National Reporting Instrument 2024

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Background

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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/).
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Disclaimer

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[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
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Contact Details

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Name of Member State:
United Kingdom of Great Britain and Northern Ireland
Name of designated national authority:
Sarah Cliff
Title of designated national authority:
Policy Manager
Institution of the designated national authority:
The Department of Health and Social Care
Email:
riginao@who.int,sarah.cliff@dhsc.gov.uk,WHOGlobalCode@who.int
Telephone number :
01132546275
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Contemporary issues

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Hide [NRIxI] The questions marked * are mandatory. The system will not allow submission until all mandatory questions are answered.
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Contemporary issues on health personnel migration and mobility
Hide [Q1x1] 1.1 In the past 3 years, has the issue of international recruitment of health personnel been a concern for your country?
Yes, and it is decreasing in intensity

The UK continues to be a popular destination country choice for internationally mobile health and social care professionals and there has been a significant growth in the numbers of internationally trained doctors, nurses and care workers joining the workforce over the last three years. NHS Internationally trained staff have been part of the NHS since its inception in 1948. Over the past three years the NHS reliance on international recruitment to fill vacancies has increased. Latest professional regulator data shows that half of newly registered nurses in the UK and almost two thirds of newly licenced doctors are coming from overseas. This has been because of a combination of factors, including: - Focussed national efforts to build international recruitment capability and capacity within employers specifically to deliver the International Recruitment of Nurses Programme to contribute to the previous government’s commitment to increase the number of nurses working in the NHS by 50,000 (England). - All-Wales International Recruitment programme has been running since 2022, recruiting over 1,000 internationally educated healthcare professionals to date (Wales) - An International Recruitment project for nurses has been in place in Northern Ireland since 2016 with more than 1,670 nurses recruited in total and 973 of these being recruited in the last three years. (Northern Ireland) - In Scotland, the international recruitment of Nurses, Midwives and Allied Health Professionals has been taking place since 2021 with well over 1,100 recruits in posts across Health Boards. - Exemptions and simplifications in the visa process to make it cheaper and quicker for health and care staff to get visas than any other profession (UK wide) - Streamlined Nursing and Midwifery Council (NMC) regulatory processes (UK wide) Health and Care Worker visa data shows significant growth in visas granted between 2021 and 2022 with growth slowing in 2023. There were 19,842 nurse visas granted in 2021 increasing to 25,267 in 2022, reducing to 21,897 in 2023. For doctors, there were 5,775 visas granted in 2021, growing to 8,489 in 2022 and 8,832 in 2023. Looking forwards, the NHS Long Term Workforce Plan (published in 30 June 2023 under the previous Government) sets out how investment in domestic education and training will support the NHS to become less reliant on international recruitment for workforce supply in the medium to long term. However, international recruitment will continue to form an important part of our workforce, balanced against expanded domestic routes of supply (such as apprenticeships and traditional degree routes) and improved rates of retention. Adult Social Care (ASC) Growth in the international adult social care workforce was made possible following changes to the immigration system in 2022, making senior care workers and care workers eligible for the Health and Care Worker Visa. Latest data from Skills for Care shows that in year ending March 2024 there were 1.705 million filled posts in the adult social care sector, an increase of 4.2% (70,000 posts) from year ending March 2023. Skills for Care monthly indicative data shows continued improvement since then. It is likely that this overall growth depended on international recruitment with 105,000 recruits into care worker or senior care worker roles in 2023/24. In addition, there are ongoing challenges with domestic recruitment with Skills for Care data showing the number of posts in adult social care filled by people with a British nationality in 2023/24 decreasing by 70,000 since 2021/22 (-40,000 in 22/23 and –30,000 in 23/24) It is clear, international recruitment has played a valuable role in helping grow the adult social care workforce. It gives the health and care sectors the benefit of the skill and commitment of overseas workers who wish to work in England. During 2024 there have been several changes to the immigration system. Whilst the visa route for healthcare workers remained largely unaffected by the changes, there were specific changes to the care worker and senior care worker routes. In England, international recruitment of care workers and senior care workers is restricted to providers regulated by the Care Quality Commission. From March 11th 2024, care workers and senior care workers have no longer been able to bring dependants to the UK. Alongside these changes, UK Visas and Immigration implemented operational changes to strengthen controls to make sure only legitimate care providers with appropriate vacancies were able to recruit internationally. This is one of a number of factors which may have impacted visa application volumes. Data from the Home Office shows the number of health and care visas for care and senior care workers has decreased, with 3,300 visas granted in quarter one of 2024 compared with an average of 26,000 per quarter throughout 2023: Why do people come to the UK? To work - GOV.UK (www.gov.uk) The government recognises the scale of reforms needed to make the adult social care sector attractive, to support sustainable workforce growth and reduce the reliance on international recruitment. We want it to be regarded as a profession, and for the people who work in care to be respected as professionals. The government has set out a clear plan to bring down legal migration. The government’s new joined-up approach will see the newly formed Skills England, the Labour Market Advisory Board, and the Industrial Strategy Council work closely together with the independent Migration Advisory Committee to support and develop a structured and evidence-based approach to skills, migration, and labour market policy. This will reduce the need for international recruitment and ensure businesses are recruiting primarily from the homegrown workforce, boosting economic growth and providing quick responses to labour market changes. This approach will form a core part of the new government’s growth mission, supporting key industries in the process. Ethics The UK maintains a strong ethical approach to international recruitment. The Code of Practice for International Recruitment which promotes effective, fair and sustainable international recruitment practices. It is updated regularly as required and the Code red list – countries where active international recruitment is prohibited – is aligned with the latest WHO Health Workforce Support and Safeguards List. There is an Ethical Recruiters List of agencies and other recruiting organisations who have committed their adherence to the Code. We conduct regular checks of recruiters on this list, through NHS Employers, to ensure no proactive recruitment is taking place from red list countries and we are confident in this system. Following the WHO Global Code, our Code balances our duty to protect the most vulnerable health systems against the right of individuals to choose to migrate. Individuals in red list countries can therefore apply for UK vacancies if they do so directly and of their own accord. We know that the proportion of direct applications from red list countries is high. This is a concern for us. We know that people who migrate without support are at greater risk of exploitation, and we do not wish to deplete vulnerable countries of their health and care staff. However, domestic equality legislation enshrines the right for people to be treated equally during recruitment processes, regardless of where they are from. We have published guidance to address the risks facing international candidates with regards to scams and workplace exploitation when seeking a health or care job in the UK. The guidance ensures prospective candidates are well informed about the international recruitment process, benefits and challenges of seeking a health or care job in the UK. The guidance raises awareness of scams, sets out working rights and standards, details how to identify and deal with exploitation and signposts to further help or support. The guidance is published alongside an easy read leaflet which aims to engage international candidates and summarise the key messages. We are working with Foreign, Commonwealth and Development Office (FCDO) in-country health advisors and diaspora organisations to ensure the guidance is disseminated widely and reaches potential international candidates before they have taken the decision to move to the UK.

Hide [Q1x2] 1.2 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

We are conscious of the attraction of other health economies trying to attract UK trained staff. This is something we are continuing to monitor, while also improving working conditions for NHS staff and competitive pay offers. More information about this is provided in the answer to question 2.2.3.

