Dean Blakeney asked 6 дена ago
Corresponding author.
Accepted 2023 May 5; Collection date 2023 May.
This is an open gain access to article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted usage, circulation, and reproduction in any medium, offered the original author and source are credited.
Abstract
The National Health Services (NHS) is a British national treasure and has been extremely valued by the British public considering that its facility in 1948. Like other health care organizations worldwide, the NHS has dealt with challenges over the last couple of decades and has survived many of these challenges. The main difficulties faced by NHS historically have been staffing retention, bureaucracy, lack of digital innovation, and obstacles to sharing data for patient health care. These have altered substantially as the major obstacles dealt with by NHS presently are the aging population, the need for digitalization of services, absence of resources or funding, increasing variety of clients with complex health requirements, staff retention, and main healthcare concerns, issues with personnel morale, communication break down, stockpile in-clinic consultations and procedures intensified by COVID 19 pandemic. A crucial principle of NHS is equal and totally free health care at the point of need to everybody and anybody who needs it throughout an emergency situation. The NHS has cared for its patients with long-lasting diseases better than most other health care organizations around the world and has a very diversified workforce. COVID-19 also enabled NHS to embrace newer technology, leading to adapting telecommunication and remote center.
On the other hand, COVID-19 has actually pressed the NHS into a serious staffing crisis, backlog, and delay in client care. This has actually been made even worse by major underfunding the coronavirus disease-19coronavirus disease-19 over the past decade or more. This is made worse by the present inflation and stagnancy of incomes leading to the migration of a great deal of junior and senior personnel overseas, and all this has severely hammered staff morale. The NHS has endured various challenges in the past; nevertheless, it stays to be seen if it can conquer the existing obstacles.
Keywords: strengths of healthcare, challenges in healthcare, variety and addition, covid – 19, medical personnel, national health services, nhs authorized medications, health care inequality, healthcare transition, worldwide health care systems
Editorial
Healthcare systems worldwide have been under enormous pressure due to increased demand, staffing concerns, and an aging population [1] The COVID-19 pandemic has highlighted numerous essential elements of NHS, including its durability, multiculturalism, and reliability [1] It has actually also exposed the weak point within the system, such as labor force lacks, increasing stockpile of care and visits, delay in providing care to patients with even emergency care, and severe diseases such as cancer [2] The NHS has seen different up and downs because its creation in 1948, but COVID-19 and significant underfunding over the last decade threaten its existence.
Strengths
The strengths of NHS include its workforce, who have gone above and beyond during the pandemic to support patients and family members. Their altruism and dedication have actually been remarkable, and they have actually put their lives and licenses at threat by going above and beyond to assist clients and families in resource-deprived systems [1] The 2nd strength of the NHS is that it is a public-funded nationwide health service and has strong main management. Public assistance for NHS remains high in spite of the huge obstacles it is facing [2] Staff variety is another key strength of the NHS which is partly due to its worldwide recruitment, and the UK’s (UK) recruitment of medical and nursing personnel remains one of the highest in the world. The NHS Wales hired over 400 nurses from overseas last year, and this number is most likely to increase due to a boost in demand and lack of supply in the regional market [3] The Medical Workforce Race Equality Standard (MWRES) reported an increase of 9000 doctors from BAME backgrounds in the NHS, increasing from 44,000 to 53,000 since 2017 [4] This equals 42% of medical personnel operating in the NHS now originating from BAME backgrounds. Although BAME physicians stay underrepresented in senior positions, this number is increasing, and the number of medical directors from BAME backgrounds increased to 20.3% in 2021 [4] The NHS is a centrally moneyed health care that is totally free at the point of shipment, although over the last couple of years, a health additional charge has actually been introduced for visitors from abroad and migrants working in the UK on tier 2 visas. Another crucial strength of the NHS is public fulfillment which remains high in spite of the numerous challenges and imperfections faced by the NHS [5] The productivity of the NHS has increased in time, although measuring true performance can be tough. A research study by the University of York’s Centre for Health Economics discovered that the average annual NHS efficiency growth was 1.3% between 2004-2017, and the overall efficiency increased by 416.5% compared to 6.7% performance development in the economy. Based on the Commonwealth Fund analysis, the NHS comes fourth out of 11 systems and compares well with other healthcare systems [4,6] Traditionally, NHS has been really slow to accept digital technology for various reasons, but given that the COVID-19 pandemic, this has altered, and there is increasing usage of technology such as video and telephonic appointments. This is likely to increase even more and will show affordable in the long run.
