Health and social care personnel - international recruitment: updated code of practice

Health Workforce Development and Health Systems Sustainability

The WHO estimates a projected shortfall of 11 million health workers by 2030 in low- and lower-middle income countries to achieve UHC. The WHO Expert Advisory Group (see the WHO Global Code of Practice on the International Recruitment of Health Personnel (A73/9)) urges all WHO Member States to mobilise the necessary investments in the education, recruitment and retention of health workers to effectively deliver UHC.

This Code of Practice sets out the Scottish Government’s approach to safeguarding against active recruitment from countries with the greatest UHC related health workforce vulnerability, as well as supporting health workforce development and health systems sustainability. There are different mechanisms through which the UK support is provided in low income and lower middle-income countries.

Government-to-government Partnership Agreements with the UK

A government-to-government partnership agreement is established through a memorandum of understanding (MoU) signed by DHSC on behalf of the UK government and the partner country’s government. These types of agreements enable recruitment of health and care staff in a managed and mutually beneficial way. Each individual MoU will depend on the partner country’s health workforce needs and context.

Government-to-government agreements:

• Provide opportunities for collaboration and mutual benefit
• Should ensure that migration to the UK does not exacerbate domestic workforce shortages. The agreement should seek to strengthen health workforce development in the country of origin
• Can allow managed recruitment in red list countries. This may be particularly beneficial where there are high rates of individuals making direct applications, giving the sending government greater control and oversight of migration. The agreement can include provisions to strengthen the health or care workforce in the country of origin, whether through education, investment in jobs or other forms of support

In agreeing these government-to-government agreements, the UK will engage with relevant stakeholders in partner countries.

Government-to-government agreements will be based on the latest evidence, including, for those on the red list, a health labour market analysis. The UK will notify WHO of partnership agreements through the WHO Global Code of Practice monitoring processes to support good practice

Case study 1: UK-Philippines Memorandum of Understanding (MoU)

The UK and the Philippines have a long-established bilateral relationship on healthcare workforce recruitment. In October 2021 a new UK-Philippines MoU was signed to reaffirm the ongoing partnership. The MoU formalises the relationship at Government level for Filipino nurses to work in the NHS, ensuring they are

• Recruited ethically
• Supported to reach their full potential
• Their mental and physical wellbeing is protected.

The MoU also allows recruitment to the UK to be managed, minimising risks to the Philippine’s health system.

Educating, training and developing the health workforce

In Scotland, NHS Boards and NHS staff also organise and participate in a number of training and exchange programmes which support healthcare services both in Scotland and in partner countries.

An example of an educational programme which bring doctors and nurses to the UK to work, often with a view to returning to their countries of origin with improved clinical skills are provided below.

Case Study 2 - Medical Training Initiative

The Medical Training Initiative (MTI) is a successful programme aiming to improve the skills of the medical workforce in low- and middle- income countries. Sponsored by the Academy of Medical Royal Colleges it provides places prioritised for doctors from low and lower middle-income countries to experience training and development in the NHS for up to two years.

Doctors should return to their home countries where service users and colleagues benefit from the skills and experience, they have obtained in the UK.

UK’s Official Development Assistance for human resources for health

In eligible countries, the UK provides Official Development Assistance (ODA) to reduce poverty, tackle instability and create prosperity in developing countries. UK ODA investments in health systems support low and lower middle-income countries to make progress towards UHC and wider health-related sustainable development goals. 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

Human resources support is also provided through centrally managed, multi-country programmes and through multilateral institutions such as:

• The Global Fund
• Gavi, the Vaccine Alliance
• Global Financing Facility
• The World Bank
• The WHO
• Other UN agencies

ODA-funded research programmes build understanding on how to invest in sustainable and resilient health workforces in different settings.