As we transition from summer to autumn, there have been several key updates which this newsletter explores, notably, the publication of the 10 Point Plan to improve the lives of resident doctors, and a call for evidence for the 10 Year Workforce Plan. As well as important work on how London is driving forward the 10 Year Plan’s three key shifts.  

NHS 10 Year Plan 

This month saw the release of the 10 Year Health Plan, and the commitment to a refreshed workforce plan to be published later this year. Delivery of the plan will require a skilled, supported, sustainable health and care workforce. Through our collective work across London and in collaboration with the London People Board we must continue to work to create a culture where people feel supported and valued through unprecedented transformation and change. 

Delivery of the digital transformation set out in the plan will require skills to transform and reform the health and care system at scale and pace whilst maintaining and improving service delivery. We must embrace digital transformation at all levels – through skills, scaling, automation, and AI. The Digital Workforce subgroup of the London People Board meets this month and is driving this work forward with stakeholders from region, systems and providers. 

We must also protect equity and reduce health and wider inequalities through this change, supporting our current and future workforce into neighbourhood teams with new skills, roles and ways of working and reforming education to meet the future healthcare vision. Our Integrated Neighbourhood Teams workforce workshop on 24th July will be key to shaping our workforce response to delivering this exciting programme of change across the capital. 

Please visit this website to read the plan in full.

 

Neighbourhood Health Service 

Alongside workforce, the move towards neighbourhood health services is a central theme in the 10 Year Health Plan. Work is already underway with initial planning stages for London being led by Andrew Bland, CEO of NHS South East London Integrated Care Board (ICB). To read more, please visit this web page. 

Further details of how to get involved will be shared in future editions of this newsletter.

The London People Board continues to play a vital role in driving alignment across regional and system workforce agendas. With dedicated subgroups now focused on digital skills, health and wellbeing, and leadership, the board remains a critical forum for collaboration and innovation.  

At our last meeting in mid-September, Jo Lenaghan, Interim Director General of People, joined us to discuss, how we can enable the delivery of the 10 Year Plan’s three shifts (hospital to community, analogue to digital, and sickness to prevention) through work on integrated neighbourhood teams, workforce transformation, and digital support.  

To read more, you can access the meeting minutes here.  

Our thanks to all those contributing to this important work. We look forward to hearing your reflections and welcome your feedback on how we can continue to shape and improve our future briefings.   

To learn more about the board and the work we have been doing, please visit this page. 

 

10 Year Workforce Plan Call for Evidence Launched 

A call for evidence was launched on Friday the 26th of September, to run for 6 weeks and closing on the 7th of November, asking NHS partners and stakeholders to support the development of the 10 Year Workforce Plan. 

This is an opportunity to contribute directly to the plan’s development as we look to understand how we will bring through sufficient numbers of people, with the skills the NHS will need, in a reformed system that has delivered the three shifts set out in the 10 Year Health Plan. 

We are asking for examples of best practice and innovation that can be scaled to meet the 10 Year Health Plan ambitions, as well as feedback on our research and modelling. 

This plan aims to create a sustainable workforce that is fit for the future, ensuring the NHS has the right people, in the right roles, with the right skills, so that every patient receives world-class care whenever they need it. It will support staff to work flexibly, grow their skills, and feel fulfilment in their careers.   

We will need the insight and expertise of our partners to ensure this work is robust and evidence based. Together we can create a workforce plan that empowers staff, delivers world-class care, and secures the future of the NHS for decades to come.

Access Call for Evidence Portal Here.

 

Equality, Diversity and Inclusion (EDI) and the EDI Subgroup of London People Board  

 

Inclusion Showcase Event – Thursday the 16th of October 2025  

Whether you lead people, shape strategy, or champion inclusion on the ground, this is your moment to connect, contribute, and lead real change. Be part of the Inclusion Showcase on Thursday the 16th of October 2025.  

Listen to experts, collaborate with peers, and discover practical tools that can help you drive equity across your organisation.  

October marks five years since the launch of the London Workforce Race Strategy, and we’re proud to host an Inclusion Showcase Event to celebrate the progress made and share the innovative work being carried out across London to evaluate this strategy.   

When: Thursday the 16th of October 2025  

Location: (Venue details provided upon registration)  

Time: 09:30 to 15:30  

A light lunch will be provided (dietary needs to be captured via registration form).  

This event reflects our continued commitment to supporting and scaling inclusive practices across London’s health and care system. The showcase will feature key programmes and collaborations, including:  

• London Workforce Race Strategy Evaluation – by Ipsos and Sea Change  

• Workforce Integration Network (WIN) Design Lab – in collaboration with Greater London Authority (GLA) 

• Clinical Leadership – Pulse Network update  

• London Anti-Racism Collaboration for Health  

• Sexual Safety for London – key updates  

• Disability Inclusion – Calibre Leadership Programme progress  

Who should attend?  

• Chief People Officers / People Leads  

• EDI Leads  

• Organisational Development Practitioners  

• Clinical Leads (Nursing, Midwifery, Allied Health Professionals, Doctors, Health Care Scientists, etc.)  

• Primary Care Leads  

Register to attend   

Please note: Due to venue security and capacity, all attendees must register in advance. We encourage you to share this with colleagues and stakeholders involved in workforce transformation and inclusive practice.  

  

  

WRES / WDES Progress Update: Progress made, but work is far from done  

The latest Workforce Race Equality Standard (WRES) and Workforce Disability Equality Standard (WDES) reports indicate steady progress; however, some of the wicked challenges remain namely disciplinary.    

WRES:  

• Improvements in representation and career progression.  

• Concerning decline in disciplinary outcomes – the first negative shift in this area in two years.  

WDES:  

• Year-on-year gains in declaration rates, reduction in harassment, and improved career progression.  

While the trends are encouraging, progress remains slow. Persistent inequities require sustained and focused effort, particularly in ensuring accountability and expanding efforts to include other protected characteristics.  

  

Chief People Officer/EDI Leads session update 

Thank you to those who attended and contributed to the rich discussion. We have amended the 4 pillars down to 3, which are:  

• Pillar 1: Leadership and Accountability – Embedding inclusive leadership and measurable responsibility.  

• Pillar 2: Strategic EDI: Culture, Justice and Behaviours – Integrating EDI into strategy and ensuring fair, inclusive practices.  

• Pillar 3: Empowering and Developing Our People – Creating equitable growth and advancement opportunities.  

We are seeking volunteers to shape this work and have so far had volunteers who wish to progress forward with pillars 1 and 2. We are still seeking support for pillar 3 that will enable us to both respond to the existing mandated work, such as WRES /WDES, but will also be a catalyst for us to think beyond the controls and have mechanisms to support our workforce based on the unique challenges and experiences that we identify.  

  

  

Calibre Disability Leadership Programme 2025  

As part of improving the WDES metrics, the Calibre Disability Leadership programme is a CPD accredited course designed to enhance the careers of disabled staff. Thus far, we have delivered successful cohorts to North East London ICB , North West London ICB and North Central London ICB. The sessions for South East London ICB are about to start mid-September, with preparation underway for the fifth and final cohort for South West London ICB starting mid-October.   

This year’s Calibre Disability Leadership Programme has had;  

• More than 25 trusts take part  

• Over 100 applications  

• Graduation planned for early 2026  

Applications for South West London are still open, but anyone else who is interested, please contact rezwana.juhe@nhs.net to be added to the waiting list for the programme next year.   

