Portsmouth Hospitals University NHS Trust and Isle of Wight NHS Trust are improving the working lives of resident doctors through stronger leadership, better access to food and facilities, enhanced training opportunities and a clear commitment to the 10‑Point Plan.

With more than 950 doctors in training across both organisations, the Trusts have introduced a series of improvements focused on wellbeing, leadership and professional development.

In line with point 4 of the 10‑Point Plan, both Trusts appointed a senior leader responsible for resident doctor issues and a resident doctor peer representative, both of whom report directly to the Board. Leadership development has also been strengthened through the Chief Resident and Chief Registrar programmes, giving resident doctors a direct voice in senior forums and shaping improvements in wellbeing, rota management and education.

PHU has made practical changes to support doctors working long and unsociable hours. A new Marks & Spencer Food store, a 24/7 Costa Coffee outlet, and ‘Cook’ vending machines now provide reliable access to hot food and refreshments at all times, helping to improve wellbeing during demanding shifts. The Trust has also extended self‑directed learning time to all resident doctors, including locally employed doctors, and its induction and teaching programme has been recognised by the GMC as an example of good practice.

Both PHU and IWT are committed to ensuring equitable access to training and career progression. Resident doctors pursuing the Certificate of Eligibility for Specialist Registration are supported through structured programmes, and locally employed doctors benefit from a dedicated consultant lead overseeing their education and supervision. Specialty, Associate Specialist and Specialist doctor tutors are also in place to provide additional support and guidance.

The Trusts have joined the national pilot to improve the working lives of resident doctors, aligning their work with wider NHS ambitions to create sustainable, supportive working environments. They have also signed up to the National Payroll Improvement Programme to reduce payroll errors and improve financial stability for resident doctors.

Work is underway to streamline statutory and mandatory training through the Mandatory Learning Oversight Group, supporting point 6 of the 10‑Point Plan by reducing duplication and freeing up more time for clinical practice and learning.