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Health Personnel Education

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Health personnel education, employment and health system sustainability
Hide [Q2] 2. 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
Hide [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
Hide [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
England Long range projections of workforce demand for the NHS in England are contained in the NHS Long Term Workforce Plan (LTWP), the first iteration of which was published by the previous government in Summer 2023. Future demand for staff is determined through a comprehensive process that considers the future health and care needs of the population, how services will evolve in order to meet those needs, and a set of robust assumptions related to labour productivity and the effect of policy interventions. NHS England has committed to updating the LTWP at least every two years. NHS England’s education plans are informed by these long range projections. In practice this means that we work in partnership with education providers to ensure there is sufficient training capacity to meet the future demands of the NHS. A process to reconcile short term operational, financial and workforce plans is carried out each year. These plans inform, and are informed by, long range projections of workforce demand and supply. They aim to ensure the NHS is making progress each year to deliver its priorities. ASC We will work with the adult social care sector to build consensus for the longer-term reforms needed to create a sustainable National Care Service, underpinned by national standards and delivered locally to ensure that everyone lives an independent, prosperous life. We will engage with the sector, workers and trade unions to deliver a new deal for care professionals - including establishing the first ever Fair Pay Agreement for care professionals. • English local authorities have responsibility under the Care Act 2014 to meet social care needs and statutory guidance directs them to ensure there is sufficient workforce in adult social. • Integrated Care Systems (ICSs) also have a key role to play in ensuring joined-up workforce planning across both the health and social care sector. Scotland: Health and social care: national workforce strategy - gov.scot (www.gov.scot) provides a strategy focused on sustaining workforce. Health and Care (Staffing) (Scotland) Act 2019 provides a statutory basis for the provision of appropriate staffing in health and care services, enabling safe and high quality care and improved outcomes for service users. Workforce planning and duty to ascertain required numbers and skills of social care workforce is currently listed as being the responsibility of the Scottish Social Services Council (SSSC) under section 58 of the Regulation of Care (Scotland) Act 2001.
Aligning domestic health and care workforce education with health system needs
England: The NHS Long Term workforce Plan (published in June 2023 under the previous Government) was based on a comprehensive workforce model, that assessed how many staff are required to deliver services now and in future. The model takes account of existing and projected shortfalls, as well as the potential impact of new technology, demographic change, disease burden, skills mix and productivity. The outputs of the model informed the training plans and the actions set out in the plan. The Workforce, Training & Education directorate within NHS England ensures the NHS in England has a sufficient and inclusive workforce with the knowledge, skills, values and behaviours to deliver compassionate high-quality health and care to the people it serves. It works nationally and with regions, systems and organisations to support delivery of the NHS Long Term Workforce Plan; Elective, Urgent Emergency Care & Primary Care, Recovery Plans; and Planning Guidance. An important part of this aim is to ensure alignment of the workforce with the needs of the population as they vary by geography and care pathways. NHS England’s long range projections of workforce demand inform in-year and medium-term education plans. Through this process the NHS works closely with education providers to ensure there is sufficient training capacity across all clinical disciplines to meet demand for staff. The mode of education and training, and the content of programmes are determined by education providers and are assessed for compliance with various regulatory frameworks that ensure that clinicians can meet standards of practice and provide high-quality care. NHS England works with government, regulators and education providers to ensure that education provision evolves to meet the changing needs and expectations of the population Scotland The Scottish Government’s National Workforce Strategy for Health and Social Care, jointly developed with the Convention of Scottish Local Authorities (COSLA), was published on 11 March 2022. The Strategy shares our vision for a sustainable, skilled workforce with attractive career choices and fair work where all are respected and valued for the work they do. It looks at the whole workforce journey and how we can plan for, attract, train, employ and nurture our Health and Social Care Workforce. ASC: England In adult social care, for the first time a new universal career structure has been launched for care workers, supported by a new level 2 qualification.
Improving quality of education and health personnel in alignment with service delivery needs
NHS England’s Education & Training Quality Framework underpins our approach to improving and maintaining the quality of education in England. The Quality Strategy provides an overarching set of standards that help to ensure learners have a good experience in education and are prepared for the clinical learning environment. NHS England works with education and placement providers, and other stakeholders, to support learners in their career pathways and transition from healthcare education programmes to employment. NHS England also work collaboratively with system partners to maintain and improve practice placement capacity and capability. In practice this means ensuring that placements are as diverse as the NHS itself, with capacity across primary, community, secondary, tertiary and mental health settings. The Quality Framework has been developed through early and continued engagement with the professional regulators and aligns with multi-professional regulatory standards. Professional regulators for the healthcare professions are responsible for providing quality assurance of the programmes awarding qualifications which lead to registration and for assessment of proposed new programmes to ensure these meet the required standards.
Creating employment opportunities aligned with population health needs
NHS England has a duty to address health inequalities through its work. The programme of work set out in the NHS Long Term Workforce Plan describes how, through workforce policy, this duty is met in respect of our approach to recruiting, training and deploying staff. Integrated Care Systems are responsible for ensuring that healthcare services meet the needs of local populations. The ICS People Function Guidance, published by NHS England, describes how ICSs could align their workforce and employment opportunities with local health needs. NHS England has set out that it will leverage its role as an anchor institution, by recruiting from local communities, developing placement and education capacity in underserved areas, and overhauling our approach to recruitment, in order to align employment opportunities with health needs.
Managing international recruitment of health personnel
England Each NHS Trust works at a local level, overseen by NHS England, to ensure they have the workforce they need. This includes decisions about international recruitment and what pastoral support and induction and training initiatives may be needed to support internationally recruited staff according to local requirements. . NHS Trusts must abide by the UK Code of Practice for international recruitment. All NHS trusts must ensure they comply with the NHS Employment Check Standards, which set out a range of checks which must be undertaken prior to a candidate starting. Enhanced pastoral care has a positive impact on recruitment and retention. The NHS Pastoral Care Quality Award is in place to help to standardise the quality and delivery of pastoral care for internationally educated nurses and midwives across England to ensure they receive high-quality pastoral support. NHS Trusts must meet a set of standards for best practice pastoral care and by doing so they will demonstrate a commitment to supporting internationally educated nurses and midwives at every stage of their recruitment and beyond. Scotland Each territorial health board in Scotland has an international recruitment lead.
Improving management of health personnel
A review of health and social care leadership (accepted by the previous Government) - Leadership for a collaborative and inclusive future - GOV.UK (www.gov.uk) - took place in 2022 and recommendations are being implemented by NHS England and Skills for Care. There are a range of national programmes and initiatives to support the growth and development of managers in the NHS - Leadership Academy – Better Leaders, Better Care, Brighter Future. Scotland The NHS Scottish Academy and the Centre for Workforce supply within NHS Education for Scotland has developed a number of resources to support managers
Specific provisions on health personnel regulation and recruitment during emergencies
The UK has the capability to undertake the following actions in an event of national emergency: - Create a temporary ‘emergency’ register of GMC and GPhC-registered healthcare professionals. - Implement temporary measures to extend the visas of all regulated healthcare professional - Arrangements to enable healthcare students to graduate early or take up paid clinical placements.
Others
Hide [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
Hide [Q2x2x1x1] 2.2.1.1 Education Measure
Education institutions based in rural/underserved areas