  

  

We Launched the Core Managers Programme: Sexual Safety in Healthcare  

The profile of sexual safety at work has never been greater. In September 2023, NHS England launched its first-ever Sexual Safety Charter, reinforcing our commitment to creating safe and respectful workplaces.  

Building on this, throughout 2025 the EDI team in NHS England, London, has been developing a course to support line managers and supervisors. This programme is designed to:  

• Equip managers with the skills to respond effectively to unwanted, inappropriate, or harmful sexual behaviours in the workplace.  

• Provide practical strategies to create environments that reduce and ultimately eliminate such behaviours, fostering a culture of respect and psychological safety.  

• Our Sexual Safety in Healthcare course offers a comprehensive learning and development experience. It has been curated by the authors of the Surviving Healthcare Report (survivinginscrubs.co.uk) Dr Becky Cox and Dr Chelcie Jewitt, who will attend the launch.  

•  At the launch, we also shared good employer practice on supporting staff experiencing domestic violence.  

  

  

Core Managers ‘100’ Campaign  

Join the Core Managers ‘100’ Campaign – Be the Change in Your Workplace  

Are you ready to:  

• Improve your workplace culture?  

• Deepen your understanding of the diverse cultures within the NHS?  

• Become a more effective ally and active bystander?  

• Strengthen your compassionate and inclusive leadership skills?  

If so, the Core Managers Programme is for you!  

This free online training is available to all NHS staff and offers a suite of seven short self-directed courses designed to build inclusive, compassionate workplaces and support behavioural change, ultimately leading to better patient care and greater trust in healthcare settings.  

   

What’s new?  

Next month, the NHS London People and Culture, EDI team is launching the Core Managers ‘100’ Campaign. The goal? To encourage 100 staff per NHS trust or organisation in London to sign up and complete the programme.  

By joining, you’ll become part of a growing network of Core Managers sharing learning, supporting each other, and driving positive change in workplace culture.  

   

What’s in the programme?  

• Seven flexible online short courses  

• Start with the Inclusive Leadership course (required before others)  

• Designed for line managers and supervisors who want to lead with compassion, inclusion, and belonging  

This initiative supports Recommendation 8 of the London Workforce Race Strategy and aims to create a ‘critical mass’ of enlightened staff who can influence and transform NHS culture from within.  

  

Ready to join?  

Hundreds of colleagues across London have already taken part. Don’t miss your chance to be part of this movement.  

Register here (Core Managers Programme)  

Let’s build a more inclusive NHS, one Core Manager at a time.  

 

 

 

 

NHS London Talent Escalator   

  

Since 2023, the NHS England London People and Culture EDI team has supported the scale-up of successful EDI innovation pilots.   

In 2025, two NHS trusts collaborated to launch the Talent Escalator, a two-stage career development pathway for ethnically minoritised staff, thereby providing a rich source of talent for the region.   

 

Stage 1: Black and Minority Ethnic (BME) Career Development Programme for London   

Led by: Whittington Health NHS Trust   

Funded by: Once4London Equity Initiatives   

Duration: September – December 2025   

Participants: 50 staff across NHS organisations and Primary Care in London  

Focus:  

• Career development skills 

• NHS system knowledge 

• Networking and peer support 

• Confidence building and leadership development   

Delivery: Expert-led modules and structured learning   

   

Stage 2: Healthcare Leaders Fellowship Development Programme   

Led by: Imperial College Healthcare NHS Trust   

Planned Start: Early 2026   

Funded by: Once4London Equity Initiatives   

Participants: 200 across North West London and North Central London   

Focus:  

• Reducing disparities in career progression 

• Empowering managers to support BME staff 

• Creating inclusive environments for future leaders 

• Scaling proven development models across North West and North Central London and beyond 

   

To find out more, please contact: england.london.racestrategy@nhs.net  

  

  

  

WIN Design Lab Programme – Update and Opportunities for NHS Trusts 

We’re pleased to share an update on the WIN Design Lab programme, a bespoke, design-led, 10-month EDI initiative. The programme is delivered in a collaboration between the London region’s EDI team and the GLA and aims to support NHS organisations in embedding sustainable EDI change.  

 

New Opportunity – 10 Places Available  

We’re excited to announce that 10 new places will be available for NHS trusts to join the next cohort of the WIN Design Lab programme. The London region EDI team is working closely with the WIN Lab team to finalise details, and further information will be shared shortly.  

 

Legacy Offer – Continued Support for Previous Participants  

In addition to the new cohort, we will continue to support the trusts that participated in the January 2021 cohort through a legacy offer. These organisations include:  

• King’s College Hospital NHS Foundation Trust  

• West London NHS Trust  

• NHS North Central London ICB  

• Guy’s and St Thomas’ NHS Foundation Trust  

• North East London NHS Foundation Trust  

• Oxleas NHS Foundation Trust  

• Royal Free London NHS Foundation Trust  

• Barts Health NHS Trust  

• NHS Blood and Transplant  

• Great Ormond Street Hospital  

• Imperial College Healthcare NHS Trust  

 

We look forward to working with both new and returning organisations to drive forward meaningful and lasting EDI transformation.  

If you have any questions or would like to express interest in the upcoming cohort, please don’t hesitate to get in touch with the EDI team.  

  

Inclusive Talent Brokerage (ITB) Programme 

The GLA’s Workforce Integration Network is launching the new Inclusive Talent Brokerage (ITB) Programme to help London-based employers build diverse and skilled workforces. The programme matches employers with job-ready talent from underrepresented backgrounds, providing an additional recruitment solution and driving inclusive growth across the capital.   

Participating employers will obtain the following benefits:   

• Direct access to a pool of diverse, skilled candidates ready to fill vacancies.   

• Complimentary job brokerage service with no associated costs.   

• Guidance to enhance inclusive recruitment practices.   

• Collaborative recruitment by building relationships with community-based organisations to establish partnerships to access suitable candidates.  

If you have any questions, please email workforceintegrationnetwork@london.gov.uk. 

London Simulation Network Update  

The Workforce, Training, and Education medical workforce team would like to welcome Asanga Fernando to the team. Asanga will be starting with us on the 1st of October as the Training Programme Director for Simulation. Asanga is a Consultant Psychiatrist specialising in the care of cancer patients.  

  

He has clinical leadership, research, and educational roles in cancer care and psychiatry at St George’s in south London. He has experience and expertise in integrating mental health and physical healthcare and translating policy into practice by setting up clinical services and pathways.  

He has been passionate about innovation in education for decades and has held educational roles throughout his medical career, including at the South London and Maudsley, where he also held senior roles at Maudsley Simulation. Asanga has been Clinical Director for Simulation at St George’s Hospital for the last 6 years, where he has collaboratively set up several inter-professional educational programmes encouraging a human factors and patient safety-led approach across subjects. He is an honorary senior lecturer and has extensive research and quality improvement experience and has previously also worked on mental health policy nationally. 

He is particularly keen, with the London Simulation Network’s help, to build a collaborative community, whilst preparing it for the future by optimising the simulation response to the clinical, workforce, and technological challenges of today’s NHS in London. He is looking forward to working with you all!  

  

London Simulation Network meeting  

  

The NHS medical workforce team held their most recent London Simulation Network (LSN) meeting on the 4th of September. The meeting was well attended, and the chat was dynamic. Thank you to those who shared links. We would also like to thank Kristine Damberg, Shreena Shah, and Tom Pepper for presenting to the group.  

