The UK government has now published its strategy for the NHS, the ‘NHS Long Term Workforce Plan’, which it calls ‘a strategic direction for the long term, as well as concrete and pragmatic action to be taken locally, regionally and nationally in the short to medium term’ (NHS England, 2023).
The document is divided into three main areas: training, retention and reform. It pledges to double the number of medical school training places to 15000 a year by 2031/32, increase the number of GP training places by 50% to 6000 by the same period, provide ‘flexible opportunities’ for prospective retirees, modernise the NHS pension scheme and provide ongoing funding for CPD for nurses, midwives and allied health professionals. There is an intention to focus on ‘expanding enhanced, advanced and associate roles’, increasing numbers of staff from 1–5%, with 6300 starting advanced practice pathways by the end of the Plan.
In a speech, Prime Minister Rishi Sunak said, ‘This is a 15-year plan to deliver the biggest ever expansion in the number of doctors and nurses that we train and a plan to reform the NHS so we deliver better care in a changing world. And a plan that not only eases the pressures today…but protects this precious national institution for the long term. This is the NHS's own plan. And the government is proud to back it…funding the expansion of education and training for the first 5 years in full…with over £2.4 billion of additional investment. You can trust this government with the NHS.’
The immediate response from commentators and NHS organisations was that the document and its emphasis on staff training and retention is welcome, but that it may have come too late as the health service has been facing these issues for a significant period. It was suggested that the continued lack of attention to social care is a serious omission. According to Nadra Ahmed, co-convenor of the Cavendish Coalition, ‘To enable a truly effective service integration between health and social care, recognition of staff's skills and the ability to attract new entrants to care, we need a similar, fully funded plan for the care sector. Until there is parity between health and care, the sector will be unable to attract and retain individuals to its workforce or provide the level of service our communities deserve, and leaders are keen to deliver.’
The government may now be promising to address the NHS workforce challenges, but it is hard to see how this strategy will close the gaps that have emerged after years of inaction and under-funding.