Equality, Diversity and Inclusion
Northern Ireland’s Health and Social Care (HSC) system is entering a pivotal year. The Department of Health’s HSC Reset Plan, published in July 2025, outlines how the system will tackle a projected £600 million funding gap while delivering on the HSC Minister’s three-year strategy for stabilisation, reform, and delivery. You can read the full plan here.
At the centre of the plan is a strong workforce focus. The Department is aiming to increase staff availability by reducing absence, expanding training places for undergraduates and post-registration healthcare professionals, introducing safe staffing legislation, and investing in leadership and culture across the system. The stated ambition is to build a sustainable workforce that can deliver more care closer to home through neighbourhood-based, multidisciplinary teams.
However the Plan is clear about reducing expenditure on locum and agency staff, part of a broader efficiency drive that includes tighter financial controls, cutting central administration budgets, optimising medicines spend, and reducing variation in procurement. For the recruitment industry, this presents both a challenge and an opportunity.
New frameworks for agency supply are being rolled out across Northern Ireland. A multi-disciplinary agency staff framework, launched in June 2025, covers roles such as allied health professionals, social care support staff, administration and technical posts, as well as finance, IT, and support services. Frameworks for medical and dental locums are also being developed. These frameworks are designed to control costs, standardise quality, and limit reliance on off-contract agencies. Trusts are expected to operate within these frameworks, reducing off-framework use. More details are available here.
For REC members, the message is clear: agency workers remain essential to keeping services running, particularly when demand spikes or sickness absence is high. While the Department aims to curb costs, the flexibility and resilience provided by agencies will continue to be crucial as workforce shortages cannot be resolved overnight. Agencies that demonstrate value, compliance, and strong governance will be best positioned to support the system during this transition.
Agency and bank staff also provide vital support for NHS workers who need flexibility for caring responsibilities or other commitments. UK wide Data shows that bank staffing can often be more expensive than agency provision: in 2024, £5.8 billion was spent on bank staff in the UK compared with £4.6 billion on agency workers. This highlights the importance of well-managed agency supply in delivering safe, cost-effective care.
The Reset Plan marks a significant moment for Northern Ireland’s health system and will impact the role of recruiters operating in Healthcare in Northern Ireland. The REC will continue to monitor developments closely and keep members informed as changes are implemented and new guidance emerges.
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