 

The presentations were:   

• Internal Medicine Stage 2 Simulation Group 1 Specialties: Shreena Shah, a Physician in Acute and General Internal Medicine from Chelsea and Westminster Hospital, presented an update on the stage 2 simulation training programme, outlining curriculum changes, successes, challenges, funding processes, and actions for trusts.  

• Maxillofacial Dental Core Trainee Simulation Programme: Tom Pepper, Director and consultant from King’s College Hospital, presented the design, outcomes, and future plans for a simulation training programme for maxillofacial dental core trainees at King’s College, with discussion on human factors, resource challenges, and potential for in situ simulation.  

• Embedding Environmental Sustainability in Healthcare Simulation: Kristine Damberg, Senior Simulation Practitioner from St George’s, Epsom and St Helier, delivered a comprehensive presentation on integrating environmental sustainability into simulation-based education at Epsom St Helier, detailing educational strategies, operational changes, and collaborative initiatives, followed by a discussion on faculty development and adaptation to climate impacts.  

 

The London Simulation Network Future NHS workspace is now live and has been shared with LSN members: London Simulation Network – Futures.

Please contact the LSN team if you have any questions: England.LSN@nhs.net

 

Specialty and Specialist (SAS) Doctor Development Across London  

NHS England funds a number of training initiatives through the London trusts for SAS doctors. The medical workforce team was excited to receive activity reports from the trusts providing details of the wide variety of training they have been hosting, supporting the growing number of SAS doctors.   

In the previous financial year, the courses, conferences, and training hosted by trusts have supported many SAS doctors to receive training related to coaching, leadership, communication, management, and teaching. The courses also include training tailored to improve their skills in teaching, presenting, and facilitating.  It was also inspiring to see the number of courses focused on equality, diversity, and inclusion, including Understand the different dimensions of culture. As well as focusing on wellbeing and resilience, topics such as burnout, team bonding games, and wellbeing days are being included on the agenda.   

  

SAS Tutor and Advocate Away Day – 9th October 2025, Thursday  

Marion Norbrook, NHS England SAS Clinical Lead, would like to welcome London SAS tutors and advocates to the annual London SAS Tutors and Advocates Away Day.

Please register for the event by completing the form here: https://forms.office.com/e/fZSpSwiZg2   

Please contact the team for any queries: england.sasdoctors@nhs.net     

 

Speakers include:   

• Jo Wren, Head of General Medical Council, London  

• Helena Smith, SAS Advocate and Tutor at University College London Hospitals  

• Elizabeth Swatkins, Head of Specialist Applications, General Medical Council   

• Rupal Shah, Professional Support Unit, NHS England, London  

• Geeta Menon, National Dean for Inclusive Careers

Pharmacy

London continues to be a training destination of choice for pharmacy learners. Training offers commissioned by WT&E Pharmacy in the capital, are helping to grow the workforce across the region to better meet the health and care needs of Londoners.  

In line with strategic policy direction and the shared ambition to make London the world’s healthiest global city, we are supporting the development of pharmacy professionals to deliver services fit for the future.  

• Over 500 independent prescribing places have been commissioned this year for pharmacists based in the capital to access 

• London has greatest number of Foundation Trainee Pharmacists (FTPs) in the country!  

• In the 2025/26 academic year there will be 738 FTPs in the region 

• Following a recent call for community-based Pre-registration Trainee Pharmacy Technician (PTPT) training places, we were inundated with expressions of interest and expect to fill over the 100% of planned placements   

To get in touch with the pharmacy team, please email: england.wtepharmacy.london@nhs.net  

 

Specialty and Specialist Doctors (SAS) 

June SAS Tutor Update Meeting  

It was wonderful to host the SAS tutors at our NHS England headquarters at Canary Wharf. Everyone was delighted to be able to network, with those early in their role able to buddy up with the more experienced tutors and leads.

Best practice that came up during conversation included:  

• SAS induction program: East London Foundation Trust   

• Specialist appointment panel: to support current specialty doctors to move to the specialist role
  

It was a great opportunity for us to discuss regional and national updates and sharing systems and resources to further strengthen our SAS London network. The group are looking forward to SAS Week – 6th to 10th of October 2025, and the GMC SAS Educators Away Day on the 9th of October 2025.

The group are keen for a London SAS Conference, and this is something we will be taking forward along with systems group meetings and more face-to-face opportunities to support each other. Further updates to follow.   

 

SAS Excellence in Development (SEiD) Award Roundtable Launch   

The SEiD award was launched in June.

The NHS Long Term Workforce Plan (2023) committed NHS England to work with the Government and employers to support SAS doctors by improving equitable promotion and options for this group to diversify their careers. In response, NHS England has been working with stakeholders to establish and deliver the SEiD recognition award, that will formally recognise NHS trusts in England that are meeting specific outcomes in promoting an inclusive culture and supporting the development of their SAS workforce. This recognition award will be a valuable tool for employers to demonstrate their continuous support and commitment to this group, enabling them to continue to recruit and retain SAS doctors as an important part of the medical workforce.

Professor Sir Stephen Powis, National Medical Director of NHS England, discussed the importance of the SAS workforce and Dr Navina Evans, Head of Workforce, Training and Education, discussed the role of SAS doctors in the 10-year workforce planning. Professor Geeta Menon, National Dean for Inclusive Integrated Careers who has led on this project presented the SEiD awards.

NHS organisations will be able to apply for three levels: bronze, silver, and gold. They will apply against specific criteria including practices and policies based on the three pillars: Train, Retain and Reform. Criteria and applications will be open in Autumn. Further information about this will be disseminated.

Marion Norbrook, Associate Dean for SAS Workforce, London, England.SASDoctors@nhs.net   

 

PULSE Network Launch: Supporting the Next Generation of Medical Leaders 

On the 17th of June, we launched the PULSE network (Pipeline for Upcoming Leaders in Supporting Excellence), a collaboration between the Medical Directorate and WT&E aimed at improving cross sector collaboration and developing a diverse, sustainable pipeline of future medical leaders across London.

Designed to bring together a diverse range of clinicians from primary and secondary care, the network offers bespoke leadership development to its participants, including coaching, mentoring, action learning sets and networking opportunities.  

The launch event featured keynote contributions from Dr Nnenna Osuji, Dr Agatha Nortley-Meshe and Dr Zoe Penn, who reflected on their leadership journeys and the importance of inclusive leadership pathways. Participants also heard from Dr Savita Ghattaora on her research underpinning the network’s design.

The energy in the room was powerful, and with strong engagement and enthusiasm from attendees, we are planning five further events this year.

We’re also beginning work to identify and address further gaps in the clinical leadership pathway, and we welcome collaboration from those with insight or interest in this area!

Savita Ghattaora, PULSE Network Lead – England.pulsenetwork@nhs.net

London Update on the 10 Point Plan

In April 2024, former Chief Executive of NHS England, Amanda Pritchard wrote to the health services leaders detailing the actions required nationally and locally to improve the working lives of resident doctors, building on previous guidance and advice.  

In August 2025, current Chief Executive of NHS England, Sir Jim Mackey and Professor Meghana Pandit wrote to NHS trust chief executives, medical directors, and chief people officers, setting out a 10 Point Plan to improve resident doctors’ working lives.  

