This report shows monthly numbers of NHS Hospital and Community Health Services (HCHS) staff working in NHS Trusts and other core organisations in England (excluding primary care staff). Data are available as headcount and full-time equivalents and for all months from 30 September 2009 onwards. These data are a summary of the validated data extracted from the NHS HR and Payroll system. Additional statistics on staff in NHS Trusts and other core organisations and information for NHS Support Organisations and Central Bodies are published each: September (showing June statistics) December/January (showing September statistics) March (showing December statistics) June (showing March statistics) Quarterly NHS Staff Earnings, monthly NHS Staff Sickness Absence reports, and data relating to the General Practice workforce and the Independent Healthcare Provider workforce are also available via the Related Links below. We welcome feedback on the methodology and tables within this publication. Please email us with your comments and suggestions, clearly stating Monthly HCHS Workforce as the subject heading, via enquiries@nhsdigital.nhs.uk or 0300 303 5678.

In 2019, over 21.1 thousand nurses in the United Kingdom held an Asian nationality, while 18.6 thousand nurses had an EU nationality. Furthermore, there were approximately 14.6 thousand Asian doctors in the UK, and 10.4 thousand doctors with an EU nationality. The highest amount of NHS workers from the rest of the World were working as support to clinical staff, with 9.4 thousand categorized in this staff group.

Make up of non-UK NHS workers

The highest share of healthcare employees who were from the EU occur in the younger age groups, with almost 40 thousand employees in the period 2016 to 2018 aged under 34 years of age. While, 39 thousand health care workers in the UK aged between 35 and 44 years are from outside of the EU. 30 thousand NHS employees working in London were EU nationals, the highest amount of any region in the UK although London is one the most populated and most diverse region in the UK.

Impact of Brexit

In 2019, it was found that almost 20 percent of healthcare professionals in the UK knew at least one colleague considering leaving their job due to Brexit. While twelve percent knew a co-worker, who had already left because of the Brexit situation. Due to the large number of workers from the EU in the NHS, the service could be very vulnerable to Brexit and the potential of many employees leaving due to Brexit.

In every year covered by the data, a lower percentage of white NHS staff experienced discrimination than staff from all other ethnic groups combined.

The number of HCHS doctors leaving generally increased during the period reaching 21,000 leavers in the year 2022/23, the highest reported in the period analyzed, and over a seven percent increase from the figure reported a year earlier.

In 2024, medical assistants and support workers along with ambulance staff were the staff groups most often absent in Wales. On the other hand, medical and dental staff were least likely to be absent. A spike in absenteeism was seen in 2021 among nearly all staff groups, likely due to the COVID-19 pandemic.

As of December 2024, the nursing and midwifery staff in Scotland had the highest number of FTE (full-time equivalent) vacancies among the medical workforce, with over two thousand positions vacant.

As of September 2023, there were a total of 382,485 full-time equivalent (FTE) nurses, midwives, and ambulance staff in NHS Hospitals and Community Health Service (HCHS) in England.

Assignment count and Full-time equivalent of directly employed NHS staff by grade and area of work. General Medical and Dental Practitioners are excluded as they are independent NHS contractors.

The vcancy rate in Northern Ireland's HSC has fluctuated over the period analized from 5.4 percent recorded at the end of 2017's first quarter, and reaching up to 9.7 percent at the end of 2022. At the end of 2024, the total vacancy rate reached 6.7 percent.

The majority of NHS staff in England worked additional unpaid hours. In 2024, just over half of surveyed staff reported working unpaid overtime, while the other half did not. Among those who worked unpaid overtime, most did up to five hours of extra work, while three percent worked 11 hours or more. Although staff working unpaid overtime is showing signs of decrease, paid overtime has increased slightly.

A detailed view of the NHS Medical and dental workforce including consultants, registrars and other doctors in training. Data for medical and dental staff are an annual snapshot of the number of doctors within hospital and community health services (HCHS) of the NHS. It excludes General Practitioners, GP practice staff and high street dentists. The detailed results contain further data tables for September 2011 for England by age, gender, specialty and grade and selected data by Strategic Health Authority area and individual organisation. -------------------------------------------------------------------------------- This report is one of three that make up the NHS Staff 2001 - 2011 publication, along with: Non-Medical staff 2001 - 2011 General Practice Staff 2001 - 2011 For a general overview, see NHS Staff 2001 - 2011 Overview

Abstract copyright UK Data Service and data collection copyright owner.

