasman Mutual Recognition Act 1997 | 1 | 1 | 1 | 1 | 1 | |
| Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand | 1 | 1 | 1 | 1 | 1 | 1 |
[Q6x1xAx4xoth]
Please specify category of health personnel:
Trans-Tasman Mutual Recognition Act 1997
Medical practitioners are exempt from the TTMRA. However, doctors with primary medical qualifications obtained in New Zealand are automatically granted general registration in Australia and vice-versa under separate arrangements.
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
All Filipino nationals working in New Zealand.
[Q6x1xAx5]
g. Validity period
| Start Year | End Year | |
|---|---|---|
| Trans-Tasman Mutual Recognition Act 1997 | 20 August 1997 | n/a |
| Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand | 4 November 2009 | n/a |
[Q6x1xAx6]
h. Signatory of the agreement from your country
Trans-Tasman Mutual Recognition Act 1997
Others:
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
Others:
[Q6x1xAx6xoth]
If other signatory of the agreement from your country(Please specify:)
Trans-Tasman Mutual Recognition Act 1997
The Act is administered by the Ministry of Business, Innovation, and Employment.
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
The Agreement is administered by the Ministry of Business, Innovation, and Employment.
[Q6x1xAx6x1]
If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
Trans-Tasman Mutual Recognition Act 1997
No
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
No
[Q6x1xAx7]
i. Signatory of the agreement from the partner country (ies)
Trans-Tasman Mutual Recognition Act 1997
Others:
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
Others:
[Q6x1xAx7xoth]
If other signatory of the agreement from your country(Please specify:)
Trans-Tasman Mutual Recognition Act 1997
Australian Department of Employment and Workplace Relations and Department of Industry, Science and Resource
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
The Philippine's Department of Labor and Employment in partnership with the Philippine Overseas Employment Administration (POEA), Overseas Workers Welfare Administration (OWWA), Technical Education and Skills Development Authority (TESDA), and Professional Regulation Commission (PRC).
[Q6x1xAx7x1]
If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
Trans-Tasman Mutual Recognition Act 1997
Don’t Know
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
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)?
Trans-Tasman Mutual Recognition Act 1997
No, does not contain
elements to benefit the health system of either country
elements to benefit the health system of either country
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
No, does not contain
elements to benefit the health system of either country
elements to benefit the health system of either country
[Q6x1xAx8x2]
j.ii. Does the agreement include elements on health worker rights and welfare?
Trans-Tasman Mutual Recognition Act 1997
No
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
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?
Trans-Tasman Mutual Recognition Act 1997
Yes
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
Yes
[Q6x1xBx1x1]
| Start year of implementation: | |
|---|---|
| Trans-Tasman Mutual Recognition Act 1997 | 1997 |
| Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand | 2008 |
[Q6x1xBx2a]
How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: Trans-Tasman Mutual Recognition Act 1997
Agreement: Trans-Tasman Mutual Recognition Act 1997
| Number of personnel | |
|---|---|
| Doctors | |
| Nurses | n/a |
| Midwives | n/a |
| Dentists | n/a |
| Pharmacists | n/a |
| Medical practitioners are exempt from the TTMRA. However, doctors with primary medical qualifications obtained in New Zealand are automatically granted general registration in Australia and vice-versa under separate arrangements. | n/a |
[Q6x1xBx2b]
How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
Agreement: Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
| Number of personnel | |
|---|---|
| Doctors | n/a |
| Nurses | n/a |
| Midwives | n/a |
| Dentists | n/a |
| Pharmacists | n/a |
| All Filipino nationals working in New Zealand. | n/a |
[Q6x1xBx6]
Please provide any other relevant information on the agreement (e.g., context, positive elements, gaps and lessons learnt).
Trans-Tasman Mutual Recognition Act 1997
No comment.
Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand
No comment.
