Asian Voice spoke to the Department of Health and Social Care (DHSC), which addressed funding sources, the implementation of the proposed home visit programme by health workers amid a doctor shortage, the rising number of professionals moving abroad, and more.
The DHSC also noted that since October 2024, over 185,000 patients, NHS staff, and experts have contributed to the government’s largest-ever consultation on the NHS’s future. While the final NHS 10-Year Plan is still in development, it aims to deliver tangible changes in care models, pathways, and workplace culture—supported by a clear delivery strategy, not just a vision. The plan is expected in June 2025, with funding details to follow in the Spending Review.
The DHSC shared new figures showing that 1,503 additional GPs have been recruited since October 1st, due to the government’s Plan for Change. This recruitment drive aims to reduce GP waiting times and ease pressure on frontline services. It follows reforms that removed red tape which previously blocked over 1,000 newly qualified GPs from employment, despite a long-term decline of 1,399 fully qualified GPs over the past decade.
An extra £82 million investment—extended beyond this year—has enabled GP networks to expand staffing. These changes, along with upcoming GP contract reforms for 2025–26, aim to end the daily 8am scramble for appointments and shift more care into the community.
Health Secretary Wes Streeting in a statement said, “Rebuilding our broken NHS starts with fixing the front door. By cutting red tape and investing more in our NHS, we’ve added 1,503 GPs to deliver more appointments and bring back the family doctor.”
The government has deployed top clinicians to NHS hospitals in areas with high economic inactivity, where ill health keeps many out of work. Between October 2024 and January 2025, waiting lists in these areas fell 130% faster than the national average, with 37,000 patients treated across 20 trusts.
The DHSC clarified that recent home visits are carried out by health workers—not doctors—as part of a local Trust and ICB pilot. Though not yet part of the NHS 10-Year Plan, the initiative reflects a broader aim to shift care from hospitals into the community. A pilot in Westminster showed a 10% drop in hospital admissions and a 7% fall in A&E visits. The scheme will expand to 25 areas later this year.
Amid growing concerns over staff leaving the NHS for better conditions abroad, Health Secretary Wes Streeting announced a new support package at Unison’s annual health conference. Part of the Agenda for Change non-pay measures, the package aims to improve staff retention by promoting a safer work environment, enhancing violence reporting, and ensuring fair pay through a digital job evaluation system. It also includes leadership training for nurses, recognition of overseas experience, expanded flexible working, and tailored career support—particularly for ethnic minority nurses.
Ambitions will fail without proper funding
Dr Ramesh Mehta CBE, President, British Association of Physicians of Indian Origin (BAPIO) UK, expressed scepticism about the NHS 10-Year Plan, stating, “The workforce problem is not new. Over the 77-78 years of the NHS, we've seen cycles of shortages and surpluses. The NHS has never effectively addressed the workforce issue, relying on importing doctors rather than training enough locally. This has led to a significant portion of the workforce, especially international doctors, working in non-training roles, facing discrimination and career stagnation. With the ongoing shortage, the NHS plans to bring in even more workers from abroad, but I remain doubtful that the 10-year plan will truly resolve the issue.”
Dr Mehta outlined key steps needed to ensure the NHS 10-Year Plan delivers lasting improvements without harming frontline staff well-being. He highlighted low morale caused by staff shortages, heavy workloads, and stagnant pay—largely due to inadequate fundings. He stressed that increasing fundings, improving efficiency, and tackling NHS fund wastage are essential. “Better resource allocation and reduced bureaucracy can boost morale,” he said. “When staff are supported, patient care improves—happy staff mean happy patients.”
Professor Kamila Hawthorne MBE, Chair, Royal College of GPs, welcomed the Government’s vision for a “neighbourhood health service,” noting that many practices already work closely with social care and voluntary services, including social prescribing. However, she warned that without greater investments in general practice, these ambitions may fall short. “The proportion of NHS funding for general practice has declined significantly. If we’re to deliver more community-based care, funding and resources must follow.” She added that the NHS 10-Year Plan has potential to tackle major issues, but only if it prioritises general practice. “We need more GPs, as promised, but also need to retain the dedicated ones we already have. Our patients deserve good care, and we must support the teams delivering it.”
Healthcare workers leave UK for better opportunities
With healthcare professionals leaving the UK for better opportunities abroad, the NHS is grappling with a staff shortage. In an effort to alleviate pressure, health workers are being sent door-to-door in deprived areas to detect illnesses. While this initiative aims to ease the burden on GPs and A&E, it could further strain an already stretched workforce, potentially impacting care quality and staff workload.