Background
The Commission for Health Improvement (CHI), in conjunction with the Department of Health (DH), appointed Aston University to develop and pilot a new national National Health Service (NHS) staff survey, commencing in 2003, and to establish an advice centre and web site to support that process. Administration of the programme was taken over by the Healthcare Commission in time for the 2004 series. On the 1st April 2009, the Care Quality Commission (CQC) was formed which replaced the Healthcare Commission (users should note that some of the surveys in the series conducted prior to this date will still be attributed to the Healthcare Commission). In 2011 the Department of Health took over management of the survey. Since 2013 NHS England (NHSE) have been in charge of the survey programme. Researchers at Aston University were responsible for the initial development of the survey questionnaire instrument, and for the setting up of the NHS National Staff Survey Advice Centre. From 2011, Picker Institute Europe took over from Aston University as survey contractors. All organisations concerned worked in partnership to consult widely with NHS staff about the content of the new national survey. The work was conducted under the guidance of a stakeholder group, which contained representatives from the staff side, CQC, DH, human resources directors, Strategic Health Authorities and the NHS workforce.

Aims and conduct of the survey
The purpose of the annual NHS staff survey is to collect staff views about working in their local NHS trust. The survey has been designed to replace trusts' own annual staff surveys, the DH '10 core questions', and the HC 'Clinical Governance Review' staff surveys. It is intended that this one annual survey will cover the needs of HC, DH and trusts. Thus, it provides information for deriving national performance measures (including star ratings) and to help the NHS, at national and local level, work towards the 'Improving Working Lives' standard. The design also incorporates questions relating to the 'Positively Diverse Programme'. Trusts will be able to use the findings to identify how their policies are working in practice. The survey enables organisations, for the first time, to benchmark themselves against other similar NHS organisations and the NHS as a whole, on a range of measures of staff satisfaction and opinion. From 2013, the NHS Staff Survey went out to all main trust types - social enterprises, clinical commissioning groups and clinical support units were able to opt themselves in to the survey. Organisations were allowed to conduct the survey electronically and to submit data for an entire census or extended sample of their organisation. Previously the sample was restricted to 850 staff.

The collection of data (i.e. the survey fieldwork) is conducted by a number of independent survey contractors (see documentation for individual survey information). The contractors are appointed directly by each NHS trust in England and are required to follow a set of detailed guidance notes supplied by the Advice Centre (see web site link above), which covers the methodology required for the survey. For example, this includes details on how to draw the random sample, the requirements for printing of questionnaires, letters to be sent to respondents, data entry and submission. At the end of the fieldwork, the data are then sent to the Advice Centre. From the data submitted, each participating NHS trust in England receives a benchmarked 'Feedback Report' from the Advice Centre, which also produces (on behalf of the Department of Health) a series of detailed spreadsheets which report details of each question covered in the survey for each participating trust in England, and also a 'Key Findings' summary report covering the survey findings at national level. Further information about the survey series and related publications are available from the Advice Centre web site (see link above).


As in previous years, the 2010 survey contained different versions of the core questionnaire for each of the four main sectors (acute, ambulance, mental health and primary care). The majority of the content is the same across the different versions of the core questionnaire but there are a few sector-specific questions. A few questions were dropped and some added for 2010 - see Appendix 9 of the Guidance Notes document for details of changes.


Main Topics:
Topics covered in the survey include: work-life balance; appraisal; training, learning and development; team working; health and safety; errors and incidents witnessed; job characteristics and arrangements; management and supervision; perceptions of organisation worked for; harassment, bullying and violence; and respondents' demographic characteristics.

Sector-specific questions include:...

The General Practice Workforce series of Official Statistics presents a snapshot of the primary care general practice workforce. A snapshot statistic relates to the situation at a specific date, which for these workforce statistics is now the last calendar day each month. This monthly snapshot reflects the general practice workforce at 30 November 2024. These statistics present full-time equivalent (FTE) and headcount figures by four staff groups, (GPs, Nurses, Direct Patient Care (DPC) and administrative staff), with breakdowns of individual job roles within these high-level groups. For the purposes of NHS workforce statistics, we define full-time working to be 37.5 hours per week. Full-time equivalent is a standardised measure of the workload of an employed person. Using FTE, we can convert part-time and additional working hours into an equivalent number of full-time staff. For example, an individual working 37.5 hours would be classed as 1.0 FTE while a colleague working 30 hours would be 0.8 FTE. The term “headcount” relates to distinct individuals, and as the same person may hold more than one role, care should be taken when interpreting headcount figures. Please refer to the Using this Publication section for information and guidance about the contents of this publication and how it can and cannot be used. England-level time series figures for all job roles are available in the Excel bulletin tables back to September 2015 when this series of Official Statistics began. The Excel file also includes Sub-ICB Location-level FTE and headcount breakdowns for the current reporting period. CSVs containing practice-level summaries and Sub-ICB Location-level counts of individuals are also available. Please refer to the Publication content, analysis, and release schedule in the Using this publication section for more details of what’s available. We are continually working to improve our publications to ensure their contents are as useful and relevant as possible for our users. We welcome feedback from all users to PrimaryCareWorkforce@nhs.net.

As of december 2024, the majority of vacancies in Northern Ireland's health and social care department were in social services, with 1,276 vacancies. The second-highest number of vacancies was for registered nurses and midwifes, with 1,241 vacancies.

