Contribution
It is a pleasure to serve under your chairship, Mrs Barker. I thank the hon. Member for Bury St Edmunds and Stowmarket (Peter Prinsley) not just for securing this important debate, but for his service in this sector.
I am shocked by what the hon. Member set out about the algorithm and how students or resident doctors are placed in the embryonic stages of their profession. In fact, I am astounded—I suspect many parliamentarians will not know this, and certainly the public will not be familiar with the process—that there is no appeals process. I suspect that something could quite easily be incorporated, within certain parameters, so that not everybody gets to appeal, but it is possible in exceptional circumstances. That must be right.
When we talk about the future of healthcare in the United Kingdom, we are really talking about the people who hold it together every single day, and resident doctors are at the core of that. These individuals have committed years of their life to rigorous study, they have worked long hours and they have an unwavering dedication to patient care, yet at one of the most critical stages of their career, many feel unsupported, overstretched and uncertain about their future within the NHS.
This is where and how the foundation programme plays a vital role. It is not just about a training pathway; it is the bridge between medical school and a lifelong career in medicine. At its best, the foundation programme provides structured learning, broad clinical exposure, and the opportunity to develop confidence and competence in real-world settings. It shapes not only skills, but professional identity.
If we are serious about supporting and retaining resident doctors, however, the foundation programme must do more than simply place doctors into rotations—it must actively nurture them. That means ensuring fair workloads, access to high-quality supervision and protected time for education. It means creating environments where doctors feel valued, heard and supported not just as clinicians, but as people. Retention is not just about pay or contracts; it is about culture. When doctors, especially foundation doctors, feel respected, when their wellbeing is prioritised and when they can see a sustainable future within the system, they are far more likely to stay and build their careers in the United Kingdom. One of the biggest problems I see around Birmingham is new and young doctors talking about moving abroad.
We cannot ignore the reality that many resident doctors have felt pushed to the point of taking industrial action. Strikes are never a first choice; they are a last resort when people feel that they have no other way to be heard. Concerns about pay erosion, rising living costs and consistently long and demanding hours have created a situation where many doctors feel undervalued and exhausted.
I went to a picket line outside Queen Elizabeth hospital Birmingham. So many young doctors there talked about how they were unable to live in close proximity to the hospital; they were living many miles away, simply because of accommodation costs. That is quite surprising, because we often hear people talk about junior doctors earning so much money. But if in reality, after tax and all the other expenses, junior doctors—people who save lives—cannot afford to pay for accommodation near the hospital, that shows how our system is broken.
If we want to be honest about supporting doctors, we must acknowledge that their concerns are not unreasonable. A system that relies on goodwill alone is not sustainable. Extra investment in the NHS means very little if it does not translate into better pay, safer working conditions and genuine support for the workforce delivering care every day. The Government must do more: not just words, but meaningful action. That means engaging constructively, addressing the pay concerns fairly and ensuring working conditions that allow doctors to provide safe, high-quality care without burning out.
If we invest properly in the foundation programme and support doctors throughout their early careers, allowing them an appeals process for exceptional circumstances and giving them the basic support in addressing their current challenges, we are investing in the long-term strength of our healthcare system. Supporting resident doctors is not optional—it is essential. When we support them, we do not just retain doctors; we safeguard the future of patient care.