Challenges
There are a number of challenges dealt with by the NHS, ranging from personnel lacks, retention, monetary issues, patients care stockpile, health care inequalities, social care concerns, and developing health care requirements. COVID-19 affected ethnic minority neighborhoods, and individuals from bad locations more than others, and the UK life expectancy has fallen just recently compared to other European countries [3] The hospital bed crisis during the pandemic was primarily due to extreme underfunding of the NHS, and it led to a considerable number of failings for patients, relatives, and provider, and deaths. The social care system requires immediate attention and financing [4] The annual costs on NHS increased by 4% every year; nevertheless, this number has dropped to 1.5% because the 2008 financial crisis, which is well below the typical annual costs [5] Although the government planned an increase in this costs to 3.4% for the next few years from 2019-20, the increasing inflation and pandemic mean that this costs is still far below the typical yearly costs of NHS (Figure 1).
Figure 1. The NHS spending summary.
National Health Services (NHS) [3]
Due to years of poor workforce preparation, weak policies, and fragmented obligations, there is a severe staffing crisis in both health and social care. This has actually been made worse by consistent pay erosion for staff and workforce hostile pension policies resulting in a substantial number of health care and social care staff retiring or emigrating looking for better work-life balance and better pay. The latest junior medical professionals and nursing strikes are a clear example of that. NHS provided more main care consultations to patients in 2015 compared to the pre-pandemic level regardless of a falling variety of general professionals. There are also inequalities in academic community due to hierarchical structures and precarious roles held disproportionately by women and UK ethnic minorities [5] The annual report by Health and Social care department highlighted the increasing privatization of the NHS, and more private business had actually taken control of its services, as displayed in Figure 2.
Figure 2. The Health and Social care department report on the participation of personal business in NHS.
The National Health Services (NHS) [3]
The aging population is another key difficulty faced by the NHS which is not only due to a substantial variety of complex health issues however likewise social care requirement. A significant boost in NHS costs on social care is needed to overcome this issue. The recent data reveals that, typically, an ill 65-year-old client expenses NHS 2.5 times more than a 30-year-old. The percentage of GDP invested by the UK on the NHS is less compared to other European nations, and this figure has actually become worse over the past decade (figure 3). The NHS is unlikely to deal with the significant difficulties it is dealing with without a considerable increase in social and health care spending [3]
Figure 3. The percentage of gross domestic item contrast in between the UK and other European countries.
United Kingdom (UK) [3]
Permission acquired from the authors
The number of medical and non-medical staffing vacancies stays really high in the NHS. This is partly worsened by the current pension problems and pay cuts for medical and non-medical personnel, which has actually forced them to desert healthcare or move overseas. Despite the federal government plan to increase the variety of medical school placements over the years, this is unlikely to solve the problem due to the lack of a retention plan. For instance, the UK federal government increased the number of medical school placements from 6000 to 7500 in 2018, but this is not likely to fix the problem as these new graduates begin considering going overseas or taking space years due to the enormous amount of pressure, they are under throughout training period [6]
and interventions
It is time for particular steps to be taken to deal with these crucial challenges. For instance, it is unlikely to keep health care staff without offering appealing pay offers, opportunities for flexible working, and clearer career pathways. Staff well-being need to be at the heart of NHS reformation, and they must be given time, space, and resources to recuperate to deliver the best possible care to their patients. The British Medical Association (BMA) made a number of propositions to the UK government regarding the pension plan, such as presenting of recycling of unused company contributions more commonly and can be passed onto opted-out members of the pension scheme, although this method has its own restrictions. Additionally, the lifetime pot limit needs to be increased to maintain health staff. In addition, the government ought to allow pension development across both the NHS pension scheme and the reformed plan to be aggregated before checking it against the yearly allowance [7,8] The present commercial action by NHS nurses and junior medical professionals and factor to consider of comparable actions by the consultant body of the BMA possibly ought to be an eye opener for the looming NHS staffing crisis. This can be best tackled by the government working out with the unions in a flexible method and providing them a reasonable pay increase that represents the pay reduction they have actually come across since 2007. The 4 UK nations have actually shown divergence of opinion and suggestions on tackling this problem as NHS Scotland has agreed with NHS staff, however the crisis seems to be aggravating in NHS England.