England A 25% increase in the number of medical school places was completed in 2020, which included five new medical schools located in historically hard-to-recruit areas, including rural and coastal locations across England (in Tyne and Wear, West Lancashire, Essex, Lincolnshire and Kent. We will look to train both future NHS staff and also our future scientists that we need to ensure we drive the country forward with the NHS becoming an anchor institution for growth where we can attract and train the workforce that we need not just today but for future generations. As we continue to expand medical school places, we will ensure a commensurate increase in foundation and specialty training places that meets the demands of the NHS in the future. Salary supplement for GP trainees The Targeted Enhanced Recruitment Scheme was launched in 2016. It has attracted hundreds of doctors to train in hard to recruit locations, including many rural areas, by providing a one-off financial incentive of £20,000. Scotland Since 2016 we have increased the annual medical undergraduate intake from 848 to 1,417 representing a 67% increase. This is part due to the 2021 Programme for Government (PfG) commitment to increase medical undergraduates by 100 per year and to double the number of Widening Access places. It was intended that this would result in 500 additional medical school places and 120 Widening Access places when the commitment reached full implementation. To date this commitment has resulted in cumulatively, an additional 1200 new undergraduate medics commencing study of a medical degree at one of Scotland’s medical schools over the lifetime of this parliament with the number of Widening Access students having increased to 115. We also introduced Scotland’s first Graduate Entry Medicine programme (ScotGEM) in 2018. The course is delivered collaboratively by the universities of St. Andrews and Dundee has a focus on general practice and remote and rural working and involves extended placements in areas such as NHS Highland or Dumfries and Galloway with a view of encouraging ScotGEM students to choose careers in primary care in remote settings post-graduation. Student undertaking the ScotGEM course are also eligible to apply for and receive a ‘Return of Service’ bursary of £4,000 per annum which commits them to working for NHS Scotland for the corresponding number of years following graduation (i.e. if a student takes the full £16,000 bursary, then they need to work for NHS Scotland for 4 years). In addition to the return of service bursary, the Scottish Government will pay the tuition fees for eligible students, offering an attractive package for potential applicants. GPs – targeted enhanced recruitment scheme Scotland offers a Targeted Enhanced Recruitment Scheme (TERS) bursary to GP trainees who agree to take up post in remote, rural or typically hard-to-fill areas. The £20,000 bursary is offered to trainees and, if accepted, paid in a lump sum at the beginning of their training. In return, the trainee agrees to remain in that location for the duration of their 3-year General Practice Specialty Training programme. SG recently committed to continued investment in TERS bursaries, with £1m being allocated for 2024/25. This will allow for 50 x £20,000 bursaries to be funded, with priority being given to the most remote and rural posts.
Student intake from rural/underserved areas and communities
England We are piloting a new medical doctor degree apprenticeship in 2025/26 to allow students to earn while they learn. The medical doctor degree apprenticeship will enable individuals from under-represented backgrounds to start medical training when they otherwise would not have done so through full-time higher education and training routes. NHS England has a duty to address health inequalities through its work. The programme of work set out in the NHS Long Term Workforce Plan describes how, through workforce policy, this duty is met in respect of our approach to recruiting, training and deploying staff. Integrated Care Systems are responsible for ensuring that healthcare services meet the needs of local populations. The ICS People Function Guidance, published by NHS England, describes how ICSs could align their workforce and employment opportunities with local health needs. NHS England has set out that it will leverage its role as an anchor institution, by recruiting from local communities, developing placement and education capacity in underserved areas, and overhauling our approach to recruitment, in order to align employment opportunities with health needs.
Scholarships and subsidies for education
The Department for Education provides the primary student funding support package via government subsidised student loans. Additional funding is also provided for courses that are relatively more expensive to deliver, including a majority of healthcare programmes, as well as capital funding to support priorities that are determined on a cross-government basis. The Department of Health and Social Care supplements this with non-repayable grants paid directly to medical students. For example, from year five of an undergraduate course, and from year two of a graduate-entry course, medical students can access the NHS Bursary. This is non-repayable and comprises payment for tuition fees and, where eligible, further grants and allowances. The NHS Learning Support Fund offers eligible nursing, midwifery and allied health profession students a training grant of £5k per year of their degree. Additional support is also available for childcare costs, clinical placement travel and accommodation costs, hardship and £1,000 per year for students on degrees that struggle to recruit, including mental health and learning disability nursing Adult Social Care DHSC invest over £70 million through: • the Social Work Bursary, and Education Support Grant, which is the main funding route to support students studying Higher Education Institute courses. • the Think Ahead programme, providing a fast-track route into mental health social worker roles, which trains 160 specialist mental health social workers each year. • the Assessed and Supported Year in Employment (ASYE), which is a national programme that NQSWs expect their employers to provide.
Relevant topics/curricula in education and/or professional development programmes
England As we move forward, we will increasingly need medical and other clinical professionals with generalist and core skills to manage and support patients with complex comorbidities. We are piloting approaches to increase generalist skills alongside specialist skills within specialist training pathways. This is reflective of a growing professional consensus over the past decade that doctors should be equipped with more generalist knowledge and skills in order to provide the joined-up care required for people with multiple morbidities ASC We are continuing to develop the Care Workforce Pathway (the new national career structure for adult social care) and, linked to this, a new Level 2 Adult Social Care Certificate qualification has been developed and launched. We are committed to Oliver McGowan Mandatory Training and supporting the sector to deliver this.
(Re)orientation of education programmes towards primary health care
The LTWP assumed that there would be relatively higher demand for healthcare in future in out of acute hospital settings, including primary care. Mental health and learning disability – 4.4% Primary care – 2.7% Community – 3.9% Ambulance – 3.8% Acute – 2.1% Education and training plans are informed by these assumed growth rates. In particular, the LTWP: - set an aim to increase the number of GP specialty training places by 50% to 6,000 by 2031/32. In addition, to meet the needs of communities, the LTWP considered the future need for more generalist doctors and those with generalist skills so that doctors are equipped to provide the joined-up care that is required by patients.
Others
Hide [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 Human Medicines (Amendments relating to Registered Dental Hygienists, Registered Dental Therapists and Registered Pharmacy Technicians) Regulations 2024” were made on 29 May 2024 and came into force on Wednesday 26 June 2024. This legislation allows dental hygienists and dental therapists in the UK to supply and administer specified prescription only medicines, ‘pharmacy’ or ‘general sales list’ medicines in the practitioner’s scope of practice under an exemption from the requirement to obtain a prescription. This will support the effective use of skill mix to increase patient access to NHS dentistry by enabling dental hygienists and dental therapists to work to their full scope of practice where it is safe and appropriate for them to do so. The legislation also enables registered pharmacy technicians in Great Britain to supply and/or administer medicines under Patient Group Directions (PGDs). A PGD is a set of written instructions which allows healthcare professionals (specified in the HMRs) to supply and administer specific medicines to pre-defined groups of patients without the need for a prescription to be obtained. Registered pharmacy technicians will be able to provide direct care to patients, freeing up capacity in other parts of the healthcare system by supporting community pharmacy to provide more NHS clinical services. By enhancing the scope of practice of these professions in this way, it is hoped that job satisfaction and staff retention will also be improved.
Task sharing between different professions
Provisions for pathways to enter new or specialised practice after rural service
Others
Hide [Q2x2x3x1] 2.2.3.1 Incentives Measure
Additional financial reimbursement
England: 2024/25 pay setting The government accepted the recommendations of the NHS Pay Review Body (NHSPRB) and the Review Body on Doctors’ and Dentists’ Remuneration (DDRB) for 2024/25 and uplifted pay by 5.5% for Agenda for Change staff and by 6% for medical staff, with junior doctors also receiving a further £1000 uplift to pay scales. On top of this, government is also accepting two further NHSPRB recommendations to invest in reforms to the pay structure that will benefit the Agenda for Change (AfC) workforce. These changes will support career progression for Agenda for Change staff, including those in the higher pay bands. The specific details of the changes will be agreed between trade unions and employers through the NHS Staff Council. In addition to the PRB’s three recommendations, the government has made a further commitment to Agenda for Change staff. Recommendations have been developed as part of last year’s pay deal to address some of the wider issues impacting AfC staff. In addition to the DDRB uplift for medical staff, the government has reached agreement with trade unions on reform deals for consultants and Specialist and Specialty (SAS) doctors which alter pay scales and support career progression. A similar deal for junior doctors is currently being voted on by trade union members. Agenda for Change The NHS Terms and Conditions Handbook provides for High Cost Area Supplements (HCAS) payments to be provided where staff are employed across the London region. HCAS payments are paid as a proportion of basic pay and are subject to a minimum and maximum level. The percentage scale of the payment is dependent on the location of the work base - whether this fall into Inner London, Outer London or a fringe area. Section 4 and Annex 8 and Annex 9 of the Handbook provide further detail. Medical staff Eligible doctors employed on national contracts receive a London Weighting Allowance to reflect the higher costs associated with living within London. For all medical staff, no matter the grade, the annual value of the London Weighting Allowance is £2162. This is pro-rated for less than full time staff. ASC £16m has been provided over 2024/25 to Regional Partnerships in England to support them to prevent and respond to unethical international recruitment practices in the sector. This includes funding support for international recruits to understand their rights and establishing operational processes with regional partnerships to support individuals to switch employers and remain working in the care sector when they have been impacted by their sponsor’s licence being revoked.
Education opportunities
NHS England is expanding routes into healthcare professions through traditional, shortened and degree-level apprenticeship routes and the development of blended learning programmes. Apprenticeships provide new routes into professional work, help boost retention, and give existing staff new ways to progress in their career, as well as widening access to opportunities for people from all backgrounds and in underserved areas.
Opportunities for career advancement or professional growth
