Key Facts

• Clause 25 introduces amendments relating to integrated care boards.
• Government amendment 14 updates cross-references in section 187 of the National Health Service Act 2006.
• The committee agreed to schedule 4 as amended, including the insertion of 'section 3(1)(e) or (f)' into section 187.
• NHS England and Monitor are part of NHS Improvement.
• They have aligned board arrangements and joint senior executive appointments.
• The merger aims to create a single statutory body for the health care system in England.
• Clause 26 abolishes Monitor and introduces schedule 5 to transfer its functions to NHS England.
• Clause 27 inserts new section 13SA into the National Health Service Act 2006 to manage conflicts of interest.
• Clause 28 requires impact assessments for major changes in standard license conditions.
• Clauses 29 and 30 abolish the NHS TDA and amend NHS England’s functions to oversee NHS trusts and foundation trusts.
• Clause 31 gives power to transfer staff, property, rights and liabilities from Monitor and TDA to NHS England.
• Clause 32 allows for tax variations in relation to the transfer scheme.
• Foundation trusts have characteristics that could be positive but do not currently distinguish them from NHS trusts.
• The Bill allows ICBs to create ordinary trusts rather than foundation trusts.
• There is no practical distinction between foundation trusts and ordinary trusts, which seems unnecessary.
• Lansley Act assumed all NHS providers would become foundation trusts, but this did not happen.
• The licensing scheme is a necessary tidying-up job but has not gone far enough according to the shadow Minister.
• NHS Improvement is not the named body in law, although it is known as such in practice.
• There are no current applications for foundation trust status in the pipeline.
• Amendment 2 would require annual reports on workforce needs.
• Amendment 40 includes social care services in the reporting scope.
• Amendment 41 mandates Health Education England to publish yearly projections for workforce shortages and future staffing requirements covering all regulated professions.
• Amendment 42 requires an assessment by the Secretary of State on safe staffing levels in the health service.
• Clause 33 requires the Secretary of State to publish a report describing the system in place for assessing and meeting workforce needs every five years.
• Amendment 94 suggests reports should be published every two years instead, reflecting better on short-term pressures within the system.
• The amendment calls for an independently verified assessment compliant with National Statistics Authority’s Code of Practice for Statistics to include future health, social care and public health workforce numbers based on projected population needs.
• Amendment 94 addresses workforce planning.
• Clause 33 is criticized for not adequately addressing workforce issues in the NHS and social care system.
• The speaker urges moving towards a partnership model rather than a top-down approach.
• Staff shortages are identified as the biggest driver of burnout.
• Excessive workload is highly associated with staff stress, intention to quit, and patient dissatisfaction.
• Paragraphs in the report call for regular updates on resourcing priorities and a People Plan for social care.
• The adult social care workforce deserves recognition similar to NHS colleagues.
• Health Education England should publish annual, independently verified reports on workforce projections.
• The Bill has missed an opportunity to address major issues in the service post-pandemic.
• Training local individuals can help level up efforts.
• Women in Bristol South's healthcare sector are struggling with low earnings and skill barriers.
• Mental health staffing shortages pre-dating the pandemic have worsened.
• The total number of NHS staff has increased to almost 1.2 million.
• There are over 17,800 more professionally qualified clinical staff working in NHS trusts and clinical commissioning groups than in June 2020.
• Applications for nursing and midwifery courses in England were up 21% this year compared with last year.
• Clause 33 proposes requiring the Secretary of State to produce a workforce accountability report every five years.
• Draft guidance issued by NHS England covers ICBs' responsibility in developing system-wide plans to address workforce supply needs based on population health requirements.
• The Government is working on a White Paper for adult social care.
• Amendments 41 and 94 propose changes to workforce planning duties.
• Amendment 41 would require HEE to publish separate reports on long-term workforce projections annually.
• Amendment 94 would mandate the Secretary of State to publish a workforce accountabilities report every two years, including an independently verified assessment of workforce numbers.
• HEE completed a call for evidence as part of its refreshed “Framework 15” which closed on 6 September.
• Engagement and consultation will continue between October and April next year through various events led by HEE.
• The amendment would require the Secretary of State to assess safe staffing levels across all healthcare settings, across the whole of England, for all medical and clinical staff.
• Amendment 94 is withdrawn.
• Sheryll Murray requests further consideration on Report or in another place for potential changes.
• Amendment 85 would insert text into clause 33 requiring consultation with the Welsh Ministers.
• Interdependency across borders is highlighted, noting hospitals like Alder Hey in England serving Welsh patients.
• Approximately 13,500 Welsh people access GP services in England and about 21,000 English people use GP services in Wales.
• Clause 33 inserts new section 1GA into the National Health Service Act 2006.
• The Secretary of State must publish a report at least once every five years on workforce needs in England.
• HEE is reviewing long-term strategic trends for health and social care workforce.
• Five years is insufficient for reporting on healthcare workforce challenges.
• Stakeholders and evidence sessions agree with the need for a longer timeframe.
• Junior doctors’ dispute led to an exodus to Australia, illustrating global staff mobility issues.