More need to be done to deal with racism and discrimination within the NHS and level playing fields should be supplied to minority health care and social care employees. This can be carried out in several methods, but the most important action is acknowledging that this exists in the first location. All team member need to be supplied training to acknowledge racism and empower them to take actions to deal with bigotry within the work environment. Similarly, actions should be required to create level playing fields for staff from the BAME neighborhood for profession progression and advancement. Organizations require to show that they want to make the challenging decision of permitting personnel members to have a conversation about racism without worry of effects. The NHS has developed tools to report bigotry experienced or experienced at the work environment, however more needs to be done, and putting cultural safeguards would be a sensible step. Organizations can organize cultural occasions for personnel to have meaningful conversations about anti-racism policies put in location to highlight locations of enhancement [6]
There is a requirement at the management level to establish and reveal empathy to the front-line personnel. The government requires to take actions and produce policies to take on the inequalities laid bare by the pandemic. A significant number of deaths in care homes throughout the COVID-19 pandemic revealed that the social care setup is not fit for purpose and needs reformation on an immediate basis. This can only be dealt with by increasing financing, better pay, and working conditions for the social care labor force. The NHS needs financial investment in developing a digital facilities and tools, and public health and care personnel need to be associated with this procedure [9] The NHS public funding has increased from 3.5% in 1950 to 7.3% in 2017, but this is not sufficient to stay up to date with the inflation and other issues faced by NHS [10] Borrowing more money for the NHS is only a short-term option and to money the NHS effectively, the federal government may require to increase taxes on all families. Although the public normally will accept greater taxes to money the NHS, this may prove difficult with rising inflation and increasing hardship. Another option could be to divert financing from other locations to the NHS, but this will impact the development being made in other sectors. A recent study of the British public showed that they are willing to pay higher taxes provided the cash was spent on NHS only, and this perhaps requires more accountability to avoid squandering NHS money [10]
The authors have stated that no completing interests exist.
References
– 1. David Oliver: Covid-19 has actually highlighted the NHS’s strengths and weak points. Oliver D. BMJ. 2020; 369:0. doi: 10.1136/ bmj.m2124. [DOI] [PubMed] [Google Scholar]- 2. NHS labor force prepare for Wales: increase abroad recruitment and cut usage of agency personnel. O’Dowd A. BMJ. 2023; 380:272. doi: 10.1136/ bmj.p272. [DOI] [PubMed] [Google Scholar]- 3.11 charts on the issues dealing with the NHS. [Apr; 2023] 2020. https://www.bbc.co.uk/news/health-50290033 https://www.bbc.co.uk/news/health-50290033
– 4. NHS England 75: NHS labor force more diverse than any point in its history, as health service devotes to more action on representation. [May; 2023] 2021. https://www.england.nhs.uk/2021/07/nhs-workforce-more-diverse-than-any-point-in-its-history-as-health-service-commits-to-more-action-on-representation/ https://www.england.nhs.uk/2021/07/nhs-workforce-more-diverse-than-any-point-in-its-history-as-health-service-commits-to-more-action-on-representation/
– 5. NHS Workforce Race Equality Standard. [Apr; 2023] 2023. https://www.england.nhs.uk/about/equality/equality-hub/workforce-equality-data-standards/equality-standard/ https://www.england.nhs.uk/about/equality/equality-hub/workforce-equality-data-standards/equality-standard/
– 6. Health and social care in England: tackling the misconceptions. [Apr; 2023] 2022. https://www.kingsfund.org.uk/publications/health-and-social-care-england-myths https://www.kingsfund.org.uk/publications/health-and-social-care-england-myths
– 7. NHS Employers caution urgent changes to NHS pension tax calculations required to take on waiting list. [Apr; 2023] 2022. https://www.nhsconfed.org/news/nhs-employers-warn-urgent-changes-nhs-pension-tax-calculations-needed-tackle-waiting-list https://www.nhsconfed.org/news/nhs-employers-warn-urgent-changes-nhs-pension-tax-calculations-needed-tackle-waiting-list
– 8. The road to renewal: 5 top priorities for health and care. [Apr; 2023] 2021. https://www.kingsfund.org.uk/publications/covid-19-road-renewal-health-and-care https://www.kingsfund.org.uk/publications/covid-19-road-renewal-health-and-care
– 9. Tackling the growing crisis in the NHS: A program for action. [Apr; 2023] 2016. https://www.kingsfund.org.uk/publications/articles/nhs-agenda-for-action https://www.kingsfund.org.uk/publications/articles/nhs-agenda-for-action
– 10. The Health Foundation: NHS at 70: Does the NHS need more money and how could we pay for it? [Apr; 2023]
Accepted 2023 May 5; Collection date 2023 May.