Continued professional development, preceptorship programmes, specialist practice and advanced clinical practitioner roles provide a range of benefits, including early career support, specialist and advanced training – which allow staff to maintain and consolidate their skills, work at the top of their licence, offer valuable career progression opportunity, and help meet the retention challenge. ASC: England We are committed to a professional, well supported social care workforce. Enhancing skills for staff working in social care is of critical importance and we want that care to be of outstanding quality, fair personalised and accessible. We want social care to be regarded as a profession, and for the people who work in care to be respected as professionals. We will continue to develop the Care Workforce Pathway (the new national career structure for adult social care) and, linked to this, a new Level 2 Adult Social Care Certificate qualification has been developed and launched. We are committed to Oliver McGowan Mandatory Training and supporting the sector to deliver this. We are committed to tackling the significant challenges facing social care and taking steps towards building a National Care Service.
Professional recognition
The NHS People Promise sets out how all NHS staff should feel about their work, including how they are rewarded and recognised. NHS England’s programme aims to embed the principles of the People Promise into the practices of every provider of NHS funded care. Additionally, some clinicians (consultant doctors, dentists, and academic GPs) can apply for a Clinical Impact Award, recognising and rewarding their national contribution to the NHS over and above their contracted role. Awards are granted through an annual open competition and lists of award holders published.
Social recognition
Opportunity for pathways to permanent residency and/or citizenship for international health personnel
After 5 years on a Health and Care Worker visa, international health or care personnel can apply to settle permanently in the UK (indefinite leave to remain)
Others
Hide [Q2x2x4x1] 2.2.4.1 Support Measure
Decent and safe working conditions
England: Employers across the NHS have policies and procedures in place to support the safety and wellbeing of staff in the workplace. This includes clear policies on violence prevention, bullying and harassment in the workplace. Nationally, NHS England is promoting a range of initiatives to improve staff experience in the workplace, in line with the NHS People Promise, and to improve staff retention. This includes health and wellbeing support, promoting greater opportunities for flexible working, making the NHS a more inclusive and diverse employer, and improving organisational leadership and culture. NHS England aims to ensure everyone working within the NHS feels safe and confident to speak up, and encouraging NHS leaders to take the opportunity to learn and improve from those who speak up. NHS England seek to improve the quality of speaking up arrangements across the NHS in a number of ways. First, evaluating concerns raised by people working within the NHS about the way NHS organisations operate; their cultures and the quality of care they provide. Freedom to Speak up Guardians are available that staff can approach if they don’t feel comfortable raising concerns through any other routes. Second, providing a scheme for people that require support after they have spoken up. Finally, using staff experiences; learning from the handling of speak up matters and best practice to form the basis of policy, guidance and resources. These further support leadership teams to improve operational arrangements around Freedom to Speak Up. Scotland Health boards can provide violence and aggression training on a local level, either with in-house services or via external training providers. Regardless of the type of training they utilise, employers have a duty to protect the health, safety and welfare of their employees and other people who might be affected by their work activities. The form that training takes is often determined via needs based analysis at a board level. This allows health boards to consider the specific training needs of their staff based on job roles, working environments and risk levels. We strongly encourage staff to report all instances of violent and aggressive behaviour, and other adverse events, through their local reporting systems. If it is a serious incident, then all efforts must be made to escalate to the Police as quickly as possible. The Scottish Government has now developed an Effective Voice (EV) Framework - to support employers and employees to assess the standards of EV in the Adult Social Care workplace and take steps to enhance it. The first phase of this delivery programme is now being rolled out through a volunteer cohort of 17 organisations from across the sector in Scotland and will undergo a comprehensive evaluation before progressing to national deployment. One of the core elements of this programme is ensuring staff are working in safe conditions and employers are providing safe working environments in the private and third sector. ASC: England Local authorities have formed regional or subregional partnerships to create practical forms of support to providers to reduce complexity and cost, help ensure ethical practice and promote positive experiences for international recruits. £16m has been provided to regional partnerships over 24/25 to support them to prevent and respond to unethical international recruitment practices in the sector. This includes funding a regional support offer to enable individuals to switch employers and remain working in the care sector when they have been impacted by their sponsor’s licence being revoked.
Decent and safe living conditions
To achieve the Pastoral Care Quality Award, NHS Trusts must have signed up to provide a minimum of 1-month free accommodation and provide ongoing support for international nurses and midwives to find accommodation after this time. The availability and affordability of accommodation is one of the greatest risks and barriers to International Recruitment in England, with different localities facing different challenges. Funding was provided to regions across England to undertake projects to support an increase in the availability of accommodation for international recruits and improve their experience. These projects included the recruitment of accommodation officers, the development of accommodation guides and implementation of accommodation hubs.
Distance learning/e-learning opportunities
England Each NHS trust will deliver an induction and statutory and mandatory training for all employees. They will also offer learning and development opportunities which are a linked to annual appraisal and continued professional development. These are accessible via the NHS Employee Resourcing System (ESR) nationally. Additionally, the e-learning for health service provides a suite of generic and professional healthcare training and continues to work in partnership to develop e-learning programmes to support the health and care workforce. The NHS aims to optimise the use of digital technology, innovation and improvement to help increase the time to care. The Blended Learning programme explores the opportunities of providing flexible education through a combination of online, remote-access and face-to-face study to those people who may have the aptitude and values to join the healthcare profession, but currently are unable to learn in traditional ways. The NHS blended learning approach means the NHS and partners can widen access and participation for healthcare training and education and promote diversity and inclusion in the workforce. e-Learning for Healthcare (e-LfH) supports patient care by providing e-learning to educate and train the health and social care workforce. e-LfH delivers over 150 e-learning programmes in partnership with the professional bodies such as Royal Colleges and associations, Department of Health and Social Care policy teams and other bodies. Its programmes cover subjects from audiology to anaesthesia, dentistry to dermatology, emergency medicine to end of life care, primary care to prescribing, safeguarding children to statutory and mandatory training.
Others
Hide [Q3x1] 3.1 Are there specific policies and/or laws that guide international recruitment, migration and integration of foreign-trained health personnel in your country?
Yes
Hide [Q3x1x1] 3.1.1 Please provide further information in the box below:
Law/policy 1
The Code of Practice for the International recruitment of health and social care personnel sets guiding principles and best practice benchmarks for recruiters to follow. The Code: o ensures international recruits will be treated fairly and be provided with the appropriate support, o provides safeguards against active recruitment from countries on the Code red list which is drawn from the WHO Health Workforce Support and Safeguards List; o sets out how the UK is supporting countries with the most pressing health and social care workforce challenges. Scotland Scotland has it’s own International recruitment of health and social care personnel: code of practice - March 2023 (revised) - gov.scot (www.gov.scot) in line with above. Scotland - ASC To support employers’ international recruitment efforts, we have collaborated with NHS Education Scotland (NES) and COSLA to create the NES Centre for Workforce Supply Social Care (CWSS). A pilot project was launched in summer 2023 to gather information on how we can best support providers and the workforce through the visa sponsorship process and develop supporting materials to be shared across Scotland. Through this, resources have been developed to support all social care employers across Scotland to explore their own international recruitment pipelines to increase workforce capacity locally, you can find out more on International Recruitment into Adult Social Care.
Law/policy 2
Regulated international health and social care professionals are required to register with the relevant UK professional regulator to lawfully practise in the UK. Regulators have processes in place to register international health and care professionals to ensure patient and public safety. Applicants to the register must satisfy the regulator that they are sufficiently qualified, possess the appropriate knowledge, skills or experience to practise, including a satisfactory knowledge of English, and are of good health and character. DHSC is responsible for maintaining and amending the legislation that enables regulators to set their standards for registration and practice. Employers must check the registration of all regulated health and care professionals with the appropriate regulatory body before allowing the individual to start employment.
Law/policy 3
The Health and Care Worker visa, introduced on 4 August 2020, has made it easier and quicker for those wishing to work in the health and care sector through reduced visa fees, a Home Office visa decision within three weeks and an exemption to the Immigration Health Surcharge for applicants and their families. In 2024 the salary threshold for a skilled worker visa was increased to £38,700 (from £26,200), however, for those occupations eligible for a Health and Care Worker visa, the salary threshold remains pinned to agenda for change pay scales for the role or the minimum salary threshold of £23,200 (whichever is higher). Other immigration changes in 2024 included: • Restrictions on care workers and senior care workers being able bring dependents when they migrate to the UK (from 11 March 2024) • A requirement for care providers sponsoring migrant workers in England to be registered with the Care Quality Commission – the industry regulator for Health and Social Care – in order to address concerns about non-compliance, worker exploitation and abuse within the sector of overseas workers. • The Shortage Occupation List was replaced with the Immigration Salary List. At the same time, the majority of health occupations were removed. This is due to the salary threshold for these occupations being pinned to national pay scales so there is no immigration benefit to being on the list. Additionally, the government has set out a clear plan to bring down legal migration. The government’s new joined-up approach will see the newly formed Skills England, the Labour Market Advisory Board, and the Industrial Strategy Council work closely together with the independent Migration Advisory Committee to support and develop a structured and evidence-based approach to skills, migration, and labour market policy. This will reduce the need for international recruitment and ensure businesses are recruiting primarily from the homegrown workforce, boosting economic growth and providing quick responses to labour market changes. This approach will form a core part of the new government’s growth mission, supporting key industries in the process.
