Instrument national de notification (2024)
Background
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Instrument national de notification 2024
[BGxINT]
Contexte
Adopté en 2010 lors de la Soixante-Troisième Assemblée mondiale de la Santé (résolution WHA 63.16), le Code de pratique mondial de l’OMS pour le recrutement international des personnels de santé (« le Code ») vise à renforcer la compréhension et la gestion éthique du recrutement international des personnels de santé grâce à l’amélioration des données, des informations et de la coopération internationale.
Aux termes de l’article 7 du Code, chaque État Membre de l’OMS devrait échanger des informations concernant le recrutement international et les migrations des personnels de santé. Le Directeur général de l’OMS doit faire rapport tous les trois ans à l’Assemblée mondiale de la Santé.
Les États Membres de l’OMS ont achevé le quatrième cycle de notification nationale en mai 2022. Le Directeur général de l’OMS a rendu compte des progrès accomplis dans la mise en œuvre à la Soixante-Quinzième Assemblée mondiale de la Santé en mai 2022 (A75/14). Le rapport sur le quatrième cycle a souligné la nécessité d’évaluer les implications de l’émigration de personnels de santé dans le contexte de l’augmentation des vulnérabilités provoquée par la pandémie de COVID-19. À cette fin, le Groupe consultatif d’experts sur l’utilité et l’efficacité du Code (A73/9) a été convoqué à nouveau. Conformément aux recommandations du Groupe consultatif d’experts, le Secrétariat a publié la Liste OMS d’appui et de sauvegarde pour les personnels de santé 2023.
L’Instrument national de notification (INN) est un outil d’autoévaluation à la disposition des pays pour l’échange d’informations et le suivi du Code. Il permet à l’OMS de recueillir et de partager des données probantes et des informations actuelles concernant le recrutement international et les migrations des personnels de santé. Les conclusions du cinquième cycle de notification nationale seront présentées au Conseil exécutif (EB156) en janvier 2025 en préparation de la Soixante-Dix-Huitième Assemblée mondiale de la Santé.
La date limite de présentation des rapports est fixée au 31 août 2024.
Aux termes de l’article 9 du Code, le Directeur général de l’OMS est chargé de soumettre périodiquement un rapport à l’Assemblée mondiale de la Santé pour indiquer dans quelle mesure le Code permet d’atteindre les objectifs qui y sont fixés et faire des suggestions d’amélioration. En 2024, un groupe consultatif d’experts dirigé par les États Membres se réunira pour le troisième examen du Code. Le rapport de l’examen sera présenté à la Soixante-Dix-Huitième Assemblée mondiale de la Santé.
Pour toute question ou clarification concernant la façon de remplir le questionnaire en ligne, veuillez nous contacter à l’adresse suivante : WHOGlobalCode@who.int.
Qu’est-ce que le Code de pratique mondial de l’OMS ?
Clause de non-responsabilité : Les données et les informations collectées dans le cadre de l’instrument national de notification seront rendues publiques dans la base de données relative à l’INN (https://www.who.int/teams/health-workforce/migration/practice/reports-database) à l’issue des travaux de la Soixante-Dix-Huitième Assemblée mondiale de la Santé. Les données quantitatives serviront à alimenter le portail de données sur les comptes nationaux des personnels de santé (http://www.apps.who.int/nhwaportal/).
Adopté en 2010 lors de la Soixante-Troisième Assemblée mondiale de la Santé (résolution WHA 63.16), le Code de pratique mondial de l’OMS pour le recrutement international des personnels de santé (« le Code ») vise à renforcer la compréhension et la gestion éthique du recrutement international des personnels de santé grâce à l’amélioration des données, des informations et de la coopération internationale.
Aux termes de l’article 7 du Code, chaque État Membre de l’OMS devrait échanger des informations concernant le recrutement international et les migrations des personnels de santé. Le Directeur général de l’OMS doit faire rapport tous les trois ans à l’Assemblée mondiale de la Santé.
Les États Membres de l’OMS ont achevé le quatrième cycle de notification nationale en mai 2022. Le Directeur général de l’OMS a rendu compte des progrès accomplis dans la mise en œuvre à la Soixante-Quinzième Assemblée mondiale de la Santé en mai 2022 (A75/14). Le rapport sur le quatrième cycle a souligné la nécessité d’évaluer les implications de l’émigration de personnels de santé dans le contexte de l’augmentation des vulnérabilités provoquée par la pandémie de COVID-19. À cette fin, le Groupe consultatif d’experts sur l’utilité et l’efficacité du Code (A73/9) a été convoqué à nouveau. Conformément aux recommandations du Groupe consultatif d’experts, le Secrétariat a publié la Liste OMS d’appui et de sauvegarde pour les personnels de santé 2023.
