To ask the Minister of Health to outline the steps he is taking to ensure adequate numbers of doctors and nurses within the NHS following the recent British Medical Association survey highlighting dissatisfaction within the workforce, in particular regarding the issue of pensions.

My Department published the comprehensive Health and Social Care Workforce Strategy 2026: Delivering for Our People in May 2018. The aim of the Strategy is that ‘by 2026, we meet our workforce needs and the needs of our workforce’.

The Strategy’s second action plan was published on 15th June 2022 to cover the period 2022/23 to 2024/25. The second action plan was developed collaboratively with stakeholders during 2021/22 and provides the strategic direction for the next three years to meet our workforce needs and the needs of our workforce through 32 identified actions and 94 associated outputs that focus upon the attraction, recruitment, training and retention of our workforce.

In this regard, I am pleased to report that, despite the current financial constraints facing my Department, I was able to secure in 2022/23 expansion in a number of medical specialty programmes delivered by NIMDTA. This included the Oncology, Radiology, Paediatric Cardiology, Vascular Surgery, Transplant Surgery, Palliative Medicine and Dermatology programmes.

I was also able to increase the GP training programme this year by 10 places; building on continuing work to invest in our GP workforce which has seen the number of GPs trainees increase by over 70% from 2015 levels.

In addition, my Department is committed to sustained investment in growing the local nursing and midwifery workforce to meet ever increasing demands. This year we have commissioned the highest ever number (1,335) of pre-registration nursing and midwifery training places. This includes the final 300 places, who are due to commence their studies in September 2022, of the additional 900 New Decade New Approach training places; the first cohort (300) of the additional 900 nurses are due to have completed their training and be available for use across HSC in June 2023"

While retention of staff is an intended outcome of the actions identified across the Strategy, the second action plan contains a specific action to develop and deliver retention initiatives that are tailored to the requirements of individual healthcare professions including doctors and nurses.

One issue which can impact doctors later in their career is pension tax charges and work is underway to introduce guidance for flexibilities which may help those who are negatively impacted.

There are currently a number of policy issues being considered regarding the impact of inflation rates and possible flexible retirement measures.