Background. The Healthcare Safety Investigation Branch (HSIB) published a report in 2020 reviewing the need to have a better method of identifying and preventing medication errors. 237 million medications errors occur in England per year. 5% of hospital admissions are related to medication errors, side effects or drug/drug interactions. Older patients, those with multiple long-term conditions and polypharmacy are most likely to experience the worse outcomes from medicine related harm. This dataset provides highly detailed medicine prescribing, indication, administration and patient outcome data, focusing on hospitalised patients in acute care.

PIONEER geography. The West Midlands (WM) has a population of 5.9 million and includes a diverse ethnic and socio-economic mix.

EHR. UHB is one of the largest NHS Trusts in England, providing direct acute services and specialist care across four hospital sites, with 2.2 million patient episodes per year, 2750 beds and an expanded 250 ITU bed capacity during COVID. UHB runs a fully electronic healthcare record (EHR) (PICS; Birmingham Systems), a shared primary and secondary care record (Your Care Connected) and a patient portal “My Health”.

Scope: All hospitalised patients in UHB Acute Medicine (AMU) and Emergency Departments (ED) from November 2017 to October 2020, curated to focus on medicines reconciliation. Longitudinal and individually linked, so that the preceding and subsequent health journey can be mapped and healthcare utilisation prior to and after admission understood. The dataset includes highly granular patient demographics and co-morbidities taken from ICD-10. Serial, structured data pertaining to acute care process (timings and wards). Along with presenting complaints, physiology readings (NEWS 2 and SEWS score). Includes all prescribed treatments, drug history, medication history and pharmacy interventions.

Available supplementary data: Matched controls; ambulance, OMOP data, synthetic data.

Available supplementary support: Analytics, Model build, validation and refinement; A.I.; Data partner support for ETL (extract, transform & load) process, Clinical expertise, Patient & end-user access, Purchaser access, Regulatory requirements, Data-driven trials, “fast screen” services.

By September 2024, the vacancy rate of medical and dental staff was estimated to reached over 10 percent. This staff group has been the one with the highest vacancy rate over the period analyzed, followed by the registered nursing, midwifery and health visiting staff vacancy rate, which used to be the highest at almost 8.8 percent at the end of 2022, but has steadily decreased to six percent over the analyzed period.

Contains information on workers who work within the boundaries of the City of New Westminster (regardless of their municipality of residence).Information is from the 2011 National Household Survey and includes mode of transportation, time arriving at work, commute duration and commuting origin. Also contains descriptive information about the data source files and notes about the use of the data.

This table includes national statistics on income statements, balance sheet figures and staff of enterprises and groups of enterprises with main activity hospital care, mental residential health care, care for the disabled, nursing home care, home care, residential care for other persons and youth care. The target population consists of enterprises and groups of enterprises in the following classes of the Standard Industrial Classification 2008 (SIC 2008): 86101 University hospitals; 86102 General hospitals; 86103 Specialised hospitals (not mental); 86104 Mental health hospitals; 8720 and 87301 Care for disabled persons; 8710, 87302 and 88101 Residential and home care; 87902 Social assistance with residential care for other persons; 87901 Social assistance with residential and day care for children; 88991 Social work for children.

From 2015 onwards the population has been altered significantly by including privately financed health care and micro enterprises. Only limited information is published about micro enterprises, but it adds to a complete description of the targeted health care classifications of SIC 2008. Furthermore SIC 86222 Practices of psychiatrists and day-care centres for social health has now been removed from the population as it will be published in statistics of care practices rather than institutions.

In 2020 healthcare professionals received a 1 000 euros net bonus for Covid19 efforts. This was provided by the Ministry of Health to the healthcare providers, which in their turn payed their own employees including their self-employed and temporary workers. The gross amount of this payment by the ministry to the healthcare providers is recorded as 'Subsidies'. The payment of the bonus including tax payment is recorded as 'Labour costs' and the payments to temporary workers as 'Other personnel costs'. In 2021 healthcare professionals received a 385 euros net bonus for Covid19 efforts.

Data available from: 2015

Status of the figures: Figures for 2023 are provisional, 2022 is definite except for 'Social work for children', 'Social assistance with residential and day care for children' and 'Residential care for other persons'. Previous years are definite.

Changes as of January 17th 2025: Provisional figures for 2023 were published for all sectors except 'Social work for children', 'Social assistance with residential and day care for children' and 'Residential care for other persons'. The same figures for 2022 were updated to definitive figures.

When will new figures be published? In the first quarter of 2025 provisional figures for 2023 will be published for 'Social work for children', 'Social assistance with residential and day care for children' and 'Residential care for other persons'. In the last quarter of 2025 provisional figures for 2024 will be published except for 'Social work for children', 'Social assistance with residential and day care for children' and 'Residential care for other persons'.

The rate of absence due to sickness in the NHS Scotland overall workforce increased in the last decade from 4.7 percent in 2014 to over 6.2 percent in 2024. In 2021, there was a slight decrease to 4.6 percent.