This is an open gain access to article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted usage, circulation, and reproduction in any medium, offered the original author and source are credited.
Abstract
The National Health Services (NHS) is a British national treasure and has been extremely valued by the British public considering that its facility in 1948. Like other health care organizations worldwide, the NHS has dealt with challenges over the last couple of decades and has survived many of these challenges. The main difficulties faced by NHS historically have been staffing retention, bureaucracy, lack of digital innovation, and obstacles to sharing data for patient health care. These have altered substantially as the major obstacles dealt with by NHS presently are the aging population, the need for digitalization of services, absence of resources or funding, increasing variety of clients with complex health requirements, staff retention, and main healthcare concerns, issues with personnel morale, communication break down, stockpile in-clinic consultations and procedures intensified by COVID 19 pandemic. A crucial principle of NHS is equal and totally free health care at the point of need to everybody and anybody who needs it throughout an emergency situation. The NHS has cared for its patients with long-lasting diseases better than most other health care organizations around the world and has a very diversified workforce. COVID-19 also enabled NHS to embrace newer technology, leading to adapting telecommunication and remote center.
On the other hand, COVID-19 has actually pressed the NHS into a serious staffing crisis, backlog, and delay in client care. This has actually been made even worse by major underfunding the coronavirus disease-19coronavirus disease-19 over the past decade or more. This is made worse by the present inflation and stagnancy of incomes leading to the migration of a great deal of junior and senior personnel overseas, and all this has severely hammered staff morale. The NHS has endured various challenges in the past; nevertheless, it stays to be seen if it can conquer the existing obstacles.
Keywords: strengths of healthcare, challenges in healthcare, variety and addition, covid – 19, medical personnel, national health services, nhs authorized medications, health care inequality, healthcare transition, worldwide health care systems
Editorial
Healthcare systems worldwide have been under enormous pressure due to increased demand, staffing concerns, and an aging population [1] The COVID-19 pandemic has highlighted numerous essential elements of NHS, including its durability, multiculturalism, and reliability [1] It has actually also exposed the weak point within the system, such as labor force lacks, increasing stockpile of care and visits, delay in providing care to patients with even emergency care, and severe diseases such as cancer [2] The NHS has seen different up and downs because its creation in 1948, but COVID-19 and significant underfunding over the last decade threaten its existence.
Strengths
The strengths of NHS include its workforce, who have gone above and beyond during the pandemic to support patients and family members. Their altruism and dedication have actually been remarkable, and they have actually put their lives and licenses at threat by going above and beyond to assist clients and families in resource-deprived systems [1] The 2nd strength of the NHS is that it is a public-funded nationwide health service and has strong main management. Public assistance for NHS remains high in spite of the huge obstacles it is facing [2] Staff variety is another key strength of the NHS which is partly due to its worldwide recruitment, and the UK’s (UK) recruitment of medical and nursing personnel remains one of the highest in the world. The NHS Wales hired over 400 nurses from overseas last year, and this number is most likely to increase due to a boost in demand and lack of supply in the regional market [3] The Medical Workforce Race Equality Standard (MWRES) reported an increase of 9000 doctors from BAME backgrounds in the NHS, increasing from 44,000 to 53,000 since 2017 [4] This equals 42% of medical personnel operating in the NHS now originating from BAME backgrounds. Although BAME physicians stay underrepresented in senior positions, this number is increasing, and the number of medical directors from BAME backgrounds increased to 20.3% in 2021 [4] The NHS is a centrally moneyed health care that is totally free at the point of shipment, although over the last couple of years, a health additional charge has actually been introduced for visitors from abroad and migrants working in the UK on tier 2 visas. Another crucial strength of the NHS is public fulfillment which remains high in spite of the numerous challenges and imperfections faced by the NHS [5] The productivity of the NHS has increased in time, although measuring true performance can be tough. A research study by the University of York’s Centre for Health Economics discovered that the average annual NHS efficiency growth was 1.3% between 2004-2017, and the overall efficiency increased by 416.5% compared to 6.7% performance development in the economy. Based on the Commonwealth Fund analysis, the NHS comes fourth out of 11 systems and compares well with other healthcare systems [4,6] Traditionally, NHS has been really slow to accept digital technology for various reasons, but given that the COVID-19 pandemic, this has altered, and there is increasing usage of technology such as video and telephonic appointments. This is likely to increase even more and will show affordable in the long run.