   

Summary of the 10 Point Plan: 

1. Trusts should take action to improve the working environment and wellbeing of resident doctors. 
2. Resident doctors must receive work schedules and rota information in line with the Code of Practice.
3. Resident doctors should be able to take annual leave in a fair and equitable way, which enables wellbeing.
4. All NHS trust boards should appoint two named leads: one senior leader responsible for resident doctor issues, and one peer representative who is a resident doctor. Both should report to trust boards. 
5. Resident doctors should never experience payroll errors due to rotations.
6. No resident doctor will unnecessarily repeat statutory and mandatory training when rotating.
7. Resident doctors must be enabled and encouraged to Exception Report to better support doctors working beyond their contracted hours.
8. Resident doctors should receive reimbursement of course-related expenses as soon as possible.
9. We will reduce the impact of rotations on resident doctors’ lives while maintaining service delivery.
10. We will minimise the practical impact upon resident doctors of having to move employers when they rotate.

   

NHS England, Workforce, Training and Education (WT&E) will be working closely with trust colleagues across London to help deliver on this plan. We are holding a webinar for key London colleagues during September to update them on progress to date. We have also set up an oversight group.

We are already looking at and challenging where these changes should and would have a wider benefit to the wider NHS workforce and will be testing our approach against this challenge.  

We look forward to working with you to improve the working lives of our workforce and will provide updates in future bulletins.  

Foundation Recruitment   

This is the second year of Preference Informed Allocation (PIA) where individuals can preference the 18 national Foundation Schools (15 in England plus 3 devolved nations) with the subsequent allocation to school based on an algorithm.   

PIA this year enabled 84% of individuals to be matched to their first-choice school and 95% to get their top 5 school. https://foundationprogramme.nhs.uk/wp-content/uploads/sites/2/2025/02/UKFP2025-Comparison-of-FP-allocation-results.pdf 

Also of note, 100% of candidates allocated to London Foundation school put London as their first choice school.

 

Placeholder Programmes  

This year London was able to offer 106 Specialised Foundation Programmes and 1,042 standard programmes, total 1,147 programmes – our largest cohort yet.   

In February, we were then allocated 1,238 candidates. This meant that in March, we had 91 placeholder candidates – incoming F1 doctors who did not initially match to a programme. This did leave some foundation doctors in holding placements.   In London, we have now been able to identify programmes through withdrawals, deferrals, less than full-time slot share, and a few new programmes. Thank you so much to all the trusts who have aided us with proactive communications to the school about incoming candidates not engaging. This has helped identify vacancies early.

This has been a huge team effort, and we wanted to extend our thanks to all trusts and their medical education teams for their support.

Supporting Nursing and Midwifery Students and Student Nursing Associates into Employment: 

Updated Student Hub Provides Career Support for Student Nurses, Midwives, and Nursing Associates 

In August 2025, the Secretary of State for Health and Social Care announced a Graduate Guarantee: a commitment that every newly qualified nurse and midwife in England will have the opportunity to join the health and social care workforce.   

To support this commitment, we have updated a dedicated Student Hub to help ensure nursing, midwifery, and nursing associate learners feel confident and well-prepared for the next step in their careers. This enhanced hub now includes targeted resources to support job searching and interview preparation, helping students and newly registered professionals feel more confident and better equipped as they start their new careers across health and care.  

The Student Hub has been developed in collaboration with students, professional bodies, health, care, and higher education partners, and will be regularly updated to reflect evolving needs. The Student Hub aims to:  

• Empower learners and newly registered professionals to explore the diverse health and care career opportunities available.   

• Share quick job site links for a range of vacancies across the NHS, social care, independent sector, and charitable sector.   

• Provide practical tools and guidance to support job search, applications and interview processes.   

• Bridge the gap between academic studies and professional employment, ensuring graduates feel informed and ready to take the next step into the health and care workforce.   

  

Raising Awareness of Other Health and Social Care Jobs  

To support graduating nurses to understand and consider careers across the breadth of health and care settings, the London region, working with Skills for Care and the London Social Care Nursing Advisory Council, hosted a Social Care Nursing London Careers Webinar on the 28th of August 2025.  

Further information can be found at Nursing careers in social care and on the NHS Learning Hub https://learninghub.nhs.uk/Catalogue/londonrepair 

Jobs for Newly Qualified Nurses and Midwives

On the 3rd of June 2025, the refreshed graduate offer to support nursing and midwifery learners within the region to apply for roles on graduation was launched: CapitalNurse Newly Qualified Nurse (NQN) Graduate Offer – FutureNHS Collaboration Platform. This webinar invited employers and universities within the region to an event to understand the wraparound resources which are available for them and learners during their transition into the workforce to ensure there is a consistent message for them at this time.  

The offer provides guidance around the process of moving into the workforce, what to expect, and how to apply for roles and prepare for interview.

Actions Taken

In response to the concerns being raised with regards to sufficient roles being available for learners within the London region, we have undertaken a piece of work with our workforce planning and intelligence colleagues to identify if there is a match between the number of graduating learners from the region compared with the anticipated vacancies identified within NHS organisations on Electronic Staff Record (ESR).

Our analysis is based on an assessment to assume a proportion – based on past numbers and staff flows – of newly qualified joiners in London and then compare with expected vacancies.

Whilst we acknowledge that a reduction in turnover or alteration in vacancy rates will impact the data, it suggests that for nursing (all branches) and midwifery, there should be sufficient vacancies within the region for all those who wish to apply.

Due to the work to retain staff in the region these roles may not always be in the areas of the learners first choice which is addressed within the graduate offer toolkit that was launched.

• We have held a series of events across the region to discuss this work in more depth including with:  

• Review of Midwifery and Roundtable: 24th of April 2025  

• Learning Disability Assembly: 4th of June 2025  

• CPO (Chief People Officer) London Region Network Meeting: 17th of June 2025 

• Review of Child Pre-Registration Nursing Roundtable: 23rd of June 2025  

• CNO (Chief Nursing Officer) London region Meeting: 24th of June 2025

• SFP (Social Partnership Forum): 26th of June 2025 
• ICS CPO network: 7th of July 2025

We have developed the Student Movement Dashboard which follows the student journey.  It includes the movement of students from The Universities and Colleges Admissions Service (UCAS) application through to starting in NHS as newly qualified joiners. The data generated has been used to carry out an analysis that is available in the dashboard.

While the dashboard does not yet include the alignment to the trusts’ turnover and vacancy rates, it does provide an estimation of expected newly qualified students to enter the workforce. This is based on the historic trend of student to employment transition rates and is intended to be used to aid conversations rather than predict exact starter numbers.  This has been utilised in a variety of forums, in conjunction with our nursing and midwifery colleagues in the NHS England region to provide an analysis of newly qualified nurses and midwives and the likelihood of them securing a job in the next 12 months.  

  

Other Workforce Training Updates

• We have recently confirmed and allocated a training grant to support multi-professional non-medical prescribing within the region following scoping undertaken by the ICB to determine organisational need for this in November last year.   

• Continuous Professional Development (CPD) has also been identified and will be allocated to NHS organisations and Primary Care Training Hubs in July to support them with the development of their allied health professionals, nursing, nursing associate and midwifery staff in this financial year.  

• We have also had a training grant agreed to support organisations to upskill their nursing associate or assistant practitioner workforce to achieve their nursing registration. Scoping was undertaken regarding organisational demand for this by ICBs in November last year and commissioning letters have been sent to those organisations who indicated they would like to utilise this to develop their workforce. 