[Q6x1xBx7]
Full text of the agreement and associated documents (implementation plan, progress report, implementation report, evaluation report, etc.)
| Upload document(s) | |
|---|---|
| Trans-Tasman Mutual Recognition Act 1997 | |
| Memorandum of Agreement on Labor Cooperation between the Government of the Republic of the Philippines and the Government of New Zealand | |
[Q6x1xBx7xfile1]
TransTasman Mutual Recognition Act 1997
No comment
[Q6x1xBx7xfile2]
Memorandum of agreement on labour cooperation between the goverment of New Zealand and the government of the Republic of the Phillippines.
No comment
[Q6x1xBx7xfile3]
[Q6x1xBx7xfile4]
[Q6x1xBx7xfile5]
[Q6x1xBx7xfile6]
[Q6x1xBx7xfile7]
[Q6x1xBx7xfile8]
[Q6x1xBx7xfile9]
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[Q6x1xBx7xfile13]
[Q6x1xBx7xfile14]
[Q6x1xBx7xfile15]
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.
An employer in New Zealand is required to be accredited by Immigration New Zealand (INZ) to recruit migrant workers under the Accredited Employer Work Visa (AEWV) scheme. Accreditation ensures that the employer meets specific standards of ethical and fair treatment for migrant workers, aimed at reducing exploitation and promoting transparency in employment. For example, workers currently must be paid at least the median wage, unless specified exemptions apply. Workers must have written employment agreements outlining all terms such as their wages, hours and conditions, allowing migrants to make informed decisions on their employment, and employers must ensure safe and healthy workplaces and environments. Employers who fail to meet standards are at risk of losing their accreditation. Migrant workers cannot be charged fees for job placements. The employer or recruitment agency bears these costs. Under the Accredited Employer Work Visa scheme, employers are encouraged to help migrants adjust by providing guidance on living and working in NZ.
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.
Migrant health professionals must meet the same qualifications, skills and competency requirements as their domestically trained counterparts. Key requirements include: • Professional Registration – All healthcare workers, such as doctors, nurses or allied health professionals, must register with the relevant professional council (e.g. The medical Council of New Zealand or Nursing Council of New Zealand). • Qualifications Assessment – Overseas qualifications are assessed to ensure they meet New Zealand standards. • English Language Proficiency – Migrants may need to demonstrate English language proficiency, often through tests like the International English Language Testing System (IELTS) or the Occupational English Test (OET). Salaries in NZ are governed by collective agreements negotiated by unions, such as the NZ Nurses Organisation (NZNO) or the Association of Salaried Medical Specialists (ASMS).
Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.
Migrants must meet the standards of professional councils (e.g. Medical Council of New Zealand, Nursing Council of New Zealand), which include continuing professional development (CPD) requirements.
Institutional arrangements are in place to ensure safe migration/ mobility and integration of migrant health personnel.
The purpose of the Accredited Employer Work Visa (AEWV) scheme is to ensure that migrants are recruited fairly and without exploitation via ethical recruitment principles and as per the info outlined above regarding the requirement for employers to be accredited. Also professional bodies ensure that migrants meet NZ standards for practice and provide guidance on registration and professional development. Settlement services are provided to deliver information on housing, healthcare, education and community integration. Organisations such as the New Zealand Nurses Organisation and the Association of Salaried Medical Specialists advocate for migrant workers, ensuring equitable treatment and offering support in employment disputes.
Measures have been taken to promote circular migration of international health personnel
Professional Registration bodies recognise qualifications from several countries under reciprocal agreements or pathways. The AEWV provides opportunities for migrant health workers to work in New Zealand temporarily. Migrants on this visa can return to their home country after completing their contracts and potentially return to New Zealand.
Other measures (including legal and administrative) for fair recruitment and employment practices of foreign-trained and/or immigrant health personnel (please provide details)
The Employment Relations Act guarantees all workers in New Zealand (including migrants), basic employment rights. The Health and Safety at Work Act and Equal Pay Act also provide consistent protections and rights for all workers in New Zealand. Guiding principles have also been developed to ensure the ethical recruitment of international health workers in New Zealand.
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
Trans-Tasman Mutual Recognition Act with Australia and the reciprocal agreements in place with professional registration bodies in New Zealand and several other countries.