Hide [Q3x2] 3.2 Are there any policies and/or provision for international telehealth services in your country through health personnel based abroad?
No
Hide [Q3x3] 3.3 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
Hide [Q4] 4. 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
Hide [Q4x1] Please describe
DHSC continues to monitor data on health and social care international workforce flows alongside other Government departments, devolved administrations and employer stakeholders including NHS England and NHS Employers. Information will be analysed to understand where recruits have come from. DHSC and FCDO continue to share information with the UK’s FCDO diplomacy network. DHSC also shares reports with the WHO as part of the UK’s global commitment to uphold the principles of the WHO Global Code of Practice. This information directly strengthens understanding of and co-operation on global mobility patterns. Where trends indicate increases in recruitment from low and lower middle-income countries or fragile and conflict-affected states, further work may take place in partnership with the FCDO to understand the causes and impact of this activity.
Hide [Q5] 5. Please describe the steps taken by your country to implement the following Code recommendations.
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.
The UK Code of Practice is aligned with the WHO Expert Advisory Group recommendations in the report WHO A73/9 and the WHO Support and Safeguards list 2023 The Code is regularly updated to respond to new areas of concern, including, for example: - August 2022 it was updated to respond to ethical concerns around repayment clauses and employment contracts. The agency list was renamed as the Ethical Recruiters List to reflect an expansion of the list to all organisations which recruit on behalf of another. - March 2023 it was updated to align with the WHO Support and Safeguards list 2023 and other minor updates including making it a condition of the benchmark on information provision that the guidance on applying for a health or social care job in the UK from abroad is provided to international candidates at the earliest opportunity.
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.
All updates to the Code are widely publicised via the GOV.UK website, NHS Employers website, media, social media, webinars and presentations at stakeholder meetings across the health and social care sectors including: - Cross Government groups - Trade Unions - Agencies - Professional Regulatory Bodies - Health and social care professional bodies - NHS organisations - NHS international recruitment leads network meetings - Independent sector network - International nursing associations Devolved Administrations The revised Code of Practice policy is UK wide. Each devolved nation adheres to the aims, objectives, guiding principles and best practice benchmarks of the Code of Practice, but holds its own Code of Practice to reflect the different organisational structures in each nation. Northern Ireland and Scotland have their own code of practice to reflect the different organisational structures. Wales follow the Code of Practice for international recruitment for England. NHS Wales organisations are also committed to the provisions of the Welsh Government’s Code of Practice: ethical employment in supply chains. The code commits public, private and third sector organisation in Wales to a set of actions to tackle illegal and unfair employment practices
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.
The process to update the Code involves wide stakeholder engagement across Government and system partners. DHSC also regularly meets with other relevant Government departments including FCDO and Home Office, devolved administrations and employer stakeholders including NHS England and NHS Employers to discuss international workforce related matters. NHS Employers routinely engages with employers about their international recruitment activity through their networks, forums, groups and surveys. In instances when they are asked or made aware about potential recruitment opportunities from a country included on the WHO Health Workforce Support and Safeguards list, 2023, they reiterate the up to date information provided on their website. They also have regular dialogue with key stakeholders to ensure they are aware of related activities and information. ASC The Department hosts an international recruitment steering group which includes key stakeholders for the sector including care provider representative organisations, the Care Quality Commission, and local government. The Department also liaises with partners such as NHS Employers, Home Office and UK Visas and Immigration, Ministry of Housing, Communities, and Local Government, Local Government Association, Association of Directors of Social Services, and the Care Quality Commission. We continue to liaise with a range of other stakeholders e.g., holding meetings with different cohorts such as providers who are new to international recruitment with providers who have and can share their experience and the barriers they faced, and third sector organisations working directly with international recruits.
5.4 Records are maintained on all private recruitment agencies for health
personnel authorized by competent authorities to operate within their jurisdiction.
Recruitment organisations, agencies, and collaborations that supply international health and social care staff to the UK need to appear on the Ethical Recruiters List (ERL). NHS Employers manages and monitors all those organisations on the ERL in terms of applications and behaviour in keeping with the Code. NHS Employers holds records of organisations’ applications to join the ERL, as well as records of completed spot checks and any previous or ongoing investigations. NHS Employers also provides monthly reports to the DHSC regarding ERL organisations and those applying to join the list, as well as spot checks completed that month. NHS Employers perform routine spot checks on organisations listed on the ERL to ensure they are not breaching the Code of Practice (at least 30 a month). NHS Employers also request biannual recruitment data (based on source countries) from all organisations on the ERL. The information is then reported to the Cross Whitehall group and the Department of Health and Social Care. The ERL is publicly available on the NHS Employers website, and NHS Employers update the list when organisations are added following a successful application or removed. We inform stakeholders when the list has been updated. NHS Employers has MOUs with both framework organisations that support international recruitment into the UK and share information as required.
5.5 Good practices, as called for by the Code, are encouraged and promoted among private recruitment agencies.
NHS Employers routinely spot checks organisations (at least 30 a month) on the ERL and contacts them should any issues or breaches of the Code be found. When the Code is updated, NHS Employers require organisations on the ERL reaffirm their commitment to the Code; if not, they are removed from the ERL. NHS Employers hosts various support resources (such as FAQs, guidance etc.) which are regularly updated and shared with employers and organisations on the ERL. NHS Employers regularly updates and promote resources that promote the Code and how to be compliant with it. NHS Employers also investigates any breaches of the Code and apply suitable sanctions to those who have breached the Code. These sanctions are decided during an independent panel hearing.
5.5a Promotion of the Code among private recruitment agencies.
NHS Employers holds and publishes various resources regarding the Code of Practice and are regularly shared with those on the ERL. Organisations applying to the ERL must demonstrate an understanding of the Code of Practice by passing a knowledge test. NHS Employers informs ERL organisations when the Code has been updated and asks organisations to reaffirm their commitment to the Code. This is supported by updating resources and hosting webinars.
5.5b Domestic legislation or policy requiring ethical practice of private recruitment agencies, as consistent with the principles and articles of the Code.
The Code is non-statutory and voluntary; however, the guidelines apply to all health and social care organisations engaged in international recruitment, both in the public and independent sectors. It is updated regularly to ensure it supports the highest ethical standards. While adherence to the code is not mandatory, in recent years, central finance to support international recruitment into the NHS has been contingent on a commitment that all international recruitment activity will be Code compliant. Compliance breaches are reported by NHS Employers to DHSC. It is a requirement of framework providers such as NHS Workforce Alliance and HealthTrust Europe of organisations to be on the ERL to be successful in joining their frameworks. Being on these frameworks allows organisation to access NHS contacts to supply internationally recruited health care personnel.
5.5c Public or private certification of ethical practice for private recruitment agencies.
The application process to join the ERL is in three stages. First, organisations must submit an application form that provides details of their organisation, the different health and social care roles they intend to recruit, and countries they intend to target for recruitment. Applications are then checked by the International Recruitment (IR) team to ensure that organisations aren’t targeting red list countries or are charging a fee for recruitment services. If organisations are found to have submitted applications with plans to target red list countries or to charge candidates a fee, the IR team contact applicants to educate them regarding the COP and amend/reject their applications as appropriate. Second, organisations applying to the ERL take a knowledge test to test their understanding of the COP. This is a multiple-choice test requiring a pass rate of 13/15 from a rotating bank of questions. Organisations have three attempts to pass this, if they do not pass in three attempts, their application is rejected, and they must wait three months before resubmitting a new application. Finally, NHS Employers will contact the Employment Agencies Standard Inspectorate, in keeping with an MOU, to share details with DHSC and NHS Employers of any inspection and remedial action taken. If any issues are found during the process, we liaise with applicants to allow them to correct any issues. Successful applicants are then added to the ERL and their behaviour is regularly monitored by the sport check and biannual data collection processes.
5.5d Others
5.6 None of the above
Hide all

