Written question WQ99780

I recognise the concerns of newly qualified midwives who are seeking to secure employment within NHS Wales, and I am committed to doing everything reasonably possible to support them into the workforce and retain their skills within Wales.

The current challenges facing some newly qualified midwives are the consequence of education commissioning decisions taken in 2022, when NHS Wales was experiencing significant nursing vacancies and workforce modelling indicated a continued need for increased training numbers. Since that time, retention has improved and vacancy levels have reduced in some areas, resulting in fewer entry-level opportunities than were anticipated when these students commenced their training. This reflects changing workforce circumstances over time rather than any reduction in the long-term need for midwives in Wales.

In response, I convened a Graduate Summit on 18 June, bringing together NHS Wales organisations, Health Education and Improvement Wales (HEIW), universities and professional bodies to agree immediate and longer-term actions. Following the Summit, partners agreed an all-Wales approach to maximise employment opportunities for affected graduates, strengthen graduate transition and support arrangements, increase flexibility in deployment across different care settings, and improve workforce planning and intelligence to better align future training commissions with workforce requirements.

Retaining newly qualified midwives within Wales is a priority. The actions agreed through the Graduate Summit are specifically intended to maximise opportunities for graduates who wish to live and work in Wales and to support those who have not yet secured a substantive post. Longer-term work is also underway to strengthen workforce intelligence and improve alignment between education commissioning and workforce demand to reduce the risk of similar challenges arising in future.

Recruitment decisions, including the number and type of nursing vacancies available, are matters for individual NHS organisations. Health boards continue to review workforce plans and identify vacancies as service needs and financial plans evolve. Newly qualified midwives are encouraged to apply for opportunities advertised through normal NHS recruitment processes. HEIW continue to work closely with NHS Wales employers via their Workforce Supply Oversight Group to encourage the identification and release suitable opportunities wherever it is affordable and sustainable to do so, including through the actions agreed following the Graduate Summit.

My priority is to support newly qualified midwives into employment wherever possible, retain their skills within Wales, and ensure that the lessons learned from this years’ experience strengthen workforce planning arrangements for the future.