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
Return to service registration pathways provided by registration authorities, such as the Medical Council of New Zealand, the Nursing Council of New Zealand, and Midwifery Council.
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 | 1 | 0 | ||
| Nurses | 1 | 0 | 1 | 0 | ||
| Midwives | 1 | 0 | 1 | 0 | ||
| Dentists | 1 | 0 | 1 | 0 | ||
| Pharmacists | 1 | 0 | 1 | 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 | ||
| Nurses | 1 | 0 | 1 | 0 | ||
| Midwives | 1 | 0 | 1 | 0 | ||
| Dentists | 1 | 0 | 1 | 0 | ||
| Pharmacists | 1 | 0 | 1 | 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 |
[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 | 874 | 2003 | 35 | 70 | 21 | |
| 2022 | 964 | 2837 | 44 | 67 | 26 | |
| 2023 | 1129 | 6615 | 28 | 69 | 35 | |
| Data Source (e.g. Regulatory authority, immigration records, work permits, etc.) | Registration Authorities | Registration | Registration | Registration | Registration |
[Q11x3]
If you have any document with information on health worker inflows and outflows for your country, please upload
No comment
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) | 20021 | 11364 | 8657 | 0 | 0 | 0 | 0 | Registration Authorities | 2024 | 1 | |
| Nurses | 69153 | 43411 | 25742 | 0 | 0 | 0 | 0 | Registration Authorities | 2024 | 1 | |
| Midwives | 3353 | 2704 | 649 | 0 | 0 | 0 | 0 | Registration Authorities | 2024 | 1 | |
| Dentists | 2634 | 1773 | 861 | 0 | 0 | 0 | 0 | Registration Authorities | 2024 | 1 | |
| Pharmacists | 4180 | 3703 | 477 | 0 | 0 | 0 | 0 | Registration Authorities | 2024 | 1 |
[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 | 8657 | 25742 | 649 | 861 | 477 |
| Country 1: Top country of training | GBR | IND | GBR | GBR | GBR |
| Country 1: No. of foreign trained health personnel | 3492 | 9421 | 444 | 199 | 159 |
| Country 2: Top country of training | AUS | PHL | AUS | IND | ZAF |
| Country 2: No. of foreign trained health personnel | 806 | 8285 | 104 | 193 | 90 |
| Country 3: Top country of training | ZAF | GBR | ZAF | AUS | AUS |
| Country 3: No. of foreign trained health personnel | 789 | 3489 | 22 | 100 | 77 |
| Country 4: Top country of training | IND | AUS | IRL | ZAF | IND |
| Country 4: No. of foreign trained health personnel | 560 | 956 | 14 | 89 | 44 |
| Country 5: Top country of training | USA | FJI | DEU | USA | PHL |
| Country 5: No. of foreign trained health personnel | 530 | 703 | 12 | 46 | 22 |
| Country 6: Top country of training | IRL | ZAF | USA | IRQ | FJI |
| Country 6: No. of foreign trained health personnel | 387 | 693 | 11 | 45 | 20 |
| Country 7: Top country of training | DEU | USA | BRA | IRQ | |
| Country 7: No. of foreign trained health personnel | 207 | 317 | 21 | 14 | |
| Country 8: Top country of training | NLD | SGP | CAN | EGY | |
| Country 8: No. of foreign trained health personnel | 149 | 242 | 11 | 12 | |
| Country 9: Top country of training | LKA | CAN | FJI | IRL | |
| Country 9: No. of foreign trained health personnel | 121 | 165 | 11 | 10 | |
| Country 10: Top country of training | PAK | IRL | IRL | USA | |
| Country 10: No. of foreign trained health personnel | 115 | 150 | 11 | 9 | |
| Source (e.g. professional register, census data, national survey, other) | Professional register | Professional register | Professional register | Professional register | Professional register |
| Year of data (Please provide the data of the latest year available) | 2024 | 2024 | 2024 | 2024 | 2024 |
| 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.)