Government Agreements

Hide [INFOxNRI6] National Reporting instrument 2024
Hide [INFOx3]
Government-to-Government agreements on migration or mobility of health personnel
Hide [Q6] 6. 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
Hide [Q6x1xA] 6.1 A 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 Memorandum of Understanding between the UK and Nepal on the recruitment of health workers 1
Agreement 2 Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce 1
Agreement 3 Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation 1
Agreement 4 Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation 1
Agreement 5 Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation 1
Agreement 6 UK and India collaboration on healthcare workforce framework agreement 1
Agreement 7 Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala) 1
Agreement 8 EU Exit Standstill Provisions 2
Agreement 9 Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland 2
Agreement 10 Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications 1
Agreement 11
Agreement 12
Agreement 13
Agreement 14
Agreement 15
Hide all

Government Agreements - 6.1 A

Hide [INFOxNRI7] National Reporting instrument 2024
Hide [Q6x1xAx1] c. Countries involved
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
NPL,GBR
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
KEN,GBR
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
PHL,GBR
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
LKA,GBR
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
MYS,GBR
UK and India collaboration on healthcare workforce framework agreement
IND,GBR
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
IND
EU Exit Standstill Provisions
GBR
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
ISL,LIE,NOR,GBR
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
CHE,GBR
Hide [Q6x1xAx2] d. Coverage
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
National
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
National
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
National
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
National
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
National
UK and India collaboration on healthcare workforce framework agreement
National
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Sub-national
EU Exit Standstill Provisions
National
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
National
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
National
Hide [Q6x1xAx2x] Please enter the names of the subnational units (states, provinces, etc) which are involved in this agreement
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
UK and India collaboration on healthcare workforce framework agreement
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Wales and Gov of Kerala
EU Exit Standstill Provisions
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Hide [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
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers 1
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce 1
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation 1
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation 1
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation 1
UK and India collaboration on healthcare workforce framework agreement 1 1 1
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala) 1
EU Exit Standstill Provisions 1
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland 1
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications 1
Hide [Q6x1xAx4] f. Categories of Health Personnel (check all that apply)
Doctors Nurses Midwives Dentists Pharmacists Other occupations
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers 1 1 1 1 1
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce 1
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation 1 1
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation 1 1 1
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation 1 1 1 1
UK and India collaboration on healthcare workforce framework agreement 1 1
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala) 1 1 1
EU Exit Standstill Provisions 1 1 1 1 1
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland 1 1 1 1 1 1
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications 1 1 1 1 1 1
Hide [Q6x1xAx4xoth] Please specify category of health personnel:
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
physiotherapists, radiographers, occupational therapists, bio-medical scientists and other allied health professions
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Physiotherapists, radiographers
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
healthcare professionals
UK and India collaboration on healthcare workforce framework agreement
Allied Health Professionals
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
EU Exit Standstill Provisions
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
all professions regulated in law
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
all professions regulated in law
Hide [Q6x1xAx5] g. Validity period
Start Year End Year
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers 2023 2028
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce 2021 Remain in force unless it is terminated by either party giving 1 year notice
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation 2021 For 3 years and will be automatically extended for the same period unless one participant notifies the other of desire to suspend of terminate
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation 2022 for 4 years and automatically renewed for similar period unless either party notifies intention to terminate
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation 2021 for 5 years and renewed for a further 5 years unless otherwise decided by the participants
UK and India collaboration on healthcare workforce framework agreement 2022 remains effected until terminated – with 1 years written notice of intention to terminate
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala) 2024 2026
EU Exit Standstill Provisions 2021 N/A
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland 2023 N/A
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications 2025 N/A
Hide [Q6x1xAx6] h. Signatory of the agreement from your country
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Ministry of Health
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Ministry of Health
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Ministry of Foreign Affairs
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Ministry of Foreign Affairs
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Ministry of Foreign Affairs
UK and India collaboration on healthcare workforce framework agreement
Ministry of Trade
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Ministry of Health
EU Exit Standstill Provisions
Ministry of Health
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Ministry of Trade
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Ministry of Trade
Hide [Q6x1xAx6x1] If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Yes
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Yes
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Yes
UK and India collaboration on healthcare workforce framework agreement
Yes
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
EU Exit Standstill Provisions
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Yes
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Yes
Hide [Q6x1xAx7] i. Signatory of the agreement from the partner country (ies)
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Ministry of Labour
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Ministry of Labour
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Ministry of Labour
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Ministry of Labour
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Ministry of Health
UK and India collaboration on healthcare workforce framework agreement
Ministry of Health
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Others:
EU Exit Standstill Provisions
Others:
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Others:
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Others:
Hide [Q6x1xAx7xoth] If other signatory of the agreement from your country(Please specify:)
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
UK and India collaboration on healthcare workforce framework agreement
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Welsh Government- Kerala Government
EU Exit Standstill Provisions
N/A – unilateral agreement for in-flow of EEA/Swiss-qualified healthcare professionals
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Ministry for Foreign Affairs of Iceland; Office for Foreign Affairs of Liechtenstein; Ministry of Industry and Trade of Norway;
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Swiss Federal Department of Economic Affairs, Education and Research
Hide [Q6x1xAx7x1] If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Yes
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Yes
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Yes
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Yes
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
UK and India collaboration on healthcare workforce framework agreement
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Yes
EU Exit Standstill Provisions
Yes
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Don’t Know
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Don’t Know
Hide [Q6x1xAx8] j. Content of agreement
Hide [Q6x1xAx8x1] j.i. Does the agreement include elements to benefit the health system of your country and the partner country(ies)?
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Yes, has elements to
benefit the health system of my country and partner country(ies)
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Yes, has elements to
benefit the health system of my country and partner country(ies)
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Yes, has elements to
benefit the health system of my country and partner country(ies)
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Yes, has elements to
benefit the health system of my country and partner country(ies)
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Yes, has elements to
benefit the health system of my country and partner country(ies)
UK and India collaboration on healthcare workforce framework agreement
Yes, has elements to
benefit the health system of my country and partner country(ies)
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Yes, has elements to
benefit the health system of my country and partner country(ies)
EU Exit Standstill Provisions
Yes, has elements to
benefit the health system of my country and partner country(ies)
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Yes, has elements to
benefit the health system of my country and partner country(ies)
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Yes, has elements to
benefit the health system of my country and partner country(ies)
Hide [Q6x1xAx8x1x] Please explain:
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
The MOU recognises the importance of exchanging knowledge and expertise through cooperation in workforce recruitment of healthcare professionals. The MOU states that the UK government shall endeavour to support its Nepali counterpart in increasing Nepali healthcare professionals in Nepal.
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
The MOU recognises the importance of exchanging knowledge and expertise through cooperation on healthcare including: -Exchanges of communication on health workforce policy direction, explore opportunities for short term education placements in both directions and cooperate in capacity building of healthcare professionals.
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
The MOU recognises the importance of exchanging knowledge and expertise through cooperation on healthcare including: -Exchanges of communication on health workforce policy direction, sharing learning and best practice with regard to healthcare technical capacity-building initiatives and exploring opportunities to support the fight against the pandemic
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
The MOU recognises the importance of exchanging knowledge and expertise through cooperation on healthcare. It also ensures a commitment to training and development of Sri Lankan healthcare professionals recruited to the UK and enhancing skills and explore best practice
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
The MoU recognises the desire to share knowledge and understands importance to cooperate in solving common health issues and that health workers recruited from Malayisa to the UK have opportunity to enhance their skills and explore best practice while supporting the Malaysian health systems
UK and India collaboration on healthcare workforce framework agreement
Includes cooperation on nursing and AHPs, training and measures to bridge skill gaps
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
The MOU recognises the importance of exchanging knowledge and expertise through cooperation in workforce recruitment of healthcare professionals.
EU Exit Standstill Provisions
Yes , has elements to benefit the health system of my country only Please explain: This legislation includes provisions for the unilateral automatic recognition of EEA professional qualifications which requires UK healthcare regulators to continue to automatically accept health and care qualifications obtained in the EEA and/or Switzerland, that it accepted automatically prior to 1 January 2021 when the UK left the EU. Following a review of the provisions in 2023, recognition of EEA qualifications will continue. Swiss qualifications will also continue to be recognised. A decision will be made by the Department of Health and Social Care on whether to carry out a further review of the operation of the provisions in 2028, as part of its wider programme of regulatory reform for healthcare professions. EEA and Swiss qualified healthcare professionals will be able to continue to register with the relevant professional regulator, without the need to sit additional professional exams.
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Yes, has elements to benefit the health system of my country and partner country(ies) Please explain: In July 2021 the UK signed a Free Trade Agreement with Iceland and Liechtenstein and Norway. Under the agreement, UK regulators are required to establish or operate a route for recognition of professional qualifications obtained in Iceland, Liechtenstein and Norway. The agreement is reciprocal, so regulators in Iceland, Liechtenstein and Norway are also required to establish or operate recognition routes for UK professional qualifications. The agreement supports smooth and transparent recognition routes facilitating UK professionals (including from the healthcare sector) to work in Iceland, Liechtenstein and Norway and vice versa.
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
In June 2023, the UK and Switzerland signed the UK-Switzerland agreement on the recognition of professional qualifications. Under the agreement, UK regulators are required to establish or operate a route for recognition of professional qualifications obtained in Switzerland. The agreement is reciprocal, so regulators in Switzerland are also required to establish or operate recognition routes for UK professional qualifications. The agreement supports smooth and transparent recognition routes facilitating UK professionals (including from the healthcare sector) to work in Switzerland and vice versa.
Hide [Q6x1xAx8x2] j.ii. Does the agreement include elements on health worker rights and welfare?
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Yes
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Yes
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Yes
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Yes
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Yes
UK and India collaboration on healthcare workforce framework agreement
Yes
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Yes
EU Exit Standstill Provisions
Yes
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Yes
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Yes
Hide [Q6x1xAx8x2x] Please explain:
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Links to WHO Global Code of Practice and UK Code of Practice for IR The ”general principles” section sets out further points on this including policy on fees.
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Links to WHO Global Code of Practice and UK Code of Practice for IR Includes a section on “employment conditions” and “regulation of recruitment”
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Links to WHO Global Code of Practice and UK Code of Practice for IR. Includes a section on “protection of the rights and promotion of the welfare of the workers “
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Refers to mutual commitment to observe fair, ethical and sustainable recruitment for the employment of Sri Lankan healthcare professionals to the UK.
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Refers to mutual commitment to observe fair, ethical and sustainable recruitment for the employment of Malaysian healthcare workers anchored in the laws abd regulations of both countries
UK and India collaboration on healthcare workforce framework agreement
Refers to regular engagement to ensure any concerns related to employment are resolved and the plan of action will ensure a smooth transition into UK employment
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Links to WHO Global Code of Practice and UK Code of Practice for IR There is also a section on fees and cost structure.
EU Exit Standstill Provisions
The general protections for worker rights and welfare contained within UK law will apply to all who work in the country, including those who become registered in the UK via this route.
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
The UK-EEA EFTA FTA includes a chapter on trade and sustainable development. A Joint Committee established under the FTA will meet annually to allow for any issues relating to the implementation of this agreement to be raised.
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
The general protections for worker rights and welfare contained within UK law will apply to all who work in the country, including those who become registered in the UK via this route.
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Government Agreements - 6.1 B