Challenges
There are a number of challenges dealt with by the NHS, ranging from personnel lacks, retention, monetary issues, patients care stockpile, health care inequalities, social care concerns, and developing health care requirements. COVID-19 affected ethnic minority neighborhoods, and individuals from bad locations more than others, and the UK life expectancy has fallen just recently compared to other European countries [3] The hospital bed crisis during the pandemic was primarily due to extreme underfunding of the NHS, and it led to a considerable number of failings for patients, relatives, and provider, and deaths. The social care system requires immediate attention and financing [4] The annual costs on NHS increased by 4% every year; nevertheless, this number has dropped to 1.5% because the 2008 financial crisis, which is well below the typical annual costs [5] Although the government planned an increase in this costs to 3.4% for the next few years from 2019-20, the increasing inflation and pandemic mean that this costs is still far below the typical yearly costs of NHS (Figure 1).
Figure 1. The NHS spending summary.
National Health Services (NHS) [3]
Due to years of poor workforce preparation, weak policies, and fragmented obligations, there is a severe staffing crisis in both health and social care. This has actually been made worse by consistent pay erosion for staff and workforce hostile pension policies resulting in a substantial number of health care and social care staff retiring or emigrating looking for better work-life balance and better pay. The latest junior medical professionals and nursing strikes are a clear example of that. NHS provided more main care consultations to patients in 2015 compared to the pre-pandemic level regardless of a falling variety of general professionals. There are also inequalities in academic community due to hierarchical structures and precarious roles held disproportionately by women and UK ethnic minorities [5] The annual report by Health and Social care department highlighted the increasing privatization of the NHS, and more private business had actually taken control of its services, as displayed in Figure 2.
Figure 2. The Health and Social care department report on the participation of personal business in NHS.
The National Health Services (NHS) [3]
The aging population is another key difficulty faced by the NHS which is not only due to a substantial variety of complex health issues however likewise social care requirement. A significant boost in NHS costs on social care is needed to overcome this issue. The recent data reveals that, typically, an ill 65-year-old client expenses NHS 2.5 times more than a 30-year-old. The percentage of GDP invested by the UK on the NHS is less compared to other European nations, and this figure has actually become worse over the past decade (figure 3). The NHS is unlikely to deal with the significant difficulties it is dealing with without a considerable increase in social and health care spending [3]
Figure 3. The percentage of gross domestic item contrast in between the UK and other European countries.
United Kingdom (UK) [3]
Permission acquired from the authors
The number of medical and non-medical staffing vacancies stays really high in the NHS. This is partly worsened by the current pension problems and pay cuts for medical and non-medical personnel, which has actually forced them to desert healthcare or move overseas. Despite the federal government plan to increase the variety of medical school placements over the years, this is unlikely to solve the problem due to the lack of a retention plan. For instance, the UK federal government increased the number of medical school placements from 6000 to 7500 in 2018, but this is not likely to fix the problem as these new graduates begin considering going overseas or taking space years due to the enormous amount of pressure, they are under throughout training period [6]
and interventions
It is time for particular steps to be taken to deal with these crucial challenges. For instance, it is unlikely to keep health care staff without offering appealing pay offers, opportunities for flexible working, and clearer career pathways. Staff well-being need to be at the heart of NHS reformation, and they must be given time, space, and resources to recuperate to deliver the best possible care to their patients. The British Medical Association (BMA) made a number of propositions to the UK government regarding the pension plan, such as presenting of recycling of unused company contributions more commonly and can be passed onto opted-out members of the pension scheme, although this method has its own restrictions. Additionally, the lifetime pot limit needs to be increased to maintain health staff. In addition, the government ought to allow pension development across both the NHS pension scheme and the reformed plan to be aggregated before checking it against the yearly allowance [7,8] The present commercial action by NHS nurses and junior medical professionals and factor to consider of comparable actions by the consultant body of the BMA possibly ought to be an eye opener for the looming NHS staffing crisis. This can be best tackled by the government working out with the unions in a flexible method and providing them a reasonable pay increase that represents the pay reduction they have actually come across since 2007. The 4 UK nations have actually shown divergence of opinion and suggestions on tackling this problem as NHS Scotland has agreed with NHS staff, however the crisis seems to be aggravating in NHS England.