L’Instrument national de notification (INN) est un outil d’autoévaluation à la disposition des pays pour l’échange d’informations et le suivi du Code. Il permet à l’OMS de recueillir et de partager des données probantes et des informations actuelles concernant le recrutement international et les migrations des personnels de santé. Les conclusions du cinquième cycle de notification nationale seront présentées au Conseil exécutif (EB156) en janvier 2025 en préparation de la Soixante-Dix-Huitième Assemblée mondiale de la Santé.
La date limite de présentation des rapports est fixée au 31 août 2024.
Aux termes de l’article 9 du Code, le Directeur général de l’OMS est chargé de soumettre périodiquement un rapport à l’Assemblée mondiale de la Santé pour indiquer dans quelle mesure le Code permet d’atteindre les objectifs qui y sont fixés et faire des suggestions d’amélioration. En 2024, un groupe consultatif d’experts dirigé par les États Membres se réunira pour le troisième examen du Code. Le rapport de l’examen sera présenté à la Soixante-Dix-Huitième Assemblée mondiale de la Santé.
Pour toute question ou clarification concernant la façon de remplir le questionnaire en ligne, veuillez nous contacter à l’adresse suivante : WHOGlobalCode@who.int.
Qu’est-ce que le Code de pratique mondial de l’OMS ?
Clause de non-responsabilité : Les données et les informations collectées dans le cadre de l’instrument national de notification seront rendues publiques dans la base de données relative à l’INN (https://www.who.int/teams/health-workforce/migration/practice/reports-database) à l’issue des travaux de la Soixante-Dix-Huitième Assemblée mondiale de la Santé. Les données quantitatives serviront à alimenter le portail de données sur les comptes nationaux des personnels de santé (http://www.apps.who.int/nhwaportal/).
Disclaimer
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Instrument national de notification 2024
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Clause de non-responsabilité
[1] Note: Case-based facility data collection as that in the WHO Global Bum Registry does not require WHO Member State approval.
[2] The world health report 2013: research for universal coverage. Geneva: World Health Organization; 2013 (http://apps.who.int/iris/bitstream/10665/85761/2/9789240690837_eng.pdf)
[3] WHO statement on public disclosure of clinical trial results: Geneva: World Health Organization; 2015 (http://www.who.int/ictrp/results/en/, accessed 21 February 2018).
For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/
[1] Note: Case-based facility data collection as that in the WHO Global Bum Registry does not require WHO Member State approval.
[2] The world health report 2013: research for universal coverage. Geneva: World Health Organization; 2013 (http://apps.who.int/iris/bitstream/10665/85761/2/9789240690837_eng.pdf)
[3] WHO statement on public disclosure of clinical trial results: Geneva: World Health Organization; 2015 (http://www.who.int/ictrp/results/en/, accessed 21 February 2018).
For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/
J'ai lu et pris connaissance de la politique de l'OMS relative à l'utilisation et à la communication des données collectées par l'OMS dans les Etats Membres en dehors des urgences de santé publique.
Contact Details
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Instrument national de notification 2024
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Coordonnées
Nom de l’État Membre :
United Kingdom of Great Britain and Northern Ireland
Nom de l’autorité nationale désignée :
Sarah Cliff
Titre de l’autorité nationale désignée :
Policy Manager
Institution de l’autorité nationale désignée :
The Department of Health and Social Care
Courriel :
riginao@who.int,sarah.cliff@dhsc.gov.uk,WHOGlobalCode@who.int
Numéro de téléphone :
01132546275
Contemporary issues
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Instrument national de notification 2024
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Les questions marquées d’un * sont obligatoires. Le système ne permettra pas la soumission tant que vous n’aurez pas répondu à toutes les questions obligatoires.
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Questions actuelles sur les migrations et la mobilité des personnels de santé
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Au cours des 3 dernières années, la question du recrutement international des personnels de santé a-t-elle été un sujet de préoccupation pour votre pays ?
Oui, et son intensité diminue
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.
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Au cours des trois dernières années, la question de la dépendance internationale à l’égard des personnels de santé (recrutement international de personnels de santé pour répondre aux besoins nationaux) a-t-elle été un sujet de préoccupation pour votre pays ?
Oui, et son intensité s’accroît
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.
Health Personnel Education
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Instrument national de notification 2024
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Formation et emploi des personnels de santé, et pérennisation des systèmes de santé
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Votre pays prend-il des mesures pour former, employer et fidéliser des personnels de santé et d’aide à la personne adaptés aux conditions propres à votre pays, y compris dans les zones les plus démunies ?