Speaking about the factors driving UK healthcare professionals to leave the NHS for opportunities abroad, a General Practitioner based in East London, Dr Abdul Farooq highlighted the intense pressures doctors face within the NHS, pointing to long hours, understaffing, and challenging working conditions. “Although the official weekly limit is 40 hours, in reality, I often worked up to 70 hours a week, including 12-hour night shifts,” he said. “Even if you’re only roistered for three or four days, the physical and mental toll is considerable. The chronic staff shortages mean you’re constantly stretched, which has pushed many to consider working elsewhere.”
Dr Farooq also spoke about the growing trend of doctors leaving the NHS for better opportunities abroad. “We’re seeing a significant brain drain. Many doctors complete their training here, funded by the NHS, and then move abroad to countries like Australia where the healthcare systems are similar but offer better pay and working conditions,” he said.
He believes current reforms are not enough to stop this exodus. “The NHS was once a net importer of doctors, but now, even locally trained doctors are struggling to find suitable roles. The system needs urgent and meaningful changes to retain its workforce.”
Dr Joydeep Grover, Vice President, BAPIO said, “Traditionally, the UK attracted some of the best talent because it was financially attractive, and the training, terms, and conditions were excellent. But in today’s global environment, professionals are looking for opportunities that offer the best overall package. The NHS must ensure what it offers is as appealing, if not more so, than international competitors also vying for the same skilled workforce. Otherwise, it risks losing highly trained professionals, a national loss, given the time and investment it takes to develop them.”
Dr Abdul Farooq expressed doubt about the NHS initiative to send health workers door-to-door in deprived areas, stating, “These workers aren’t fully trained healthcare professionals—they’ll only complete a short course and may handle basic checks like blood pressure. It’s more of a sticking plaster and unlikely to improve outcomes, especially with an aging population facing complex health issues.”
Dr Grover highlighted that success depends on who delivers the care and where the resources come from. “Reaching deprived areas and offering home visits is a positive step, especially for those unable to travel. But if staff are taken from clinics for home visits, it could strain frontline services. Ideally, new roles should be created for community healthcare rather than pulling existing staff from other duties.”
Resident doctors struggle with pay and job uncertainty
The ongoing staff shortages in the NHS are putting immense pressure on resident doctors, who are already grappling with heavy workloads and stagnant pay. The unpredictability of job placements only adds to the strain, as many doctors face uncertain career progression and increased stress. This unstable environment is contributing to burnout and dissatisfaction, making it even harder to retain talent within the healthcare system
Dr Dev Gakhar, a Foundation Year 2 Doctor, discussed the challenges that resident doctors face, particularly around pay and working conditions. He explained, “Despite recent pay rises, doctors are still paid 22% worse than they were in 2008. However, this still doesn’t fully address the rising cost of living, and many junior doctors are feeling the pressure.”
He also spoke about the unpredictable nature of job placements, saying, “Once you finish medical school, you rank the locations where you want to work, and then your number is put into a random generator. You could be assigned anywhere from London to Northern Ireland, with little say in the matter.” This lack of control over placements, he added, often leads to stress as doctors are forced to uproot their lives without knowing where they’ll end up.
Dr Gakhar highlighted the shortage of job opportunities for medical graduates, stating, “While the number of medical students has increased, there aren’t enough jobs for them. The government pressures hospitals to create roles quickly, but it’s not feasible. Doctors are often given vague job posts without clear details on where they’ll be working or what departments they’ll be in.”
Regarding working hours, he noted, “A full-time contract for doctors typically ranges from 40 to 48 hours a week. However, due to short staffing, we often end up working even more. While we are paid for those 48 hours, the compensation is usually at our base rate, unless the hours fall on weekends or unsocial hours.”
He also expressed concerns about the increasing competition for GP training roles, particularly with the influx of international doctors. “The bottleneck is growing,” he said. “This year, the competition for GP training jobs is almost 5:1, compared to 3.67:1 last year and 2.67:1 the year before. It's rising every year, at a time when GPs are needed more than ever.”
Speaking about morale among resident doctors and the potential impact of the proposed 10-year health plan, Dr Gakhar said, “It’s certainly a concern. Many junior doctors, including my close friends, are moving abroad—one’s already signed a contract for Australia. Morale is low at the moment. The pay rises and the strike action did help, but we still have a long way to go. We’re overworked, understaffed, and working conditions are challenging.”
He further explained, “While British medical graduates have guaranteed jobs for their first two post-graduation years, after that, there’s no certainty. This August, many British-trained doctors will be unemployed due to a lack of available training positions. The competition for remaining roles is fierce, with many doctors filling gaps, especially in short-term or ad hoc ‘local’ positions. This adds immense stress and uncertainty to our already challenging environment.”
Dr Gakhar commented on the NHS 10-Year Plan, stating, “The great thing is they’re conducting a comprehensive review of postgraduate medical training, looking at key issues. They’re definitely making progress, and while things are moving step by step, it feels like they’re heading in the right direction. I’m happy with the progress, though things could move faster. They’re working with us more than in the past, which is a positive sign.”