Hide [INFOxNRI8] National Reporting instrument 2024
Hide [Q6x1xB] 6.1 B Please use the table below to describe the implementation of each of the active bilateral, regional or multilateral agreements or arrangements
Hide [Q6x1xBx1] Has the agreement been implemented?
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Yes
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
No
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
No
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
No
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
No
UK and India collaboration on healthcare workforce framework agreement
No
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
No
EU Exit Standstill Provisions
Yes
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Yes
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
No
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Start year of implementation:
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers 2023
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
UK and India collaboration on healthcare workforce framework agreement
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
EU Exit Standstill Provisions 2021
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland 2023
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Hide [Q6x1xBx2a] How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Number of personnel
Doctors 0
Nurses 41
Midwives 0
Dentists 0
Pharmacists 0
Hide [Q6x1xBx2h] How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: EU Exit Standstill Provisions
Number of personnel
Doctors See annex A
Nurses See annex A
Midwives See annex A
Dentists Not available
Pharmacists Not available
Hide [Q6x1xBx2i] How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Number of personnel
Doctors Not available
Nurses Not available
Midwives Not available
Dentists Not available
Pharmacists Not available
all professions regulated in law Not available
Hide [Q6x1xBx3] Please explain if and how has the health system of your country benefitted from the agreement.
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
MOU implementation is ongoing and impact will be evaluated.
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
UK and India collaboration on healthcare workforce framework agreement
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
EU Exit Standstill Provisions
The UK health system has continued to benefit from the skills and experience of EEA and Swiss qualified healthcare professionals by retaining a more streamlined system of recognition for professional registration for eligible individuals
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
The UK health system can benefit from the skills and experience of qualified healthcare professionals from Iceland, Liechtenstein and Norway through the establishment or operation of streamlined recognition routes for comparable professional qualifications.
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Hide [Q6x1xBx4] Please describe if and how the health system of other country(ies) has benefitted from the agreement.
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
MOU implementation is ongoing and impact will be evaluated.
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
UK and India collaboration on healthcare workforce framework agreement
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
EU Exit Standstill Provisions
N/A
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
The health systems of EEA-EFTA countries can benefit from the skills and experience of UK qualified healthcare professionals through the establishment or operation of streamlined recognition routes for comparable professional qualifications.
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Hide [Q6x1xBx5] Please explain if and how the provisions on health workers rights and welfare were implemented.
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
MOU implementation is ongoing and impact will be evaluated.
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
UK and India collaboration on healthcare workforce framework agreement
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
EU Exit Standstill Provisions
The general protections for worker rights and welfare contained within UK law will apply to all who work in the country, including those who become registered in the UK via this route.
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
The UK-EEA EFTA FTA includes a chapter on trade and sustainable development. A Joint Committee established under the FTA will meet annually to allow for any issues relating to the implementation of this agreement to be raised.
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Hide [Q6x1xBx6] Please provide any other relevant information on the agreement (e.g., context, positive elements, gaps and lessons learnt).
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
UK and India collaboration on healthcare workforce framework agreement
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
EU Exit Standstill Provisions
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Hide [Q6x1xBx7] Full text of the agreement and associated documents (implementation plan, progress report, implementation report, evaluation report, etc.)
Upload document(s)
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
UK and India collaboration on healthcare workforce framework agreement
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
EU Exit Standstill Provisions
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
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Responsibilities, rights and recruitment practices

Hide [INFOxNRI9] National Reporting instrument 2024
Hide [INFOx4]
Responsibilities, rights and recruitment practices
Hide [Q7] 7. 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:
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.
The UK Code of Practice includes best practice benchmarks recruiters should follow to ensure their practices are ethical. A relevant benchmark to ensure this measure is that “Appropriate information about the post being applied for will be made available so health and social care personnel can make an informed decision on whether to accept a job offer”. The benchmark identifies all of the information which should be shared. The benchmark also ensures that recruiters share the Applying for health and social care jobs in the UK from abroad guidance at the earliest opportunity. This guidance sets out wider information that international health and social care personnel should consider to help make an informed decision about taking a job in the UK.
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.
A guiding principle of the UK Code of Practice is that international health and social care personnel will have the same legal rights and responsibilities as domestically trained staff in all terms of employment and conditions of work. They will also have the same access to further education and training, and continuous professional development. The Agenda for Change contract, alongside the NHS Terms and Conditions of Service Handbook, set out the pay and employment terms and conditions for all healthcare staff excluding doctors and dentists. This framework ensures fair and transparent employment for all AfC staff. For medical staff working in the NHS, there are national contracts for each workforce which set out the pay and terms and conditions of employment. These ensure fair employment for all employed on these contracts. Employers may also choose to employ some medical staff on local terms and conditions, usually where their role or experience does not match the requirements of the national terms and conditions. In the adult social care sector, private providers set the pay and terms and conditions of care workers, independent of central government. We will engage with the workers and trade unions to deliver a new deal for care workers - including establishing the first ever Fair Pay Agreement for care professionals.
Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.
See above re Code of Practice guiding principle on equal opportunities to access further education and training and continuous development.
Institutional arrangements are in place to ensure safe migration/ mobility and integration of migrant health personnel.
The NHS Employers International Recruitment Toolkit has been produced to support NHS staff who are leading and delivering international recruitment. It aims to encourage and enable supportive practices and processes for the recruitment of international staff across a wide range of professions. It sets out in more detail the personal and professional support international recruits will require to get settled in the UK and to adjust to the cultural and working differences of the NHS. The toolkit is updated regularly. International Nursing and Midwifery Associations (INMAs) work to advance the pastoral and professional support, and health and wellbeing of international nurses in the NHS. Providing insight that enables better understanding of the needs of international nurses and supports communities to be heard. There was an increase in the number of collaborating INMA associations from 18 in 2021 to 35 in 23/24, including new collective groups. Research into the recruitment and retention of international nurses recommends that ‘Employers should ensure all line managers are equipped with culturally competent leadership training to promote awareness of the professional cultural differences for international recruits and going forward, leaders should prioritise disseminating this learning into teams’. NHS England procured a cultural awareness training package for line managers. This training was to give managers a greater awareness of different cultures enabling them to support the international colleagues that they work with and respond more sensitively in a variety of situations. By increasing their awareness and understanding of equality, diversity and inclusion, managers will develop stronger relationships with members of their team / colleagues from cultures different to their own. This was not a mandatory course, NHS Trusts registered their interest and signed up. The criteria for the NHS Pastoral Care Quality Award includes the need to provide a pre-joining webinar or pack to any internationally recruited nurses or midwives and a pastoral buddy system must be in place on arrival.
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)
The international recruitment framework ensures compliance with NHS pre-employment standards and grants access to a wide range of experienced international recruitment organisations, all of which operate at a high standard of quality. Agencies on the framework have also signed up to the Code of Practice. Values based recruitment (VBR) is an approach which attracts employees on the basis that their individual values and behaviours align with the values of the NHS Constitution. This takes place as part of existing recruitment processes which assess aptitude and skills. The purpose of our VBR is to ensure that we recruit the right workforce not only with the right skills and in the right numbers, but with the right values to support effective team working in delivering excellent patient care and experience. Published in October 2014 and refreshed in April 2016, our national VBR framework will help ensure that all those recruited to the NHS are recruited for the values of the NHS Constitution. Any NHS organisation implementing VBR is required to do so with consideration to equality and diversity and HR policies and employment law.
No measures in place
Not applicable – does not host/employ foreign health personnel
Hide [Q8] 8. 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:
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
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International migration

Hide [INFOxNRI10] National Reporting instrument 2024
Hide [INFOx5]
International migration and mobility pathways for health personnel
Hide [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 1 1 0
Nurses 1 1 1 0
Midwives 1 1 1 0
Dentists 1 1 1 0
Pharmacists 1 1 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
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Hide [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 0 0 0 0
Nurses 0 0 0 0
Midwives 0 0 0 0
Dentists 0 0 0 0
Pharmacists 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
Other occupations 0 0 0 0
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Recruitment & migration

Hide [INFOxNRI11] National Reporting instrument 2024
Hide [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.

Hide [Q10] 10. Does your country have any mechanism(s) or entity(ies) to maintain statistical records of foreign-born and foreign-trained health personnel?
Yes
Hide [Q10x1] 10.1 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
Hide [Q10x1x1] Please specify:
Data is supplied and shared via the OECD WHO and ILO returns provided to the JDC and NHWA, please refer to those returns for these questions.
Hide [Q10x2] 10.2 Does the record include gender-disaggregated data on the foreign-born and/or foreign-trained health personnel?
Yes
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Inflow and outflow of health personnel

Hide [INFOxNRI12] National Reporting instrument 2024
Hide [INFOx7] Inflow and outflow of health personnel
Hide [Q11] 11. 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
Hide [Q11xI] If yes for inflow:
Share data in the NHWA platform (indicator 1-09) through NHWA focal point
Hide [Q11x1] 11.1 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
2022
2023
Data Source (e.g. Regulatory authority, immigration records, work permits, etc.)
Hide [Q11x3] 11.3 If you have any document with information on health worker inflows and outflows for your country, please upload
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Stock of health personnel

Hide [INFOxNRI13] National Reporting instrument 2024
Hide [INFOx8] Stock of health personnel
Hide [Q12x1] 12.1 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).
Hide [Q12x1a] Please provide data on the stock of active health personnel in your country by one of the following ways:
Share data in the NHWA platform through NHWA focal point
Hide [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
Hide [Q12x2] 12.2 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:
Share data in the NHWA platform through NHWA focal point
Hide [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
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Technical and financial support

