Building the NHS nursing workforce in England

Buchan, James; Bell, Jane; Shembavnekar, Nihar; Charlesworth, Anita

doi:10.37829/hf-2020-rc14

Cited by 48 publications

(61 citation statements)

References 2 publications

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“…Data from the Nursing and Midwifery Council show that an inflow of nurses and midwives from the EU into the UK until 2016 (which accounts for almost all the growth on the register from 2013 to 2016) has become a net outflow ever since (Nursing and Midwifery Council, 2019). Although there has been a significant increase in non-EU nationals, mainly from India and the Philippines, joining the UK nursing workforce, overall numbers joining the register having trained overseas remain below those in 2016 (Buchan et al ., 2019). In November 2019, there were over 100,000 vacancies across NHS England (The Health Foundation, The King's Fund, and Nuffield Trust, 2018), of which almost 44,000 were in nursing, representing 12% of the nursing workforce, according to the Health Foundation (Buchan et al ., 2019).…”

Section: Analysis and Discussionmentioning

confidence: 99%

“…Although there has been a significant increase in non-EU nationals, mainly from India and the Philippines, joining the UK nursing workforce, overall numbers joining the register having trained overseas remain below those in 2016 (Buchan et al ., 2019). In November 2019, there were over 100,000 vacancies across NHS England (The Health Foundation, The King's Fund, and Nuffield Trust, 2018), of which almost 44,000 were in nursing, representing 12% of the nursing workforce, according to the Health Foundation (Buchan et al ., 2019). The Coronavirus Act 2020 allowed for emergency measures to plug some gaps, for instance drawing on health professional students and recently retired staff.…”

Section: Analysis and Discussionmentioning

confidence: 99%

“…The terms on which non-national NHS staff live and work in the UK under the new EU−UK relationship will be significantly less secure than those for EU nationals migrating within the EU, as they will be based only on UK domestic law. The lack of detail on this makes it difficult to estimate how many who come to the UK will choose to stay and work in the NHS following registration (Buchan et al ., 2019).…”

Section: Analysis and Discussionmentioning

confidence: 99%

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Assessing the potential impact on health of the UK's future relationship agreement with the EU: analysis of the negotiating positions

Fahy

Hervey

Dayan

et al. 2020

HEPL

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While policy attention is understandably diverted to COVID-19, the end of the UK's post-Brexit ‘transition period’ remains 31 December 2020. All forms of future EU−UK relationship are worse for health than EU membership, but analysis of the negotiating texts shows some forms are better than others. The likely outcomes involve major negative effects for NHS staffing, funding for health and social care, and capital financing for the NHS; and for UK global leadership and influence. We expect minor negative effects for cross border healthcare (except in Northern Ireland); research collaboration; and data sharing, such as the Early Warning and Response System for health threats. Despite political narratives, the legal texts show that the UK seeks de facto continuity in selected key areas for pharmaceuticals, medical devices, and equipment [including personal protective equipment (PPE)], especially clinical trials, pharmacovigilance, and batch-testing. The UK will be excluded from economies of scale of EU membership, e.g. joint procurement programmes as used recently for PPE. Above all, there is a major risk of reaching an agreement with significant adverse effects for health, without meaningful oversight by or input from the UK Parliament, or other health policy stakeholders.

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Section: Analysis and Discussionmentioning

confidence: 99%

Section: Analysis and Discussionmentioning

confidence: 99%

Section: Analysis and Discussionmentioning

confidence: 99%

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Assessing the potential impact on health of the UK's future relationship agreement with the EU: analysis of the negotiating positions

Fahy

Hervey

Dayan

et al. 2020

HEPL

View full text Add to dashboard Cite

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“…These systemic vulnerabilities made it harder for the UK to adapt and cope with COVID-19. 258 Opportunities to improve health in the recovery Good health is an asset. It is necessary for a prosperous and flourishing society as it enables people to participate in and contribute to society in different ways.…”