Yes
[Q13x]
Please provide additional information below (check all that apply):
Support for health workforce development (planning, education, employment, retention)
Support for other elements of health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance)
Other areas of support:
[Q13x1]
Please specify support for health workforce development (planning, education, employment, retention)
| Country supported | Type of support (please specify) | |
|---|---|---|
| Samoa | The Ministry of Foreign Affairs and Trade in New Zealand manage Le Afioaga o Aotearoa – a Long-Term Placements and Twinning initiative/activity that brings together health care professionals from Samoa and New Zealand. The activity aims to strengthen primary health care services in Samoa with exchanges between Samoa and New Zealand of health professionals with specific expertise. | |
[Q13x2]
Please specify support for other elements of health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance)
| Country supported | Type of support (please specify) | |
|---|---|---|
| Cook Islands, Fiji, Kiribati, Marshall Islands, Federated States of Micronesia, Nauru, New Caledonia, Niue, Palau, Papua New Guinea, Samoa, Solomon Islands, Tokelau, Tonga, Tuvalu, and Vanuatu | The Public Service Commission of New Zealand manages the Public System Fele, which is a Pacific-led centre of excellence for pacific nation governments. The Public System Fele offers practical advice and facilitates relationship building and knowledge exchange between Pacific countries and territories to strengthen leadership and governance for the benefit of Pacific citizens. This includes health system specific advice. | |
| Tokelau, Niue, the Cook Islands, Samoa, Tonga and Tuvalu | The Ministry of Health manages the Polynesian Health Corridors (PHC) programme, which aims to strengthen health systems in Polynesian countries by building linkages between Polynesian and New Zealand health systems. PHC three-pillared approach focuses on health security – strengthening preparedness and response for vaccine preventable diseases and public health events; access to essential medicine – establishing digital operational systems for pharmaceutical management, and capability development for the pharmacy workforce; and non-communicable diseases – improving cancer registries, palliative care and cancer screening, and supporting development of mental health policy and workforce. These areas reflect priorities identified by Polynesian Heads of Health. The PHC is funded by the Ministry of Foreign Affairs and Trade through the New Zealand International Development Cooperation Programme. | |
| Fiji, Kiribati, Samoa, Tonga, Tuvalu and Vanuatu | The Pasifika Medical Association Group, with funding from the Ministry of Foreign Affairs and Trade, manages the New Zealand Aid Programme Medical Treatment Scheme. The NZMTS has provided access to life saving medical treatment for Pacific countries for over 30 years. The scheme includes, receiving medical referrals for patients who require treatment in New Zealand, Australia, Fiji; sending visiting medical specialist teams to undertake consultations and provide treatment in partner Pacific countries and supporting investment in local health system capability and sustainability. | |
[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.)?
No
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 | |
|---|---|---|
| Balancing the need to grow our domestic workforce and appropriately attract, utilise and support our international workforce e.g. ensuring the availability of jobs and other opportunities and support afforded to domestic workers. | Improved collection of data, workforce monitoring, and forecasting to inform system and resource planning. | |
| The lack of cultural competency of international workers due to, in part, little support for their adaption to New Zealand culture. | Improved and consistently available cultural competency training and assessment and supervision processes. | |
| Inconsistent and reactive changes in strategy, policies, and operational decision making (over time) related to the migration and recruitment of international workers. This is typically in response to, for example, current workforce demand and shortages, and health system capacity issues (particularly when affecting the domestic workforce). | Improved understanding of New Zealand’s current and future health needs and corresponding workforce demand over time to enable the development of robust and sustainable strategies, policies and standards that apply to international health workers. |
[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
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.
The code was utilised in developing the current recruitment policies and principles applied when recruiting international health workers in New Zealand's public health services.
[Q17x2]
Do any articles of the Code need to be updated?
No
No comment
[Q17x3]
Does the process of reporting on Code implementation and the review of the Code relevance and effectiveness need to be updated?
No
No comment
[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)
No comment.
[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)
No comment
[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’.