Third Report - Workforce: recruitment, training and retention in health and social care
Select Committee
Health and Social Care Committee
HC 115
25 July 2022
Government Response (AI assessment · 49 of 73 classified)
Accepted
7
Acknowledged
13
Deferred
5
Rejected
11
Government response
Sixth Special Report - Government Response to the Committee’s Report on Workforce: recruitment, training and retention in health and social care · published 21 Apr 2023
Recommendations & Conclusions
7 results
1
Conclusion
Accepted
Para 27
Lay objective, transparent, independently audited workforce projection reports for health and social care.
Conclusion
We welcome the previous Secretary of State’s determination to meet his duties under section 41 of the Health and Care Act. To meet these duties, the new Secretary of State must lay before Parliament objective, transparent and independently audited reports …
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Government Response Summary
The government committed to publishing a Long Term Workforce Plan shortly, which will include independently-verified projections for doctors, nurses, and other professionals needed in 5, 10, and 15 years, building on the HEE strategic framework.
Department of Health and Social Care
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2
Recommendation
Accepted
Publish comprehensive NHS workforce strategy report with gap analysis and future projections.
Recommendation
Without full and frank transparency on projected workforce gaps, the public and NHS staff can have little confidence that the Government has grasped the depth of the workforce crisis, and little confidence in Framework 15 or the NHS workforce strategy. …
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Government Response Summary
The government agrees with the recommendation for robust, long-term workforce planning and has commissioned the NHS England Long Term Workforce Plan, which will include independently-verified projections for 5, 10, and 15 years and is committed to publishing it shortly.
Department of Health and Social Care
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4
Recommendation
Accepted
Para 42
Re-recruiting medical retirees challenging without addressing pensions and poor workplace cultures.
Recommendation
It will not be possible to re-recruit those who have voluntarily surrendered their medical licences without addressing the factors which caused them to do so. For many retirees, this means addressing pensions and the development of “retire and return” policies, …
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Government Response Summary
The government agrees with the need to address these factors, highlighting existing initiatives like the NHS People Plan and "Our Plan for Patients" which commit to increasing pension flexibilities, supporting overseas staff registration, and expanding recruitment to retain NHS staff.
Department of Health and Social Care
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7
Recommendation
Accepted
Para 56
Implement immediate recruitment and retention actions in maternity services for positive birthing experiences.
Recommendation
Maternity services in England and Wales are under unsustainable pressure. We welcome the commitments that the Government has made in response to the Ockenden report, whilst recognising that these changes will come too late for some mothers and babies. The …
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Government Response Summary
The NHS is allocating £127 million to trusts to boost staffing numbers and improve leadership, training and working culture, funding an e-rostering tool, and investing in training for staff. They have also increased midwifery training places by 26% since 2017, launched a recruitment campaign, and provided financial support for childcare costs.
Department of Health and Social Care
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21
Recommendation
Accepted
Para 88
Insufficient NHS workforce modelling fails to account for impact of flexible working.
Recommendation
Managed well, the trend towards less-than-full-time and flexible working will be a powerful force in making the NHS a more attractive employer. However, in order to maintain standards of care for patients and offer truly flexible working to staff, the …
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Government Response Summary
The government accepted the recommendation, stating they have commissioned the NHS England Long Term Workforce Plan and the HEE Framework 15 to provide independently-verified projections for 5, 10, and 15 years, committing to publishing it shortly.
Department of Health and Social Care
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66
Conclusion
Accepted
Para 218
Wider market forces impede health and social care worker recruitment and retention.
Conclusion
Wider market forces, including the rising cost of living, a lack of affordable housing, and a lack of public transport in remote locations are having an impact on the recruitment and retention of health and social care workers. These issues …
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Government Response Summary
The government agrees with the statement, detailing existing and announced support for the cost of living, including energy bill relief and wider support, and referencing the £11.5 billion Affordable Homes Programme to address housing issues.
Department of Health and Social Care
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72
Conclusion
Accepted
Para 234
Require Labour Market Enforcement bodies to disseminate employment rights information in social care.
Conclusion
Labour Market Enforcement bodies must work closely with external partners in social care to find ways to disseminate information and raise awareness about employment rights and the enforcement powers of Labour Market Enforcement bodies among employers (including those receiving direct …
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Government Response Summary
The government agrees with the recommendation, stating that Labour Market Enforcement bodies already have an active, ongoing programme of engagement with external partners in the social care sector to disseminate information about employment rights and enforcement powers.
Department of Health and Social Care
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