Oui
[Q2x1]
Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:
2.1 Mesures prises pour assurer la pérennité des personnels de santé et d’aide à la personne
2.2 Mesures prises pour remédier à la mauvaise répartition géographique des personnels de santé et d’aide à la personne et pour les fidéliser*
2.3 Autres mesures pertinentes pour former, employer et fidéliser des personnels de santé et d’aide à la personne adaptés aux conditions propres à votre pays
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2.1.1 Mesures prises pour assurer la pérennité des personnels de santé et d’aide à la personne
Prévoir les besoins futurs en personnels de santé et d’aide à la personne afin de guider la planification
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.
Aligner la formation des personnels de santé et d’aide à la personne du pays sur les besoins des systèmes de santé
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.
Améliorer la qualité de la formation et des personnels de santé en fonction des besoins en prestation de services
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.
Créer des possibilités d’emploi adaptées aux besoins de la population en matière de santé
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.
Gérer le recrutement international des personnels de santé
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.
Améliorer la gestion des personnels de santé
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
Dispositions spécifiques relatives à la réglementation et au recrutement des personnels de santé en situation d’urgence
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.
Autres
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Cochez tous les éléments qui s’appliquent pour mesures prises pour remédier à la mauvaise répartition géographique des personnels de santé et d’aide à la personne et pour les fidéliser
2.2.1 Éducation
2.2.2 Réglementation
2.2.3 Incitations
2.2.4 Appui
[Q2x2x1x1]
2.2.1.1 Éducation Mesures
Établissements d’enseignement situés dans des zones rurales/mal desservies
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.
Admission d’étudiants provenant de régions et de communautés rurales/mal desservies
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.
Bourses d’études et aides à l’éducation
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.
Thèmes/programmes d’études pertinents dans les programmes d’éducation et/ou de perfectionnement professionnel
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.
(Ré)orientation des programmes d’éducation vers les soins de santé primaires
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.
Autres
[Q2x2x2x1]
2.2.2.1 Réglementation Mesures
Bourses d’études et aides à l’éducation assorties d’accords de service contractuel
Accords de services obligatoires avec les personnels de santé qui ne sont pas liés à des bourses d’études ou à des aides à l’éducation
Élargissement du champ de pratique des personnels de santé existants
“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.
Partage des tâches entre les différentes catégories professionnelles
Dispositions relatives aux filières permettant, après avoir exercé en milieu rural, d’accéder à une nouvelle profession ou de se spécialiser
Autres
[Q2x2x3x1]
2.2.3.1 Incitations Mesures
Remboursement additionnel
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.
Possibilités de formation
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.
Possibilités de promotion professionnelle ou de développement professionnel
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.
Reconnaissance des compétences professionnelles
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.
Reconnaissance sociale
Possibilité d’accès au statut de résident permanent et/ou à la citoyenneté pour les personnels de santé internationaux
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)
Autres
[Q2x2x4x1]
2.2.4.1 Appui Mesures
Conditions de travail sûres et décentes
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.
Conditions de vie sûres et décentes
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.
Possibilités d’apprentissage à distance/en ligne
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.
Autres
[Q3x1]
Existe-t-il dans votre pays des politiques et/ou des lois spécifiques qui régissent le recrutement international, les migrations et l’intégration des personnels de santé formés à l’étranger ?
Oui
[Q3x1x1]
Veuillez donner davantage d’informations dans l’encadré ci-dessous:
Loi/politique 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.
Loi/politique 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.
Loi/politique 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.
[Q3x2]
Existe-t-il dans votre pays des politiques et/ou des dispositions relatives aux services de télésanté internationaux assurés par des personnels de santé basés à l’étranger ?
Non
[Q3x3]
Votre pays a-t-il constitué une base de données ou une compilation des lois et des réglementations en matière de recrutement et de migrations des personnels de santé internationaux et, le cas échéant, des informations relatives à leur mise en œuvre ?
Non
[Q4]
Considérant le rôle d’autres entités gouvernementales, le Ministère de la santé dispose-t-il de mécanismes (par exemple, des politiques, des processus, une unité) pour assurer le suivi et la coordination entre les secteurs sur les questions liées au recrutement international et aux migrations des personnels de santé ?
Oui
[Q4x1]
Veuillez préciser
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.
[Q5]
Veuillez décrire les mesures prises par votre pays pour mettre en œuvre les recommandations suivantes du Code:
Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:
Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:
5.1 Des mesures ont été prises ou sont envisagées pour modifier les lois ou les politiques relatives aux personnels de santé conformément aux recommandations du 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 Des mesures ont été prises afin de communiquer et de partager l’information sur le recrutement international et les migrations des personnels de santé d’un secteur à l’autre, ainsi que pour faire connaître le Code aux ministères, départements et organismes concernés, au niveau national et/ou infranational.
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 Des mesures ont été prises pour consulter les parties prenantes lors de la prise de décisions et/ou pour les associer aux activités liées au recrutement international des personnels de santé.