Additional Resources

• Data about the social care nursing workforce can be accessed from Skills for Care workforce intelligence site
• Skills for Care have some resources (case studies, etc.) to promote nursing careers in social care
• On Wednesday the 23rd of July, Skills for Care launches our social care nursing placement strategy (the aim is to make social care a placement of choice for student nurses and nursing associates)  – Social Care as a Nursing Placement of Choice

Anchor Institution Programme 

Celebrating Future NHS Leaders: London Industry Placement Scheme Marks a Milestone  

August 2025 marked a proud moment for NHS London as the first cohort of the Industry Placement Scheme (IPS) came together to celebrate the completion of their 12-month salaried placements. This scheme is part of the NHS London Anchor Programme and was piloted by North West London. It welcomed second-year undergraduates from Brunel University and the University of Westminster, showcasing their contributions in a range of non-clinical roles across the NHS.  

Later this month, the second cohort of students will be welcomed by their host organisations, and we will explore how we can scale the scheme further. The NHS London Anchor Programme remains committed to creating inclusive pathways into NHS careers, nurturing talent, and supporting the leaders of tomorrow.   

To find out more, please email england.ldn.anchor@nhs.net   

 

Careers and work experience  

Both the careers engagement initiative led by the London Anchor Programme and work experience offered across NHS employers in London directly contribute to the quality of careers education that young people receive in London and support schools in meeting the Gatsby Benchmarks.  

Over the last 3 years, talks on different NHS careers, including nursing, medicine, allied health professions, healthcare science, and pharmacy, have been offered to secondary school students in London, via a network of 1,000 health ambassadors. Since 2022, over 101 career talks have been held in London secondary schools, with over 15,000 young people reached in the 2024/5 academic year via both career talks and ambassador representation at careers fairs. 100% of teachers felt the career talks meant their students were more likely to choose a career in the NHS. The careers engagement initiative will continue in the 2025/26 academic year.   

Since 2022, face-to-face work experience has been reinstated across London, and there has been a focus on increasing accessibility to state school students, alongside existing schemes to all young people regardless of their socio-economic background. An impressive 5,000 plus, face-to-face placements for young people are now offered on a yearly basis, and five NHS employers have been awarded the Work Experience Quality Standard. A regular support call is held for London employers to discuss shared learning and good practice in terms of work experience.   

 

Mental Health  

The Staying Safe from Suicide e-learning module, which complements the Staying Safe from Suicide guidance, was launched on the 11th of September. The comprehensive training module is designed to support all mental health practitioners to provide consistent, high-quality approaches to suicide risk assessment and management across the entire mental health sector whether in the NHS, private, voluntary or charity sectors.  All mental health practitioners are requested to complete this training as soon as possible and no later than the 30th of September 2026.  

 

Mental Health Act Reform Webinar – What will it mean for people with a learning disability and autistic people  

1st of October 2025, 2:00pm – 4:00pm 

This session is designed for ICB colleagues and people who provide services and support for people with a learning disability and autistic people in local systems, to consider what the changes to the Mental Health Act will mean in practice for people with a learning disability and autistic people, and how partners working in systems can prepare for these changes.  

Please sign up to attend the event by using the following link to MS Forms.  

 

Cancer and Diagnostics 

In the last newsletter, we updated you on the range of programmes being commissioned in 2025/26. Quarter one delivery was strong, and we are now moving towards ETAP planning for 2026-27.  

 

Public Health 

Five new population health fellows are starting their postgraduate certificate and placements at Royal Free NHS Trust, East London Foundation Trust, Bexley Council, City and Hackney Council, and Southwark Council. This year’s fellows are two nurses, a physiotherapist, a dietician, and a director of strategy. 

Cancer and Diagnostics  

Imaging Upskilling  

Building on last year’s successful programme, which supported over 100 radiographers, we are pleased to confirm the renewal of funding for upskilling the imaging workforce.   

This flexible funding supports registered practitioners progressing to enhanced practice, aligned with regional priorities. While the main focus remains clinical upskilling, development in leadership, research, and education is also supported.  

Key aims:  

• Support development goals identified through appraisal/preceptorship  

• Improve retention of early career radiographers  

• Build workforce capacity in imaging and oncology services  

For more information contact Gabri Massa.

 

Mental Health, Learning Disabilities and Autism  

Psychological Professions Workforce Development Programmes  

We are pleased to announce that additional funding has been agreed in 2025/26 for the Psychological Professions Workforce Development programme. The programme outlined is aimed at increasing the specialist skills, as well as the diversity of the psychological professions workforce. Last year’s bidding process unearthed a huge amount of demand for these programmes which we will be using this year’s funding to address. No further action is required for trusts or services who submitted demand last year. The relevant programmes are:  

• Family and systemic psychotherapy  

• Clinical neuropsychology  

• Paid work experience for aspiring clinical psychologists  

• Funding support for trust mentorship programmes for clinicians from disadvantaged backgrounds  

 

Psychological Professions Network (PPN)  

In the last edition of the newsletter, we shared that funding for the London PPN had been approved for the first quarter of 2025/26 while we awaited confirmation of funding for the rest of the financial year. We are delighted to announce that this funding has now been approved so the PPN can continue with its activities.  

The PPN plays a vital role in maximising the impact of psychological professions for the public by providing clinical and professional advice to the NHS England regional team and by bringing together communities of practice that connect professional and the public.

 

Oliver McGowan Training for Learning Disabilities and Autism 

The Oliver McGowan draft code of practice on statutory learning disability and autism training has now been published. The code of practice sets out the standards for training on learning disability and autism for Care Quality Commission (CQC)-registered health and social care providers and their staff.  

  

Anchor Institution Programme  

Widening Access Demonstrator Programme   

The NHS London Anchors team have the opportunity to be part of the Widening Access Demonstrator Programme. Supporting NHS England Workforce & OD, we will be part of the regional support for NEL and SEL ICBs who were selected along with 8 other ICBs nationally to participate.   

We are looking forward to working together on this important area in support of the Government’s ambitious target to achieve an 80% employment rate within the next decade as set out in the ‘Get Britain Working’ White Paper.   

As the largest employer in the UK and globally, the NHS is uniquely positioned to support this ambition by helping people into work, giving young people a strong start, and contributing to a healthier population and economy.  

The Secretary of State for Health and Social Care, Wes Streeting below emphasizes the importance of these kinds of programmes, as well as the value of Anchor institutions and maximising their potential impact for communities.   

https://www.gov.uk/government/speeches/health-and-social-care-secretary-speech-on-health-inequalities

 

London Living Wage   

Claire Southwood, Project Manager, in the NHS London Anchors team has won a London Living Wage Champions Award for 2025 in Health and Social Care. The award is in recognition of the work she has led in London as well as her role in NHS England’s accreditation. Claire went to the awards ceremony in Newcastle on Thursday 3 July, accompanied by Lizzie Smith, Director of Workforce, Training and Education London region as well as the Anchor Senior Responsible Officer.

 

NHS Careers Untapped  

We are delighted to share with you that the NHS Careers Untapped resources are now available on the Healthcare Horizons Platform via this link. You will need to register for a free account. A flyer is attached with the full details.   