More need to be done to deal with racism and discrimination within the NHS and level playing fields should be supplied to minority health care and social care employees. This can be carried out in several methods, but the most important action is acknowledging that this exists in the first location. All team member need to be supplied training to acknowledge racism and empower them to take actions to deal with bigotry within the work environment. Similarly, actions should be required to create level playing fields for staff from the BAME neighborhood for profession progression and advancement. Organizations require to show that they want to make the challenging decision of permitting personnel members to have a conversation about racism without worry of effects. The NHS has developed tools to report bigotry experienced or experienced at the work environment, however more needs to be done, and putting cultural safeguards would be a sensible step. Organizations can organize cultural occasions for personnel to have meaningful conversations about anti-racism policies put in location to highlight locations of enhancement [6]
There is a requirement at the management level to establish and reveal empathy to the front-line personnel. The government requires to take actions and produce policies to take on the inequalities laid bare by the pandemic. A significant number of deaths in care homes throughout the COVID-19 pandemic revealed that the social care setup is not fit for purpose and needs reformation on an immediate basis. This can only be dealt with by increasing financing, better pay, and working conditions for the social care labor force. The NHS needs financial investment in developing a digital facilities and tools, and public health and care personnel need to be associated with this procedure [9] The NHS public funding has increased from 3.5% in 1950 to 7.3% in 2017, but this is not sufficient to stay up to date with the inflation and other issues faced by NHS [10] Borrowing more money for the NHS is only a short-term option and to money the NHS effectively, the federal government may require to increase taxes on all families. Although the public normally will accept greater taxes to money the NHS, this may prove difficult with rising inflation and increasing hardship. Another option could be to divert financing from other locations to the NHS, but this will impact the development being made in other sectors. A recent study of the British public showed that they are willing to pay higher taxes provided the cash was spent on NHS only, and this perhaps requires more accountability to avoid squandering NHS money [10]
The authors have stated that no completing interests exist.
References
– 1. David Oliver: Covid-19 has actually highlighted the NHS’s strengths and weak points. Oliver D. BMJ. 2020; 369:0. doi: 10.1136/ bmj.m2124. [DOI] [PubMed] [Google Scholar]- 2. NHS labor force prepare for Wales: increase abroad recruitment and cut usage of agency personnel. O’Dowd A. BMJ. 2023; 380:272. doi: 10.1136/ bmj.p272. [DOI] [PubMed] [Google Scholar]- 3.11 charts on the issues dealing with the NHS. [Apr; 2023] 2020. https://www.bbc.co.uk/news/health-50290033 https://www.bbc.co.uk/news/health-50290033
– 4. NHS England 75: NHS labor force more diverse than any point in its history, as health service devotes to more action on representation. [May; 2023] 2021. https://www.england.nhs.uk/2021/07/nhs-workforce-more-diverse-than-any-point-in-its-history-as-health-service-commits-to-more-action-on-representation/ https://www.england.nhs.uk/2021/07/nhs-workforce-more-diverse-than-any-point-in-its-history-as-health-service-commits-to-more-action-on-representation/
– 5. NHS Workforce Race Equality Standard. [Apr; 2023] 2023. https://www.england.nhs.uk/about/equality/equality-hub/workforce-equality-data-standards/equality-standard/ https://www.england.nhs.uk/about/equality/equality-hub/workforce-equality-data-standards/equality-standard/
– 6. Health and social care in England: tackling the misconceptions. [Apr; 2023] 2022. https://www.kingsfund.org.uk/publications/health-and-social-care-england-myths https://www.kingsfund.org.uk/publications/health-and-social-care-england-myths
– 7. NHS Employers caution urgent changes to NHS pension tax calculations required to take on waiting list. [Apr; 2023] 2022. https://www.nhsconfed.org/news/nhs-employers-warn-urgent-changes-nhs-pension-tax-calculations-needed-tackle-waiting-list https://www.nhsconfed.org/news/nhs-employers-warn-urgent-changes-nhs-pension-tax-calculations-needed-tackle-waiting-list
– 8. The road to renewal: 5 top priorities for health and care. [Apr; 2023] 2021. https://www.kingsfund.org.uk/publications/covid-19-road-renewal-health-and-care https://www.kingsfund.org.uk/publications/covid-19-road-renewal-health-and-care
– 9. Tackling the growing crisis in the NHS: A program for action. [Apr; 2023] 2016. https://www.kingsfund.org.uk/publications/articles/nhs-agenda-for-action https://www.kingsfund.org.uk/publications/articles/nhs-agenda-for-action
– 10. The Health Foundation: NHS at 70: Does the NHS need more money and how could we pay for it? [Apr; 2023]
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