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 Les autorités compétentes tiennent des registres sur toutes les agences de recrutement privées de personnels de santé autorisés à exercer sur leur territoire.
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 Les bonnes pratiques, telles que définies par le Code, sont encouragées et promues auprès des agences de recrutement privées.
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 du Code auprès des agences de recrutement privées.
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 Législation ou politique nationale exigeant des pratiques éthiques de la part des agences de recrutement privées, conformément aux principes et aux articles du 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 Certification publique ou privée concernant le respect des pratiques éthiques par les agences de recrutement privées.
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 Autres
5.6 Aucune des réponses ci-dessus
Government Agreements
[INFOxNRI6]
Instrument national de notification 2024
[INFOx3]
Accords entre États relatifs aux migrations ou la mobilité des personnels de santé
[Q6]
Votre pays a-t-il mis en place au niveau national ou infranational des accords et/ou des dispositifs bilatéraux, multilatéraux ou régionaux en matière de recrutement international et/ou de mobilité des personnels de santé ?
Oui
[Q6x1xA]
Veuillez utiliser le tableau ci-dessous pour décrire chacun des accords ou arrangements bilatéraux, régionaux ou multilatéraux en vigueur:
| a. Titre de l’accord | b. Type d’accord | |
|---|---|---|
| Accord 1 | Memorandum of Understanding between the UK and Nepal on the recruitment of health workers | 1 |
| Accord 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 |
| Accord 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 |
| Accord 4 | Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation | 1 |
| Accord 5 | Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation | 1 |
| Accord 6 | UK and India collaboration on healthcare workforce framework agreement | 1 |
| Accord 7 | Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala) | 1 |
| Accord 8 | EU Exit Standstill Provisions | 2 |
| Accord 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 |
| Accord 10 | Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications | 1 |
| Accord 11 | ||
| Accord 12 | ||
| Accord 13 | ||
| Accord 14 | ||
| Accord 15 |
Government Agreements - 6.1 A
[INFOxNRI7]
Instrument national de notification 2024
[Q6x1xAx1]
c. Pays concernés
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
[Q6x1xAx2]
d. Couverture
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Nationale
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
Nationale
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
Nationale
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Nationale
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Nationale
UK and India collaboration on healthcare workforce framework agreement
Nationale
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Infranationale
EU Exit Standstill Provisions
Nationale
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Nationale
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Nationale
[Q6x1xAx2x]
Veuillez saisir les noms des unités infranationales (États, provinces, etc.) impliquées dans cet accord.
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
[Q6x1xAx3]
e. Objet principal de l’accord (cochez toutes les réponses qui s’appliquent)
| Éducation et formation | Coopération dans le domaine de la santé | Promotion de la migration circulaire | Philanthropie ou appui technique | Reconnaissance des qualifications | Recrutement des personnels de santé | Commerce de services | Autre | |
|---|---|---|---|---|---|---|---|---|
| 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 | |||||||
[Q6x1xAx4]
f. Catégories de personnels de santé (cochez toutes les réponses qui s’appliquent)
| Médecins | Personnel infirmier | Sages-femmes | Dentistes | Pharmaciens | Autres (préciser au besoin) | |
|---|---|---|---|---|---|---|
| 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 |
[Q6x1xAx4xoth]
Veuillez préciser catégorie de santé personnels :
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
[Q6x1xAx5]
g. Période de validité
| Année de début | Année de fin | |
|---|---|---|
| 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 |
[Q6x1xAx6]
h. Signataire de l’accord de votre pays
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Ministère de la santé
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
Ministère de la santé
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
Ministère des relations extérieures
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Ministère des relations extérieures
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Ministère des relations extérieures
UK and India collaboration on healthcare workforce framework agreement
Ministère du commerce
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Ministère de la santé
EU Exit Standstill Provisions
Ministère de la santé
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Ministère du commerce
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Ministère du commerce
[Q6x1xAx6x1]
Si le Ministère de la santé n’est pas signataire, a-t-il participé à l’élaboration de l’accord ?
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
Oui
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Oui
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Oui
UK and India collaboration on healthcare workforce framework agreement
Oui
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
Oui
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Oui
[Q6x1xAx7]
i. Signataire de l’accord du ou des pays partenaires
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Ministère du travail
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
Ministère du travail
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
Ministère du travail
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Ministère du travail
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Ministère de la santé
UK and India collaboration on healthcare workforce framework agreement
Ministère de la santé
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Autres:
EU Exit Standstill Provisions
Autres:
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Autres:
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Autres:
[Q6x1xAx7xoth]
Si autre signataire de l'accord de votre pays (Veuillez préciser :)
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
[Q6x1xAx7x1]
Si le Ministère de la santé n’est pas signataire, a-t-il participé à l’élaboration de l’accord ?