Summary of project  

NHS Careers Untapped was established in the London region 2021/22 and ran over 3 academic years until 2023/24.  The purpose of NHS Careers Untapped was to showcase clinical and non-clinical careers on lesser-known roles in healthcare, using videos, podcasts, and webinars to young people. The rationale for establishing the project was firstly because during Covid-19 there were minimal/ no face-to-face work opportunities available for young people and secondly to improve perceptions in young people and careers advisors about the range of roles available in the NHS.   

This project was primarily focused on young people aged between 13-19 and aimed to support them to learn more about careers in the healthcare sector in an accessible, equitable and flexible way to both widen participation and provide opportunity to young people from disadvantaged backgrounds.  It aimed to encourage and promote awareness of careers in healthcare to all young people, thus contributing to the development of the future NHS workforce.   

Over the duration of the Careers Untapped project, over 100 out of the 350 different careers in the NHS were showcased.  

 

Public Health  

We are pleased to announce our support for seven London-based organisations in placing ten Level 6 Public Health Practitioner apprentices, commencing in January 2026. The primary aim of this initiative is to enhance accessibility to public health roles for under-represented groups. Currently, we are supporting six apprentices who began their journey in January of this year.  

Our 2024 Practitioner Registration Scheme is nearing completion, with twelve practitioners submitted to the UK Public Health Register (UKPHR) for registration, and an additional six awaiting their verification panels. The 2025 scheme is already in progress, with twenty-two practitioners working towards their initial commentary.  

We have successfully recruited five new verifiers for the scheme, which is a significant achievement given our limited pool of verifiers. This expansion will greatly facilitate the registration process for practitioners who have completed their portfolios.  

In April, we hosted the second event of 2025 for the London Practitioner Network. The theme was ‘networking,’ providing an opportunity for practitioners from across the region to engage in discussions, share their programs and practices, and exchange successes and challenges. The event fostered a strong sense of community, with many participants continuing to connect afterwards.  

The next session is scheduled for August.

Leadership  

Leading for System Change is a national programme, which aims to develop the system thinking and leadership skills of leaders from across the NHS, local authority and VCFSE (voluntary organisations, community groups, faith-led organisations and social enterprises). It was launched in March 2025. Thirty-eight leaders attended the 6-month programme, working in small groups on live issues. The focus was on using new system thinking skills to address their group issue and learn more about each other’s sectors at the same time. Themes included participative decision-making models, the Cynefin framework, and creating rich pictures to fully understand the complexity of the issue and the interconnections.  

 

Participants really appreciated working across the sectors and learning from each other by seeing a different view of the same process, understanding new perspectives, forging powerful networks, and understanding that building trust and investing in relationships is key to successful system leadership.  

 

Cohort two is currently in design and will be launched soon.  This cohort will focus on Integrated Neighbourhood Teams.  

  

Talent  

NHS England Talent is focused on supporting two talent pipelines: the Aspiring CEO pipeline and the Aspiring Executive Director pipelines. Representatives from across the ICBs and NHS providers in London came together to design a new development centre process to assess the readiness of individuals in the talent pipelines to take up their next level role. This is seen as an essential part of the mobilisation of our very senior talent and a way of recognising the quality of individuals as they seek to progress their career to the next level.  

 

Other issues were explored, including a fair and transparent entry process into the pipeline, creating robust developmental offers across the system, including stretch opportunities, job shadowing and mentoring, as well as the importance of linking the talent pipelines to the NHS provider succession plans.  

This approach was further discussed and endorsed at the Capital Talent Board, co-chaired by Jinjer Kandola MBE, Chief Executive North London NHS Foundation Trust and Lorissa Page, Chief People Officer, NHS South West London.  

  

Staff Experience and Engagement  

Over summer 2025, we spoke with twelve NHS trusts across London to explore common challenges in staff engagement with the National Staff Survey. The resulting resource brings together key themes, research, good practice examples, and case studies designed to inspire and guide colleagues towards practical solutions.  

Although developed with London in mind, the issues highlighted are not unique to the capital. We hope this resource will also support trusts across England as they prepare for this year’s NSS fieldwork.

You can access the resource here.

Women of Colour  

On the 11th June 2025, the Women of Colour Leadership Development Network was proud to deliver a high-impact session at NHS Confed Expo 2025. This year marked the first time NHS Confed introduced dedicated network sessions, with our team selected as one of only 10 featured across the event – a recognition of the importance and growing influence of this work.

The session was designed to create a safe, inclusive space for women of colour and their allies to connect, reflect, and strengthen their agency in shaping their careers and leadership pathways within the NHS.  

The session received excellent engagement and strong feedback from attendees.  

Participants valued the interactive, peer-led format and the opportunity to be heard in a supportive environment.  

Many reported a renewed sense of confidence, clarity of purpose, and connection to a wider leadership community.  

This session was a significant milestone in amplifying the voices of women of colour within the NHS and exemplifies our continued commitment to inclusive leadership development at scale.  

On Thursday, the 19th of June 2025, the second NHS Women of Colour Conference took place under the theme ‘Still I RISE’, inspired by Maya Angelou’s renowned poem. The event brought together 250 participants from across the NHS in London for a powerful day of learning, connection, and leadership development.  

The conference aimed to amplify the voices of women of colour within the NHS, focusing on four key pillars: restore, inspiration, strength, and empowerment. Attendees engaged in a dynamic programme featuring keynote speakers, interactive workshops, and panel discussions on leadership, intersectionality, and allyship.  

Key achievements of the event included:  

• Restoring confidence and encouraging self-worth among women of colour in leadership pathways  

• Inspiring action through the stories and insights of established role models  

• Strengthening networks across NHS organisations and communities  

• Empowering attendees with tools and strategies to progress their careers  

With overwhelmingly positive feedback, the conference served as both a celebration of progress and a catalyst for continued action towards equity, inclusion, and representation within NHS leadership.  

 

Parent Leaders  

The survey and interviews for the parent and carer research are now complete. There has been an even split between clinical and non-clinical staff responses with several common themes emerging. The London School of Economics MSC students undertaking this research will now analyse these results and compare and contrast with other industries and literature before making recommendations about support for parents and carers within the NHS.  

  

Talent Board

The first board meeting of the London Talent Board took place on the 8th of July, with a number of professional representatives from across the London region from NHS England, providers, and systems.  The Board set out London’s ambitious and necessary approach to strengthen its pipelines of executive board level leadership across the capital.  We want a ‘once for London’ approach recognising the urgent need for skilled, inclusive, resilient system leaders to navigate the NHS’s complex and evolving landscape.

The Board will continue to meet bimonthly to discuss, influence and support the capital with this agenda. Our programme will implement the recommendations of the recent independent talent review, commissioned by NHS London region to support governance arrangements, develop further offers, assessments for readiness, and succession planning. 

London GP Assistant Celebration: Connecting, Sharing, Achieving!  

This summer, GP Assistants (GPAs) from across London came together at Glaziers Hall, in central London, for their first in-person regional celebration. The event was hosted by our London regional GPA Provider (South East London Workforce Development Hub), and featured engaging discussions about the GPA role, its impact on patient care, and the current challenges. The event also marked the launch of the inaugural London GPA Community of Practice, set to begin in September 2025, creating a new space for peer support, collaboration, and shared learning. Newly qualified learners received their GPA award certificates and we congratulate them on their achievement.   

Learn more about the GP Assistant role, which is part of the Additional Roles Reimbursement Scheme to expand our workforce in primary care to meet the needs of our local population.  