Section: Managing the Risk To Future Healthmentioning

confidence: 99%

Unequal pandemic, fairer recovery: The COVID-19 impact inquiry report

Suleman¹,

Sonthalia²,

Webb³

et al. 2021

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Unequal pandemic, fairer recovery: The COVID-19 impact inquiry report 2 48 5. The experiences of some groups disproportionately affected by the pandemic Some groups have faced disproportionate hardship and poorer health outcomes than others. This section looks at how the pandemic has affected the lives of four groups: care home residents, disabled people, ethnic minority communities and young people. 6. Public perceptions of COVID-19 and health inequalitiesTo inform this inquiry, the Health Foundation worked with consulting company Kantar Public to explore public attitudes to, and experiences of, health inequalities and the pandemic. 7. Recovery: risks and opportunitiesThe pandemic risks casting a long shadow over the nation's future health. This section highlights the main risks and how these might be mitigated. 8. ConclusionsThe conclusions of the inquiry point to the need for action in two main areas. First, immediate action to address the harm caused by the pandemic. Second, supporting longer term change to prevent future deterioration of health. References 79Acknowledgements 91 * Excess deaths measure additional deaths over a time period compared with the number of deaths usually expected. We measure the deaths caused by the pandemic in excess deaths instead of registered COVID-19 deaths due to discrepancies in the way COVID-19 deaths are recorded.Unequal pandemic, fairer recovery: The COVID-19 impact inquiry report 5 Changes to the determinants of health 4 * This information was provided by Nadine Smith who conducted interviews with workers at Changing Lives charity as part of research commissioned by the Health Foundation.

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“…A 2019 report conducted by the Health Foundation highlighted that while there has been an increase in the number of hospital-based doctors, the number of GPs has reduced 6 ; National Health Service (NHS) staff retention has worsened since 2011/2012 and, despite this being a UK government priority, there has been no improvement in retention in recent years. 6 Prior to the 2015 elections, the UK government promised 5000 more doctors in primary care by 2020. 7 However, recent data from regional and national surveys indicate the number of full-time equivalent GPs per 1000 patients continues to decline.…”

Section: Introductionmentioning

confidence: 99%

Rates of turnover among general practitioners: a retrospective study of all English general practices between 2007 and 2019

et al. 2021

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ObjectiveTo quantify general practitioners’ (GPs’) turnover in England between 2007 and 2019, describe trends over time, regional differences and associations with social deprivation or other practice characteristics.DesignA retrospective study of annual cross-sectional data.SettingAll general practices in England (8085 in 2007, 6598 in 2019).MethodsWe calculated turnover rates, defined as the proportion of GPs leaving a practice. Rates and their median, 25th and 75th percentiles were calculated by year and region. The proportion of practices with persistent high turnover (>10%) over consecutive years were also calculated. A negative binomial regression model assessed the association between turnover and social deprivation or other practice characteristics.ResultsTurnover rates increased over time. The 75th percentile in 2009 was 11%, but increased to 14% in 2019. The highest turnover rate was observed in 2013–2014, corresponding to the 75th percentile of 18.2%. Over time, regions experienced increases in turnover rates, although it varied across English regions. The proportion of practices with high (10% to 40%) turnover within a year almost doubled from 14% in 2009 to 27% in 2019. A rise in the number of practices with persistent high turnover (>10%) for at least three consecutive years was also observed, from 2.7% (2.3%–3.1%) in 2007 to 6.3% (5.7%–6.9%) in 2017. The statistical analyses revealed that practice-area deprivation was moderately associated with turnover rate, with practices in the most deprived area having higher turnover rates compared with practices in the least deprived areas (incidence rate ratios 1.09; 95% CI 1.06 to 1.13).ConclusionsGP turnover has increased in the last decade nationally, with regional variability. Greater attention to GP turnover is needed, in the most deprived areas in particular, where GPs often need to deal with more complex health needs. There is a large cost associated with GP turnover and practices with very high persistent turnover need to be further researched, and the causes behind this identified, to allow support strategies and policies to be developed.

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Building the NHS nursing workforce in England

Cited by 48 publications

References 2 publications

Assessing the potential impact on health of the UK's future relationship agreement with the EU: analysis of the negotiating positions

Assessing the potential impact on health of the UK's future relationship agreement with the EU: analysis of the negotiating positions

Unequal pandemic, fairer recovery: The COVID-19 impact inquiry report

Rates of turnover among general practitioners: a retrospective study of all English general practices between 2007 and 2019

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