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Oui
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
Oui
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
Oui
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Oui
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)
Oui
EU Exit Standstill Provisions
Oui
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Ne sait pas
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Ne sait pas
[Q6x1xAx8]
j. Contenu de l’accord
[Q6x1xAx8x1]
j.i. L’accord contient-il des dispositions en faveur du système de santé de votre pays et du/des pays partenaire(s) ?
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)
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
Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)
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
Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)
UK and India collaboration on healthcare workforce framework agreement
Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)
EU Exit Standstill Provisions
Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)
[Q6x1xAx8x1x]
Veuillez expliquer
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.
[Q6x1xAx8x2]
j.ii. L’accord contient-il des dispositions sur les droits et le bien-être des agents de santé ?
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Oui
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
Oui
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
Oui
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Oui
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Oui
UK and India collaboration on healthcare workforce framework agreement
Oui
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Oui
EU Exit Standstill Provisions
Oui
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Oui
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Oui
[Q6x1xAx8x2x]
Veuillez expliquer
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.
Government Agreements - 6.1 B
[INFOxNRI8]
Instrument national de notification 2024
[Q6x1xB]
Veuillez utiliser le tableau ci-dessous pour décrire la mise en œuvre de chacun des accords ou arrangements bilatéraux, régionaux ou multilatéraux en vigueur
[Q6x1xBx1]
L’accord est-il mis en œuvre ?
Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Oui
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
Non
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
Non
Memorandum of understanding between the UK and Sri Lanka on healthcare cooperation
Non
Memorandum of understanding between the Government of Malaysia and the UK of Great Britain and Northern Ireland on Healthcare Cooperation
Non
UK and India collaboration on healthcare workforce framework agreement
Non
Memorandum of Understanding between the Welsh Government and Norka Roots (Government of Kerala)
Non
EU Exit Standstill Provisions
Oui
Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Oui
Agreement between the Swiss Confederation (Switzerland) and the UK on the Recognition of Professional Qualifications
Non
[Q6x1xBx1x1]
| Première année de mise en œuvre: | |
|---|---|
| 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 | |
[Q6x1xBx2a]
Depuis la mise en œuvre de cet accord, combien de personnels de santé ont quitté votre pays ou y sont entrés en vertu de cet accord ?
Accord: Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
Accord: Memorandum of Understanding between the UK and Nepal on the recruitment of health workers
| Nombre de personnels | |
|---|---|
| Médecins | 0 |
| Personnel infirmier | 41 |
| Sages-femmes | 0 |
| Dentistes | 0 |
| Pharmaciens | 0 |
[Q6x1xBx2h]
Depuis la mise en œuvre de cet accord, combien de personnels de santé ont quitté votre pays ou y sont entrés en vertu de cet accord ?
Accord: EU Exit Standstill Provisions
Accord: EU Exit Standstill Provisions
| Nombre de personnels | |
|---|---|
| Médecins | See annex A |
| Personnel infirmier | See annex A |
| Sages-femmes | See annex A |
| Dentistes | Not available |
| Pharmaciens | Not available |
[Q6x1xBx2i]
Depuis la mise en œuvre de cet accord, combien de personnels de santé ont quitté votre pays ou y sont entrés en vertu de cet accord ?
Accord: Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
Accord: Free trade agreement between Iceland, the Principality of Liechtenstein and the Kingdom of Norway and the United Kingdom of Great Britain and Northern Ireland
| Nombre de personnels | |
|---|---|
| Médecins | Not available |
| Personnel infirmier | Not available |
| Sages-femmes | Not available |
| Dentistes | Not available |
| Pharmaciens | Not available |
| all professions regulated in law | Not available |
[Q6x1xBx3]
Veuillez indiquer si le système de santé de votre pays a bénéficié de l’accord et, le cas échéant, comment.
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
[Q6x1xBx4]
Veuillez indiquer si le système de santé d’un ou de plusieurs autres pays a bénéficié de l’accord et, le cas échéant, comment.
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
[Q6x1xBx5]
Veuillez indiquer si les dispositions relatives aux droits et au bien-être des agents de santé ont été mises en œuvre et, le cas échéant, comment.
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
[Q6x1xBx6]
Veuillez indiquer toute autre information utile sur l’accord (p. ex., contexte, éléments positifs, lacunes et leçons apprises).
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
[Q6x1xBx7]
Texte intégral de l’accord et des documents connexes (plan de mise en œuvre, rapport d’activité, rapport de mise en œuvre, rapport d’évaluation, etc.)
| Télécharger 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
[INFOxNRI9]
Instrument national de notification 2024
[INFOx4]
Responsabilités, droits et pratiques de recrutement
[Q7]
Si votre pays emploie/accueille des personnels de santé internationaux afin qu’ils travaillent dans les secteurs de la santé et de l’aide à la personne, quelles protections juridiques et/ou quels autres mécanismes ont été mis en place pour les personnels de santé migrants et pour veiller à ce qu’ils aient les mêmes droits et les mêmes responsabilités que les personnels de santé formés dans le pays ?
Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:
Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:
Les personnels de santé migrants sont recrutés au moyen de mécanismes qui leur permettent d’apprécier les avantages et les risques que présentent les postes à pourvoir et de prendre des décisions éclairées en temps voulu sur ces emplois.
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.
Les personnels de santé migrants sont engagés, promus et rémunérés d’après des critères objectifs tels que les compétences, le nombre d’années d’expérience et les responsabilités professionnelles, sur la même base que les personnels de santé formés dans le pays.
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.
Les personnels de santé migrants ont les mêmes opportunités que les personnels de santé formés dans le pays pour améliorer leur formation professionnelle, leurs compétences et la progression de leur carrière.
See above re Code of Practice guiding principle on equal opportunities to access further education and training and continuous development.
Des dispositions institutionnelles sont en place pour garantir la sécurité des migrations/de la mobilité et l’intégration des personnels de santé migrants.
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.
Des mesures ont été prises pour promouvoir la migration circulaire des personnels de santé internationaux
Autres mesures (y compris juridiques et administratives) visant à établir des pratiques équitables pour le recrutement et l’emploi des personnels de santé formés à l’étranger et/ou immigrés (veuillez préciser)
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.
Aucune mesure n’a été mise en place
Sans objet – N’accueille/n’emploie pas de personnels de santé étrangers
[Q8]
Si des personnels de santé de votre pays travaillent à l’étranger dans les secteurs de la santé et de l’aide à la personne, veuillez indiquer les mesures qui ont été prises ou qui sont prévues dans votre pays pour garantir un recrutement et un emploi équitables, une migration sans danger, leur retour ; et le recours à la diaspora dans votre pays, ainsi que les difficultés rencontrées.
Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:
Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:
Dispositions pour un recrutement équitable
Dispositions relatives à des contrats de travail décents et à des conditions de travail décentes dans les pays de destination
Dispositions pour une mobilité sans risques
Dispositions pour le retour et la réintégration sur le marché du travail de la santé dans votre pays
Dispositions relatives au recours à la diaspora pour soutenir le système de santé de votre pays
Autres
Aucune mesure n’a été mise en place
Sans objet – Les personnels de santé de mon pays ne travaillent pas à l’étranger
International migration
[INFOxNRI10]
Instrument national de notification 2024
[INFOx5]
Filières des migrations internationales et de la mobilité des personnels de santé
[Q9x1]
9.1 Si votre pays accueille des personnels de santé internationaux pour travailler dans le secteur de la santé et de l’aide à la personne, comment viennent-ils dans votre pays ? (Cochez toutes les réponses qui s’appliquent)
| Demande directe (individuelle) à des fins d’éducation, d’emploi, de commerce, d’immigration ou d’entrée dans le pays | Accords entre États autorisant la mobilité des personnels de santé | Agences de recrutement privées ou recrutement facilité par l’employeur | Mobilité facilitée par des cabinets de conseil privés spécialisés dans l’éducation/l’immigration | Autres filières (veuillez préciser) | Quelle est la filière la plus utilisée ? Veuillez fournir des données quantitatives si elles sont disponibles. | |
|---|---|---|---|---|---|---|
| Médecins | 1 | 1 | 1 | 0 | ||
| Personnel infirmier | 1 | 1 | 1 | 0 | ||
| Sages-femmes | 1 | 1 | 1 | 0 | ||
| Dentistes | 1 | 1 | 1 | 0 | ||
| Pharmaciens | 1 | 1 | 1 | 0 | ||
| Autres métiers | 0 | 0 | 0 | 0 | ||
| Autres métiers | 0 | 0 | 0 | 0 | ||
| Autres métiers | 0 | 0 | 0 | 0 | ||
| Autres métiers | 0 | 0 | 0 | 0 | ||
| Autres métiers | 0 | 0 | 0 | 0 |
[Q9x1oth]
[Q9x2]
9.2 Si des personnels de santé de votre pays travaillent/étudient à l’étranger, comment quittent-ils votre pays ? (Cochez toutes les réponses qui s’appliquent)
| Demande directe (individuelle) à des fins d’éducation, d’emploi, de commerce, d’immigration ou d’entrée dans le pays | Accords entre États autorisant la mobilité des personnels de santé | Agences de recrutement privées ou recrutement facilité par l’employeur | Mobilité facilitée par des cabinets de conseil privés spécialisés dans l’éducation/l’immigration | Autres filières (veuillez préciser) | Quelle est la filière la plus utilisée ? Veuillez fournir des données quantitatives si elles sont disponibles. | |
|---|---|---|---|---|---|---|
| Médecins | 0 | 0 | 0 | 0 | ||
| Personnel infirmier | 0 | 0 | 0 | 0 | ||
| Sages-femmes | 0 | 0 | 0 | 0 | ||
| Dentistes | 0 | 0 | 0 | 0 | ||
| Pharmaciens | 0 | 0 | 0 | 0 | ||
| Autres métiers | 0 | 0 | 0 | 0 | ||
| Autres métiers | 0 | 0 | 0 | 0 | ||
| Autres métiers | 0 | 0 | 0 | 0 | ||
| Autres métiers | 0 | 0 | 0 | 0 | ||
| Autres métiers | 0 | 0 | 0 | 0 |
[Q9x2oth]
Recruitment & migration
[INFOxNRI11]
Instrument national de notification 2024
[INFOx6]
Données relatives au recrutement et aux migrations des personnels de santé internationaux
Il est essentiel d’améliorer la disponibilité et la comparabilité internationale des données pour comprendre et gérer les dynamiques mondiales des migrations des agents de santé. Veuillez consulter votre point focal CNPS, le cas échéant, pour vous assurer que les données rapportées ci-dessous sont conformes aux rapports CNPS*.