  

Developing Neighbourhood Services in London: Workforce Implications and Opportunities  

The commitment to building a Neighbourhood Health Service is embedded in the 10 Year Health Plan.  

  

In London, a collaborative workshop was held in July 2025 across the London People Board and the London Integrated Neighbourhood Teams (INT) Programme, with the aim of exploring the workforce implications and opportunities surrounding neighbourhood services in London.   

  

The event brought together a wide range of stakeholders from across the London region, including colleagues from NHS England, ICBs, trusts, and Primary Care Training Hubs, and provided a valuable opportunity for shared learning and cross-organisational collaboration.  

  

The workshop featured updates on national and regional work around neighbourhood health services, the 10 Year Plan, and the roles of national, regional, and system teams within this, delivered by senior responsible officers from NHS England and partner organisations. The London Target Operating Model was highlighted. Clinical colleagues showcased some practical examples and opportunities for integrated working. There were also discussions on key workforce themes, including leadership and organisational development, education and training, workforce planning, and how these areas can support the workforce to enable the delivery of neighbourhood health services across London.  

  

Next steps following the workshop include the formation of a People Sub-Committee of the London Neighbourhood Health Delivery Board, the development of guiding principles for workforce planning, and the continued exploration of opportunities for learning and relationship building across organisational boundaries.   

  

  

London Workforce Performance Monitoring Dashboard Supporting Trust Operational Planning  

NHS England, London region, has received early positive feedback from London trusts over its new Workforce Performance Monitoring Dashboard which has been designed to help provider trusts with live monitoring of their organisation’s performance against operational plan.   

The dashboard tool continues to be refined to serve end user need. Alongside workforce data, financial indicator data has now been introduced. This allows for monthly tracking of performance against plan based on spend or workforce whole time equivalent (WTE), and for trusts to benchmark their organisation’s performance compared to other trusts or the regional average. The tool also includes some key workforce performance indicators such as turnover and sickness, to highlight areas for improvement.  

  

London Workforce Planning Upskilling Programme  

NHS England, London’s Workforce Planning Masterclass has just launched its 16th Cohort, supporting Lewisham and Greenwich NHS Trust, Epsom and St Helier University Hospitals NHS Trust and East London NHS Foundation Trust to develop their workforce projects through the lens of the Six-Step Workforce Planning Methodology. Upcoming opportunities include two further cohorts to be launched in January and March 2026.

The 3-day fast track version of this, aptly named ‘The Fasterclass’, set against an NHS-based scenario, is due to take place in October 2025, working with Oxleas NHS Foundation Trust. Upcoming opportunities include December 2025 onwards.  

The popularity of our ‘Fundamentals of Workforce Planning’ workshops continues to grow, with the next available sessions in March 2026. In the interim, ‘Demystifying Workforce Planning’ and ‘Workforce Intelligence Portal Training’ webinars will be run, with opportunities for booking as early as October 2025.

NHS workforce participation in our programme has increased to 1,600 plus to date, enhancing capabilities in strategic workforce planning across the London region.  

If you would like to access any of the opportunities above, please connect to our team via the NHS Futures platform, NHS England London Workforce Planning Resource Hub. 

London General Practice Nurse (GPN) Celebration Event

The London Annual GPN Celebration recently took place on the 6th of June at Regent’s University in Regent’s Park, London, with over 300 General Practice Nurses (GPNs) in attendance. The event was organised by the South East London Primary Care Workforce Academy and was a moment to reconnect, reset, and reaffirm the shared commitment to patient care and professional growth. It also provided opportunities for professional development and networking, with clinical sessions, Nursing and Midwifery Council (NMC) updates and celebratory items on the agenda.  

Professor Michelle Bateman, Deputy Chief Nursing Officer for England, and Karen Bonner, Chief Nurse for London, addressed the attendees, emphasising the crucial role of GPNs in the healthcare system.   

On behalf of NHS England, we extend our gratitude to all participants for their dedication and enthusiasm.  

  

Performance Monitoring Tools Updates  

NHS England London Performance Monitoring Dashboard

Our new dashboard is now live and has been shared across the London Chief People Officer (CPO) network.  It provides insight into provider, integrated care board, and regional level data, allowing chief people officers consistent and timely access to headline assessments of workforce performance data including staff in post (WTE), performance against plan including substantive & non-substantive (bank and agency), sickness, turnover and vacancy.  Trusts will be ranked by performance metrics, allowing interventions to be tailored to the organisations with the most critical workforce issues.

The dashboard was further enhanced at the end of June to include the latest workforce position using Electronic Staff Record (ESR) data as at (month 1) the 30th of April 2025. The Provider Workforce Return (PWR) data (including staff in post, bank and agency use, and vacancy) is now available earlier and is included in the dashboard with workforce position as at (month 2) the 31st of May 2025.  The next update will be due on the 25th of July. This will include ESR workforce as at (month 2) May 2025 and PWR data as at (month 3) June 2025 with the addition of finance reporting against operational plan.  

  

Workforce Movement Tool

NHS England, London region has developed a product to provide insights into the movements of London’s NHS workforce. The tool can be used to draw out information relating to a provider’s joiners, returners, internal movers, newly qualified staff, leavers, international recruits and more. Users can also explore and identify trends by integrated care system, organisation, staff group, and profession.

For more information, and access to the tool, follow this link and create an account: workforce-movement-tool.   

  

Student Movement Dashboard  

The Student Movement dashboard has also been developed which follows the student journey. It includes the movement of students from UCAS application through to starting in NHS as newly qualified joiners. This has been road tested in London with a view to sharing nationally.

The dashboard provides an estimation of expected newly qualified students to enter the workforce. This is based on the historic trend of student to employment transition rates and is intended to be used to aid conversations rather than predict exact starter numbers. This has been utilised, along with vacancy and turnover data, in a variety of forums, in conjunction with our Nursing and Midwifery colleagues in the NHS England region to provide an analysis of Newly Qualified Nurses and Midwives and the likelihood of them securing a job in the next 12 months.  

  

Developing Capabilities in Workforce Design   

To date, over 1,500 NHS staff have been upskilled in workforce redesign methodology to increase capabilities that systems and providers urgently require.

The London Workforce Redesign Resource Hub continues to build its membership – now with 1,140+ members, we encourage all recipients of this newsletter to join and gain instant access to the full range of workforce tools & resources that support strategic workforce planning – such as working to the top of licences, using the full breadth of roles for multi-disciplinary teams and considering how workforce modelling and data insights can support evidence-based improvements. 

The hub can be accessed using the following link: FutureNHS. Please note, you will need to register for an account if you have not already done so in order to log in.

During July 2025, the North West London (NWL) Workforce Redesign Programme (a collaborative between NWL Integrated Care System & NHS England London) has onboarded its second cohort of members to the programme. Stages include establishing a baseline knowledge of workforce planning via a 3-day intensive ‘Fasterclass’ of simulated workforce planning and ‘Applied Workforce Redesign Sessions’ that practically support participants from an idea to a viable business case. NWL members interested in joining this programme with a workforce issue to address can contact the team at england.workforceintelligence.london@nhs.net.

In August 2025, we look forward to developing capabilities in workforce redesign in South-West London, with participants from St Georges, Epsom and St Helier Hospital Group.  

Flexible Working: Getting it right for your team   

The flexible working programme, ‘Getting it Right for your Team’, has been shortlisted for two Nursing Times Awards!   