Hide [INFOxNRI14] National Reporting instrument 2024
Hide [INFOx9]
Technical and financial support
Hide [Q13] 13. 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
Hide [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:
Hide [Q13x1] Please specify support for health workforce development (planning, education, employment, retention)
Country supported Type of support (please specify)
Somaliland, Uganda, Ghana 2021-2022 2021-2022 £5m Building the Future International Workforce (FIWP) funded by Official Development Assistance (ODA) supported: • health workforce planning and management • provided training opportunities for refugees/displaced people to find sustainable employment • linked NHS institutions with in-country health institutions to support education and retention
Nigeria, Kenya, Ghana 2022-2025 2022-2025 £15m Global Health Workforce Programme (GHWP) funded by ODA awarded: • approx. £6m to WHO to support health workforce planning and employment and capacity-building work including training and retention, including £1m invested in the ILO-OECD-WHO Working for Health Multi-Partner Trust Fund. • approx. £9m to the Tropical Health and Education Trust (THET) to set up and coordinate health partnerships on retention and wellbeing strategies, training opportunities and improved quality of curriculum, policies, and regulation
Ghana, Malawi, Nepal and Philippines 2023-2026 £2.93m FCDO UK (ODA) funded Health Systems Connect Programme. • In Ghana, a workstream is focussing on developing systems and structures to support the mental health of Ghana’s health workforce. • In Malawi, one workstream is focussing on Building a sustainable architecture for public health specialty training to strengthen the Public Health Specialty workforce. The other workstream is strengthening workforce planning and forecasting capability in Malawi. • In Nepal, a workstream is focussing on workforce planning transformation and management in Lumbini Province. In the Philippines, the NHSC is supporting the implementation and operationalization of a healthcare provider network, with a cross-cutting theme of workforce development and digital transformation.
South Africa 2022-2026 £680k British High Commission (ODA) funded UK-South Africa Health System Strengthening Partnership, focusses on workforce development for health technology assessment, medico legal and hospital governance and leadership.
Hide [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)
Nigeria, Kenya, Ghana 2022-2025 As part of the 2022-2025 £15m Global Health Workforce Programme (GHWP) • WHO offices supported administrative systems and capacity building of Human Resources for Health public policy stewardship, leadership and governance • THET supported partnerships on improved health workforce leadership capacity
Lesotho, Zambia, South Africa, Uganda, Saint Vincent and the Grenadines, Thailand Funded by NHS England, the NHS Global Fellowship Programme offers leadership development opportunities for clinical and non-clinical staff from the NHS to experience health systems across the globe. Fellows focus on either quality improvement or research co-developed with local and/or national partners to enhance the patient experience, improve health outcomes and reduce health inequalities. • Between 2019-2023, 13 NHS Global Fellows have undertaken projects in Lesotho. • Between 2018-2023, 24 NHS Global Fellows have undertaken projects in Zambia. • Between 2013-2023, 121 NHS Global Fellows have undertaken projects in South Africa. • Between 2020-2023, 14 NHS Global Fellows have undertaken projects in Uganda. • Between 2022-2023, 5 NHS Global Fellows have undertaken projects in Saint Vicent and the Grenadines. • Between 2022-2023, 10 NHS Global Fellows have undertaken projects in Thailand.
Malawi 2018-25 (Scotland) • Scotland Malawi Mental Health Education Project - £330k funding to support the “Consolidating Psychiatry Capacity Development in Malawi Project” strengthening capacity and institutional partnership initiatives between Scotland/Malawi in training psychiatrists at undergraduate and postgraduate level. • MalDent project - £1.3m to establish an undergraduate dental degree (BDS) programme within the Faculty of Medicine, University of Malawi, to train Malawian dentists for the delivery of a national health programme. • MalScot programme- £220k per annum to develop same day cervical cancer 'screen and treat' programmes, through local capacity building.
To note that this list is not exhaustive, the UK provides elements of health system strengthening which includes workforce development in a huge range of areas The UK provides Official Development Assistance (ODA) to reduce poverty, tackle instability and create prosperity in developing countries This includes support for the development of the health workforce and the implementation of national health workforce strategies. Channels of support include bilateral health programmes that directly support national governments or civil society partners with financing or technical collaboration in response to national health workforce challenges. This includes: • health workforce education and training • curriculum development • continuing professional development • qualification development • national workforce policy • strengthening related ministry of health policy and planning functions such as public financial management
Hide [Q14] 14. 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
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Constraints, Solutions, and Complementary Comments

Hide [INFOxNRI15] National Reporting instrument 2024
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Constraints, Solutions, and Complementary Comments
Hide [Q15] 15. 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
15.1a The Code is non-statutory guidance, so compliance by employers and agencies is voluntary, and there are increasing reports of exploitative recruitment and employment practices by agencies and/or employers not following the Code. 15.1b We have published international candidate guidance and an easy read leaflet to help address this, by supporting candidates to be well informed, warned about the risks, and are armed with organisations to contact if they are in trouble. This has been disseminated through our stakeholders and engagement events. We have worked with FCDO in-country posts to make it available in locations international candidates may visit as part of their application for roles in the UK, for example visa application centres and English language exam centres
15.2a There are high levels of direct applications (passive recruitment) from countries on the WHO Health Workforce Support and Safeguards list e.g. Nigeria. However, domestic equality legislation enshrines the right for people to be treated equally during recruitment processes, regardless of where they are from, so options to manage this in the UK are limited. 15.2b The NHS Employers managed Ethical Recruiters List – formally the Agency List - was widened in August 2022 to include any organisation which recruits on behalf of another organisation. This change meant any organisation which in effect is operating like a recruitment agency, follows the same rules as a recruitment agencies and cannot accept direct applications from red list countries. NHS England also undertook engagement activity to influence employers to move away from recruitment models which rely on direct applications. Governments of countries with high levels of outward passive migration should consider what measures they can put in place to regulate recruitment activity in their country and to ensure the benefits associated with outward migration are maximised.
15.3a There are limited levers to ensure independent sector health and social care organisations abide by the UK Code of Practice and use recruiting organisation on the NHS Employers managed Ethical Recruiters List. 15.3b This is managed through wide publicization of the Code of Practice and ensuring it is understood by recruiters working in both sectors and is viewed as best practice. Whenever the UK Code is updated, it is re-promoted it across the public and private sectors and all organisations on the ethical recruiters list have to recommit to the updated Code in writing, otherwise they are removed from the list. In August 2022 a knowledge test was introduced to the Ethical Recruiters List application process to ensure all organisations appearing on the list fully understand the Code rules.
Hide [Q16] 16. 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
Hide [Q17] 17. 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.
Hide [Q17x1] Please comment on if/how the Code has been useful to your country.
The UK is a world leader in our ethical approach to international recruitment. We were the first country to publish our own country level Code of Practice for international recruitment of healthcare professionals in 2001 – predating the WHO Global Code. The first review and overhaul of the UK Code of Practice was undertaken in 2021 and provided the opportunity to ensure the UK Code was fully aligned with the WHO Global Code. The UK Code was significantly updated, and strengthened and the red list of countries was created, which has received global recognition. The red list is based on the WHO Workforce Support and Safeguards list and the UK Code bans international recruitment from these countries, unless there is a Government to Government agreement to manage recruitment on restricted terms . The updated Code was recognised by the WHO as a “powerful and an important development in the area of ethical international recruitment of health workers” Further reviews and updates have helped to address, in part, ethical concerns around employment contracts, repayment clauses, exploitation, and recruitment from red list countries.
Hide [Q17x2] Do any articles of the Code need to be updated?
Yes

The scope of the WHO Global Code of Practice should be expanded to include social care personnel. In the UK international recruitment has been vital to workforce supply in the social care sector. Many health professionals such as nurses and physiotherapists work in the social care sector, and the care worker role is one of the most straight forward ways for people to migrate to the UK as it requires low language and skill level. This has made it an attractive option for people from low-to-middle income countries, but also ripe for exploitation. In 2021 the UK Code of Practice was updated to include the social care sector, recognising that ethical international recruitment is just as important for workers in this sector. This needs to be recognised at a global level.

Hide [Q17x3] Does the process of reporting on Code implementation and the review of the Code relevance and effectiveness need to be updated?
No

Hide [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)
The WHO health workforce support and safeguard (HWSS) list has provided the necessary updated analysis for the UK to determine the red list of countries from which active recruitment is prohibited under the UK Code of Practice. International recruitment may still occur from these countries via “direct applications” which is when an individual applies for a job of their own accord and independently, without the support of a recruitment agency or similar. The Code Amber list includes countries with which we have a Government to Government agreement and no active recruitment can happen outside of the agreement. Kenya is an example of a country on the Amber list and so has safeguards in place against active international recruitment but does not appear on the HWSS.
Hide [Q18] 18. 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.

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Hide [INFOxNRI16] National Reporting instrument 2024
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