(Pour plus de détails sur le point focal CNPS de votre pays, veuillez consulter la version électronique de l’INN ou contacter WHOGlobalCode@who.int)
[Q10]
Votre pays dispose-t-il d’un ou de plusieurs mécanismes ou entités chargés de tenir des registres statistiques sur les personnels de santé nés et formés à l’étranger ?
Oui
[Q10x1]
Où les registres sont-ils conservés ? (Cochez toutes les réponses qui s’appliquent)
Relevés d’emploi ou permis de travail
Base de données des personnels du Ministère de la santé
Registre des personnels de santé autorisés à exercer
Autre
[Q10x1x1]
Veuillez préciser:
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.
[Q10x2]
Le registre comprend-il des données ventilées par sexe sur les personnels de santé nés à l’étranger et/ou formés à l’étranger ?
Oui
Inflow and outflow of health personnel
[INFOxNRI12]
Instrument national de notification 2024
[INFOx7]
Entrée et sortie des personnels de santé
[Q11]
Disposez-vous d’un mécanisme de suivi des entrées et sorties des personnels de santé à destination et en provenance de votre pays ? (Cochez toutes les réponses qui s’appliquent)
Entrée
Sortie
Non
[Q11xI]
Si vous avez répondu « Oui » pour « Entrée » :
Partagez les données sur la plateforme CNPS (indicateur 1-09) par l’intermédiaire du point focal CNPS
[Q11x1]
Combien de personnels de santé formés à l’étranger ou nés à l’étranger ont été nouvellement actifs (de manière temporaire et/ou permanente) dans votre pays au cours des trois dernières années (entrée) ?
| Médecins | Personnel infirmier | Sages-femmes | Dentistes | Pharmaciens | Remarques | |
|---|---|---|---|---|---|---|
| 2021 | ||||||
| 2022 | ||||||
| 2023 | ||||||
| Source des données (p. ex., organisme de réglementation, dossiers d’immigration, permis de travail, etc.) |
[Q11x3]
Si vous disposez d’un document contenant des informations sur les flux d’entrée et de sortie des personnels de santé dans votre pays, veuillez le télécharger.
Stock of health personnel
[INFOxNRI13]
Instrument national de notification 2024
[INFOx8]
Stock de personnels de santé
[Q12x1]
Stock consolidé de personnels de santé, ventilé par pays de formation et de naissance
Pour la dernière année disponible, conformément aux indicateurs 1-07 et 1-08 des comptes nationaux des personnels de santé (CNPS), veuillez fournir des informations sur le stock total de personnels de santé dans votre pays (de préférence la main-d’œuvre active), ventilées par lieu de formation (formés à l’étranger) et par lieu de naissance (nés à l’étranger).
Pour la dernière année disponible, conformément aux indicateurs 1-07 et 1-08 des comptes nationaux des personnels de santé (CNPS), veuillez fournir des informations sur le stock total de personnels de santé dans votre pays (de préférence la main-d’œuvre active), ventilées par lieu de formation (formés à l’étranger) et par lieu de naissance (nés à l’étranger).
[Q12x1a]
Veuillez fournir des données sur le stock de personnels de santé actifs dans votre pays par l’un des moyens suivants:
Partagez les données sur la plateforme CNPS par l’intermédiaire du point focal CNPS
[Q12x1x1x]
Si vous disposez d'un document contenant des informations sur le stock de personnels de santé actifs dans votre pays, leur répartition par lieu de formation et par lieu de naissance, veuillez le télécharger.
[Q12x2]
Veuillez fournir des données sur les dix principaux pays où sont formés les personnels de santé étrangers présents dans votre pays.