We have been shortlisted for Best Staff Wellbeing Initiative and Best Workplace for Learning and Development.  

Our project was led by Kate Gardiner; it was supported and endorsed by CapitalNurse, and the Project Management Office team delivered several great sessions on continuous improvement. A real London region collaborative effort!  

We are thrilled that this has been recognised as this project has been so joyous and meaningful to work on. We have been able to see the real change and impact that this has had on the ward managers’ working lives, and they themselves have been truly inspiring to work alongside.  

  

Temporary Staffing  

The temporary staffing steering group refreshed its membership to include a wider range of colleagues from across professions, including pharmacy and healthcare science.  

A second away day will be held in November to focus on medical workforce, showcase key projects and discuss key areas of focus.  

The team are carrying out monthly meetings with trusts to support on bank and agency spend where this is over plan. A pack and checklist supporting best practice has been shared with all trusts.  

  

Consultant Job Planning  

A regional community of practice has been set up with participation from all trusts, and the first Regional Improvement Network meeting took place on the 16th of September.   

A regional steering group has been established, and the team is developing processes for data and activity returns.   

Joint planning is underway with the South East region for a programme accelerator event on the 12th of November.   

Work continues to gather best practice models, develop regional guidance for the 26/27 job planning cycle, and finalise a regional toolkit to support team job planning across London, drawing on examples from the Royal Free and King’s College Hospital trusts.   

  

Overhauling Recruitment Programme 

The team continue to collate Time to Hire data from all London trusts via the Provider Workforce Returns into the regional dashboard and have established a London community of practice group to support trusts in reducing their Time to Hire figures.  

Meetings with Barts Health colleagues are underway to explore new innovations in modernising recruitment. A future session is also planned to assess options for creating a London employee staff passport.  

  

Widening Access Demonstrator Programme  

Two London ICBs were successful in gaining funding for this programme and the regional team is regularly meeting with the individual ICBs in conjunction with Anchor and Widening Participation colleagues to support delivery of their plans for the programme.  

  

Industrial Action 

The 4-week window for British Medical Association (BMA) resident doctors’ negotiations with the government has ended, and we are now awaiting an update on whether there will be further resident doctor strikes or if a deal has been reached.  

The indicative ballot for BMA SAS and consultant doctors has ended and due to low turnout rates, it seems unlikely this will move to a formal statutory vote.  

There remains the potential for further national industrial action, for example with the Royal College of Nursing, as well as local disputes/action from various staff groups and unions going forward.  

The regional team are currently updating the regional operational process and creating a training pack for managing Trust Patient Safety Mitigation requests to the BMA. 

Temporary Staffing

The regional programme aims to achieve a significant reduction on spend in all areas, as well as improvements in data, monitoring and assurance, and sharing good practice in across the capital.  

• Band 2/3 elimination of agency was be added to agency rules on the 1st of July 2025, with a deadline for removal by the 30th of September 2025 

• The national team are compiling guidance and FAQs for trusts 

• Monthly meetings are being scheduled to support trusts with most off-plan usage based on month 1 and month 2 performance data against agency and bank targets 

• A supporting pack and checklist have been developed and will be used to guide these discussions 

  

SUPPLY  

1. Overhauling Recruitment (OHR) Programme

The OHR programme remains a priority for the Workforce and Organisational Development (WF&OD) team, in collaboration with Anchor colleagues. Current efforts focus on analysing Time to Hire (TTH) data across London trusts, with improvement strategies being discussed at the London Heads of Resourcing Group.  

Attendance at the National Community of Practice on the 15th of July 2025 will support a deeper understanding of the TTH dashboard and its implications.  

Meetings with Barts Health colleagues are underway to explore new innovations in modernising recruitment. A future session is also planned to assess options for creating a London employee staff passport.

 

2. Universal Family: Care Leavers Programme 

North Central London (NCL) is involved in 25/7 Spectra programme and the regional team are feeding into the national TRAC programme which is due to be launched to coincide with Care Leavers month taking place in November 2025.  

The quarter 1 (2025/26) data return has been circulated to the London ICBs with a deadline of Friday the 18th of July.

 

3. Widening Access Demonstrator Programme 

Two London ICBs were successful in gaining funding for this programme and will be attending the national launch event taking place on the 8th of July 2025. We have set up follow-up meetings with the individual ICBs to gain an understanding of their widening access objectives and delivery plans following the launch event.  

  

4. London Supply Steering Group  

This group meets monthly, and we are currently compiling a survey for London Supply Steering Group members to inform priorities and future utilisation of this group.  

  

5. London Supply Data / Reporting  

We are currently exploring data available in the Workforce Performance Monitoring Framework to gain an understanding of vacancy rates and workforce gaps across London to inform the workings of the London Supply Steering Group.  

  

Careers Events   

The team hosted a large Virtual Careers Event Pilot for all of London health and care providers on the 22nd of May. The event attracted 2,800 attendees from the unemployed population, those in education, those working in other industries and staff currently in the NHS. 38 NHS and partner organisations took part providing 20 webinars and an extensive collection of in-depth information and resources for candidates exploring a wide range of careers in health. We have undertaken an evaluation of the event which has been submitted to the national team.  

  

Consultant Job Planning
This programme aims to enhance the maturity of medical consultant job planning across the majority of trusts in the region by March 2026. Regular programme meetings are underway, with medical consultants already appointed and recruitment in progress for a medical workforce lead to support delivery. An initial meeting with the regional team has taken place, and collaboration with the South East region is ongoing. A joint event is being planned for the autumn.  

  

RETENTION  

1. Flexible Working: Getting it Right for Your Team   

The first cohort of training to equip ward managers to lead and sustain flexible working practices within their teams has now finished. Resources for this training can be found here: https://future.nhs.uk/gettingitrightforyourteam   

  

2. People Promise Exemplar Programme   

The second cohort is drawing to a close. Ongoing support will continue through the regional community of practice (and individual meetings with the remaining People Promise managers at Chelsea and Westminster Hospital NHS Foundation Trust,  Oxleas NHS Foundation Trust, Great Ormond Street Hospital for Children NHS Foundation Trust, St George’s, Epsom and St Helier Hospital Group, King’s College Hospital NHS Foundation Trust, East London Foundation Trust, and Barking, Havering and Redbridge University Hospitals NHS Trust.  

  

3. Retention Scoping Group   

The Regional Retention Steering Group is concluding its first round of meetings in July, having covered all seven People Promise themes and identified related retention initiatives across the region. The group will now focus on how to effectively communicate existing support offers to providers, Primary Care Networks, and social care settings.   

  

Human Resources Statutory Functions  

The team has been supporting ICB HR directors with the operational implementation of the cost reduction change programme. This includes NHS England approval of redundancy papers as well as supporting ICBs to ensure the statutory requirements of the change programme are being met. Regular audit exercises are conducted to ensure that ICB and trust severance payments comply with the relevant NHS England or HMT statutory and regulatory requirements.   

  

Industrial Action   

Resident doctors have voted to strike in England and are requesting a 29.2% pay increase. The British Medical Association (BMA) said 55% of its 48,000 resident doctor members voted in the ballot with 90% supporting industrial action.  

A regional incident management team has been established, with representation from teams across the region. This work is currently in the planning phase and will now escalate to a full response as strike action is announced.   

Many of the other unions who represent our staff are currently consulting their members on potential strike action and this situation is also being monitored.

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