To discuss the possible impact of Brexit on the LLR NHS and Care workforce.
Minutes:
The Board discussed the possible impact of Brexit on the LLR NHS and Care workforce. The Deputy City Mayor and the Chief Executive of University Hospitals Leicester NHS Trust (UHL) made a joint presentation to the Board on the issues involved.
The Chair had asked for this to be discussed by the Board following the formal triggering Article of 50. This was now a very big, worrying and strategic work force challenge for health and social care system. The NHS had included a useful statement in their Next Steps for the Five Year Forward View, indicating that they would work actively with the government to safeguard and secure the contribution made by international doctors and nurses and other staff as the Brexit negotiations proceeded.
The Chair felt that it was of concern that no government statement had been made to provide clarity or certainty for other nationals of EU member states working in the health and social care sector or in the private sector. The Chair had met trades union representatives earlier to explore ways of reaching out and supporting the Council’s staff and was interested in hearing others views as to what they were doing in this area.
It was noted that nationally there were 10,150 doctors and 21,032 nurses & health visitors who worked in parts of NHS originally from EU countries. This represented 9.7% of doctors and 7.1% of nursed and health care workers. There had also been no statement to clarify whether the NHS would receive the £350m per week that had been inferred during the campaigning for the referendum as part of the Article 50 announcement.
The Chief Executive of University Hospitals Leicester NHS Trust (UHL) stated that:-
a) UHL’s employment of staff with EU nationalities was slightly higher than that of LPT as the Trust had previously had a recruitment campaign to attract nurses from EU countries.
b) Overall 6.4% of UHL’s full time equivalent staff were EU nationals which was slightly higher than the national average of 5%. There were, however variances within specific service areas. For example 11% of nursing and midwifery staff were EU citizens; which was higher than the national average, whilst the 8.8% of medical and dental staff was lower than the national average.
c) There were approximately as many EU citizens as there were non-EU citizens working for UHL.
d) The turn-over rate for staff had now stabilised and was flattening out after the rise in EU staff turnover immediately prior to the referendum. The Trust had made concerted efforts to reassure EU staff that the Trust valued them and did not wish them to leave. Since the Brexit vote there were now less EU citizens coming forward for employment. Many other hospitals were focusing on recruiting in other Non-EU countries. UHL were switching their focus to recruiting staff from the Philippines. Historically staff from the Philippines tended to stay locally longer than compared to EU staff, who tended to stay for shorter periods before moving to other areas of the country.
e) UHL also recruited locally from those training in medical professions with De Montfort and Leicester Universities.
f) It was expected that there would be a net loss of 50 EU staff than those that would be recruited from the EU in the next 12 months. Whilst the EU was not the only source for recruitment, it was an important one and the sooner the employment status of existing EU citizens was regularised the better it would be for planning and retention purposes.
The Chair commented that the City’s employment of EU citizens representing approximately 5% of the Adult Social Care workforce may be slightly higher than regional figures for social care workforce.
The Chair felt that the issue would dominate the health and social care agenda for some time and would be revisited again at regularly intervals. He felt there was an urgency in seeking clarity and certainty for EU citizens employed by both the NHS and the Adult Social Care Service and there would be joint working between the NHS and the Council to make views known to the government and the local MPs. The Chair also felt it was important to raise this as an issue in 5 year plan and this would be revisited and discussed further with the Chief Executive of the Leicestershire Partnership NHS Trust who was leading on workforce streams within the STP.
AGREED:-
That the initial update be noted and the issue be revisited at future meetings as the discussions under Article 50 progressed.