Ces informations peuvent être fournies par l’un des deux moyens suivants:
Ces informations peuvent être fournies par l’un des deux moyens suivants:
Partagez les données sur la plateforme CNPS par l’intermédiaire du point focal CNPS
[Q12x2x1x]
Si vous disposez d’un document contenant des informations sur la répartition des personnels de santé formés à l’étranger dans votre pays en fonction de leur pays de formation, veuillez le télécharger.
Technical and financial support
[INFOxNRI14]
Instrument national de notification 2024
[INFOx9]
Appui technique et financier
[Q13]
Votre pays a-t-il fourni une assistance technique ou financière à des pays sources ou à des pays figurant sur la Liste OMS d’appui et de sauvegarde pour les personnels de santé 2023, ou à d’autres pays à revenu faible ou intermédiaire, pour le développement des personnels de santé, le renforcement des systèmes de santé ou la mise en œuvre d’autres recommandations du Code (par exemple, renforcement des données, informations et recherches sur les personnels de santé en vue d’une transposition dans les politiques et la planification, etc.)
Oui
[Q13x]
Veuillez fournir des renseignements supplémentaires ci-dessous (Cochez toutes les réponses qui s’appliquent) :
Appui au développement des personnels de santé (planification, éducation, emploi, fidélisation)
Appui à d’autres éléments du renforcement du système de santé (prestation de services ; systèmes d’information sanitaire ; financement de la santé ; technologies et produits médicaux ; et direction et gouvernance de l’action sanitaire)
Autres domaines d’appui :
[Q13x1]
Appui au développement des personnels de santé (planification, éducation, emploi, fidélisation)
| Pays bénéficiant d’un appui | Type d’appui (veuillez préciser) | |
|---|---|---|
| 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. |
[Q13x2]
Appui à d’autres éléments du renforcement du système de santé (prestation de services ; systèmes d’information sanitaire ; financement de la santé ; technologies et produits médicaux ; et direction et gouvernance de l’action sanitaire)
| Pays bénéficiant d’un appui | Type d’appui (veuillez préciser) | |
|---|---|---|
| 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 |
[Q14]
Votre pays a-t-il reçu une assistance technique ou financière d’un État Membre de l’OMS ou d’autres parties prenantes (par exemple, partenaires de développement, autres agences) pour le développement des personnels de santé, le renforcement des systèmes de santé ou la mise en œuvre d’autres recommandations du Code (par exemple, renforcement des données, information et recherche sur les personnels de santé en vue de leur transposition dans les politiques et la planification, etc.) ?
Non
Constraints, Solutions, and Complementary Comments
[INFOxNRI15]
Instrument national de notification 2024
[INFOx10]
Obstacles, solutions et observations complémentaires
[Q15]
Veuillez énumérer, par ordre de priorité, les trois principaux obstacles à un recrutement international éthique des personnels de santé dans votre pays et proposer des solutions envisageables :
| Principaux obstacles | Solutions/recommandations envisageables | |
|---|---|---|
| 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. |
[Q16]
De quel appui avez-vous besoin pour renforcer l’application du Code?
Appui au renforcement des données et de l’information sur les personnels de santé
Appui au dialogue politique et à l’élaboration des politiques
Appui à l’élaboration d’accords bilatéraux/multilatéraux
Autres
Pas d’appui requis
[Q17]
Étant donné que le Code est un document dynamique qui doit être mis à jour si nécessaire, veuillez nous faire part des réflexions de votre pays sur les 14 années écoulées depuis la résolution sur le Code.
[Q17x1]
Veuillez préciser Le Code est-il utile pour votre pays et, si oui, en quoi ?
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.
[Q17x2]
Y a-t-il des articles du Code qui doivent être mis à jour ?
Oui
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.
[Q17x3]
Le processus de production de rapports sur la mise en œuvre du Code et l’examen de la pertinence et de l’efficacité du Code doivent-ils être mis à jour ?
Non
[Q17x4]
Veuillez formuler des commentaires sur la Liste OMS d’appui et de sauvegarde pour les personnels de santé (par ex., si votre pays est inclus dans la liste, en quoi cela vous a-t-il affecté ; si votre pays fait appel à des personnels de santé internationaux, comment la liste vous a-t-elle affecté ; si votre pays n’est pas dans la liste, comment cela vous a-t-il affecté)
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.
[Q18]
Veuillez communiquer toute autre observation ou tout document complémentaire que vous souhaiteriez fournir concernant le recrutement international et les migrations des personnels de santé, dans le cadre de la mise en œuvre du Code.
Veuillez expliquer OU télécharger un document (taille maximale du fichier 10 Mo)
Veuillez expliquer OU télécharger un document (taille maximale du fichier 10 Mo)
[Q18x1]
No comment
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