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.

Percent of NHS staff by organisation, staff group, and ethnicity

Around 8.48 percent of NHS staff in England experienced discrimination from a patient or a person connected to that patient/service user in 2023. Since 2018, experienced discrimination among NHS staff has increased. However, discrimination is experienced far more common by staff with other ethnic background than White, with roughly one in five staff members of ethnic background saying they experienced discrimination from patients in 2023.

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.

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.

The whole summary section can be deleted and replaced with: Data for non-medical staff are an annual snapshot of staff excluding medical or dental doctors within the Hospital and Community Health Services (HCHS) of the NHS. The detailed results contain further data tables for 2006 including staff groups by age, gender and ethnicity and selected data by Strategic Health Authority and individual organisation. This report is one of three that make up the NHS Staff 1996 - 2006 publication. The other two reports are: •Medical and Dental staff 1996 - 2006 •General Practice staff 1996 - 2006 You can access both of these reports and an overview of the whole publication via the links.

NHS Workforce statistics on bank staff employed directly by NHS trusts and paid through the NHS Electronic Staff Record (ESR) pay and human resources system.

These tables cover the period from 30 April 2008 through to the latest period and uses four main earnings measures. Note that from September 2015 this dataset is now updated quarterly. As expected with provisional statistics, some figures may be revised from month to month as issues are uncovered and resolved. No refreshes of the provisional data will take place either as part of the regular publication process, or where minor enhancements to the methodology have an insignificant impact on the figures at a national level. However, the provisional status allows for this to occur if it is determined that a refresh of data is required subsequent to initial release. Where a refresh of data occurs, it will be clearly documented in the publications. We welcome feedback on the methodology and tables within this publication. Please send your comments and suggestions, clearly stating 'NHS Staff Earnings' as the subject heading through to enquiries@hscic.gov.uk or 0300 303 5678.

As of December 2024, over 22 thousand general practitioners (GPs) in NHS England were white, compared to approximately 12.5 thousand Asian and Asian British GPs. White GPs represent almost 46 percent of all GPs.

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.

*** This dataset has been discontinued from November 2015 - please refer to "NHS Workforce - Medical Staff" and "NHS Workforce - Non Medical Staff" datasets using the additional links below *** Provisional monthly figures for headcount, full time equivalent and role count of NHS Hospital and Community Health Service (HCHS) staff groups working in England (excluding primary care staff). As expected with provisional statistics, some figures may be revised from month to month as issues are uncovered and resolved. No refreshes of the provisional data will take place either as part of the regular publication process, or where minor enhancements to the methodology have an insignificant impact on the figures at a national level. The monthly publication is an accurate summary of the validated data extracted from the NHS's HR and Payroll system. It has a provisional status as the data may change slightly over time where trusts make updates to their live operational systems. Given the size of the NHS workforce and the changing composition, particularly during this period of transition, it is likely that we will see some additional fluctuations in the workforce numbers over the next few months reflecting both national and local changes as a result of the NHS reforms. These statistics relate to the contracted positions within English NHS organisations and may include those where the person assigned to the position is temporarily absent, for example on maternity leave.

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). 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. See documentation for further details.

Quarterly data on staff in NHS support organisations and central bodies

Healthcare workers (HCWs) are known to be at increased risk of infection with SARS-CoV-2, although whether these risks are equal across all roles is uncertain. Here we report a retrospective analysis of a large real-world dataset obtained from 10 March to 6 July 2020 in an NHS Foundation Trust in England with 17,126 employees. 3,338 HCWs underwent symptomatic PCR testing (14.4% positive, 2.8% of all staff) and 11,103 HCWs underwent serological testing for SARS-CoV-2 IgG (8.4% positive, 5.5% of all staff). Seropositivity was lower than other hospital settings in England but higher than community estimates. Increased test positivity rates were observed in HCWs from BAME backgrounds and residents in areas of higher social deprivation. A multiple logistic regression model adjusting for ethnicity and social deprivation confirmed statistically significant increases in the odds of testing positive in certain occupational groups, most notably domestic services staff, nurses, and health-care assistants. PCR testing of symptomatic HCWs appeared to underestimate overall infection levels, probably due to asymptomatic seroconversion. Clinical outcomes were reassuring, with only a small minority of HCWs with COVID-19 requiring hospitalization (2.3%) or ICU management (0.7%) and with no deaths. Despite a relatively low level of HCW infection compared to other UK cohorts, there were nevertheless important differences in test positivity rates between occupational groups, robust to adjustment for demographic factors such as ethnic background and social deprivation. Quantitative and qualitative studies are needed to better understand the factors contributing to this risk. Robust informatics solutions for HCW exposure data are essential to inform occupational monitoring.

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.

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.

This statistic shows the results of a survey conducted in the United States in March 2017, by gender. U.S. adults were asked about characteristics of U.S. hospital staff, as perceived by their own experience. Among the respondents that identified as Hispanic American or Latino, over 70 percent of respondents indicated that they felt hospital staff was friendly, compared 63 percent of White/Caucasian respondents.

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.

• Vacancy reference number • Job title • Staff group • Salary • AfC banding • Date published • Date closed • Duration (i.e. permanent/fixed term for X months) • Part time/full time • Vacancy site (i.e. the hospital/site the position was held) Your request was received on 8 February 2024 and I am dealing with it under the terms of the Freedom of Information Act 2000. Response Please find attached file containing all the band 5 nursing vacancies for requested organisations published between 5 February 2023 – 8 February 2024. The post code field confirms the location of the vacancy. The information provided is limited to what the recruiting organisation supplies us with. For more detail on each position you may wish to write to each trust directly. A directory of trusts and Clinical Care Groups (CCGs) and Integrated Care Boards (ICBs) (including the ones provided in the data) can be found at the below web link: https://www.nhs.uk/nhs-services/find-your-local-integrated-care-board/ Please note that this request and our response is published on our Freedom of Information disclosure log at: https://opendata.nhsbsa.net/dataset/foi-01733 If you have any queries regarding the data provided, or if you plan on publishing, the data please contact foirequests@nhsbsa.nhs.uk ensuring you quote the above reference. This is important to ensure that the figures are not misunderstood or misrepresented. If you plan on producing a press or broadcast story based upon the data please contact communicationsteam@nhsbsa.nhs.uk. This is important to ensure that the figures are not misunderstood or misrepresented.

The summation contains updated data which reflect all corrections made by HCAI audit staff and hospital representatives. Each file consists of one rolling 4th quarter file for the respective calendar year of data. Comparison of the previously released data files with the revised data files may not have a material effect on statewide aggregations, but may have a significant effect on the data for individual hospitals.