According to the Office for National Statistics (ONS), there are over 767,000 nurse jobs in the United Kingdom.

Recent data from NHS  and BBC reported around 40,000 nurse vacancies in the UK. In fact, nursing accounts for 1 in 9 job posts.

Employer must facilitate ongoing education, training, and appraisal so that nurses can
deliver high-quality healthcare consistently throughout their careers. They must ensure that nurses keep their skills and knowledge up to date and uphold 
professional standards.

We support the employers in their journey to hire

Single Platform for all needs
Single Platform for all needs 96%
Reliable staff hiring
Reliable staff hiring 89%
End to end support to employees
End to end support to employees 97%
Employer's safety
Employer's safety 94%

We have dedicated account managers who will work with you to support in fulfilling your need for all health care staff from nurses to doctors, health care assistants and, radiographers, lab technicians and specialists.

We do the checks and confirm the qualifications, education and training at India end so that you have reliability.

We also provide pre-employment training in India so that the doctors, nurses and other professionals are trained to a reasonable standard. 

What are your responsibilities

New employees should have:

  • a thorough induction into their area of work
  • training and supervision where necessary
  • preceptorship* and mentoring (especially for newly qualified staff)
  • ongoing access to professional development
  • clinical supervision.

*Preceptorship is a period of support for people who have joined the register to help their transition from student to qualified nurse or midwife.

Professional indemnity arrangements

From 17 July 2014, the Health Care and Associated Professions (Indemnity Arrangements) Act (2014) requires all nurses, midwives and nursing associates to have in place an appropriate professional indemnity arrangement.

This should reflect the risks associated with the scope of their practice and provide sufficient cover if a successful claim is made against them.

Vetting and barring

The sections in the Safeguarding Vulnerable Groups Act 2006 that prohibit individuals from working with children and vulnerable adults, has been in effect since October 2009. These sections cover a much wider range of workplaces.

The management of the different lists of barred individuals is centralised and run by the Disclosure and Barring Service in England, Wales and Northern Ireland, and by Disclosure Scotland.

You must check that anyone you employ is not on the barred lists. It is a criminal offence to knowingly let a barred individual work with vulnerable groups.


  • Employers should have at least two professional references from an applicant’s last place of work as a nurse or midwife to ensure good work and performance .
  • Employers should contact referees directly rather than relying on any written statements supplied to you by the job applicant.
  • As best practice, the employers shouldn’t let a person start work until they have verified their references – if you as employer really cannot afford to wait for references to be confirmed in writing, at least obtain verbal assurances over the phone until the paperwork comes through.

Identity checks

As part of your background checks before employment, international nurses and doctors should go through police check. You should ask to see the documents and proofs of identity and address. Proof of identity should be photographic, for example a passport, photo driving license, or EU or EEA national identity card. Proof of address might include a recent bank statement, utility bill or council tax bill.


You should not employ someone if you are uncertain of their identity. If you believe someone is fraudulently using a nurse, midwife or nursing associate’s identity or registration details.

Managing an employee’s fitness to practise

We recognise that many minor incidents are better dealt with by employers at a local level. You may need to discipline a nurse, midwife or nursing associate through your own employment procedures, or provide further training. Depending on the severity of the incident, our involvement is not always necessary.

If you manage a concern locally, you should monitor the situation and review the position if there is a change in circumstances.