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In June 2022 the then Cabinet Secretary for Health and Social Care, Humza Yousef published a timetable for the implementation of the Health and Care (Staffing) (Scotland) Act 2019 on both the Healthcare Improvement Scotland website and Care Inspectorate website .

This timetable is still valid although it is noted the guidance consultation period is now due to start in June 2023, rather than May 2023.

The target intake for funded places on nursing and midwifery undergraduate programmes has increased for 10 consecutive years. Recognising that undergraduate programmes are not the single solution to developing and increasing the workforce, the Scottish Government has agreed with Higher Education Institutions, NHS Boards and other key partners, to maintain the target intake of 4,837 (4536 nursing and 301 midwifery) for 3 years. Funded places will continue to be monitored annually whilst we work collaboratively with those partners to maximise the places that are filled and explore alternative pipelines into these critical professions such as earn as you learn routes and apprenticeships.

The Scottish Government welcomes the publication and recommendations of The Nursing Workforce in Scotland report by RCN Scotland.

NHS Boards are responsible for ensuring they have local policies in place to recruit effectively and retain their staff. They are supported in this through the Scottish Government’s National Workforce Strategy, which sets out the actions it will take in partnership with Boards to plan, attract, train, employ and nurture the health and social care workforce.

This has included completing a review of career pathways for healthcare support workers and publishing a national education and development framework, in November 2022, which provides information on how to progress into a registered practitioner role.

Our recently established Nursing and Midwifery Taskforce will also build on efforts to make Scotland the best place for nurses and midwives to work by developing plans for recruitment and retention. The Nursing Workforce in Scotland Report, and its recommendations, will be considered by the taskforce as a part of its work.

Over the summer we will continue to work with stakeholders, including the Royal College of Nursing, to develop a Mental Health and Wellbeing Workforce Action Plan.

The Scottish Government, through the National Workforce Strategy for Health and Social Care, has set out a number of short, medium and longer term actions that seek to progressively improve the quality of our health and social care workforce data, and its analysis. Further detail is set out in Part III of the strategy, 'Action', which can be found at: National Workforce Strategy for Health and Social Care in Scotland (www.gov.scot)

Over the last two years our £1bn increased investment in our Agenda for Change staff has seen a Nurse at the top of Band 5 receive an uplift of 14.4% - more than £4,700

We recognise the need to modernise our service for both our current and future workforce and so we are undertaking a review of the Agenda for Change system in conjunction with Staff Side and NHS Scotland Employers. In addition, a bespoke Nursing and Midwife Task Force expert group has been set up to improve working conditions for nurses and boost workforce numbers

Work is underway to implement the Health and Care (Staffing) Act by Spring 2024 to support the wellbeing of Health and Care staff and Patients. Specifically, it aims to ensure appropriate staffing levels are in place to support high quality care for patients and service users.

As per standardised Terms and Conditions, the Scottish Government expects NHS Scotland Agenda for Change staff, including nurses, to be paid in full any amounts due for all the hours they work.

Planning for the review of the Agenda for Change system has commenced. The process will be undertaken in conjunction with NHS Scotland Staff Side and Employers in a confidential space with any amendments to Agenda for Change announced via existing channels.

After weeks of intense negotiations, I am delighted we have come to an agreement with BMA Scotland on pay deal which they will now put to their members.

Recognising the incredible work that Junior Doctors do, we have offered a fair and progressive rise which will mean a cumulative pay increase of 14.5% over two years - the best offer on the table in the UK.

This offer means a doctor at the beginning of their career would receive a total salary increase of £3,834 over two years. For those at the end of their training the rise would be £7,951 over the same period.

I would like to note the good faith in which we have collectively engaged, along with my appreciation for the views and insight Junior Doctors have brought to these negotiations.

BMA Scotland are the biggest medical trade union who represent 99% of unionised Junior Doctors in Scotland. We have long established successful partnership structures with BMA Scotland, and discussions on pay are held through these.

After weeks of intense negotiations, I am delighted we have come to an agreement with BMA Scotland on pay deal which they will now put to their members.

Recognising the incredible work that Junior Doctors do, we have offered a fair and progressive rise which will mean a cumulative pay increase of 14.5% over two years - the best offer on the table in the UK.

BMA Scotland are the biggest medical trade union who represent 99% of unionised Junior Doctors in Scotland. We have long established successful partnership structures with BMA Scotland, and discussions on pay are held through these.

After weeks of intense negotiations, I am delighted we have come to an agreement with BMA Scotland on pay deal which they will now put to their members.

Recognising the incredible work that Junior Doctors do, we have offered a fair and progressive rise which will mean a cumulative pay increase of 14.5% over two years - the best offer on the table in the UK.