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This research was commissioned by the Migration Advisory Committee (MAC), an independent, non-statutory, non-time limited, non-departmental public body that advises the UK government on migration issues. The research examines and seeks to explain the variation in the recruitment of non-European Economic Area (EEA) nurses at trust level in the National Health Service (NHS) in England, drawing on evidence from quantitative analysis of available data, as well as qualitative interviews with NHS trusts and health sector experts. The aims of this research are to: (1) investigate available data to identify any particular trust-level characteristics which might indicate likelihood to recruit from outside the EEA; (2) investigate the differential recruitment of non-EEA nurses among some NHS trusts, and the reasons for this; and (3) provide a broader overview of current nursing shortages and how they have come about.

The focus of the research was the NHS in England because data constraints make it difficult to extend quantitative analysis uniformly across the UK, and most of the Certificates of Sponsorship (CoS) were issued in England. This report is structured as follows: chapter two provides a broad overview and policy context of nursing shortages in the UK and how they have come about; chapter three details the key quantitative results of the research; chapter four details the key qualitative evidence; and chapter five identifies policy responses to preventing future nursing shortages.

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With cooks and chefs being the occupations with the highest demand for skilled workers in the tourism and hospitality sector, go2HR identified a need for greater analysis of the current labour market that focused specifically on cooks and chefs. Traditionally, the data for these two national occupational classifications (NOCs) has been difficult to understand due to the wide range of job titles, positions, and sectors in the foodservice and hospitality industry. Wage rate, demand, and labour shortage data tends to group all cooks and chefs together, regardless of skill level or industry sector. In reality, the requirements for training, productivity, skill, and experience level vary immensely between quick service restaurants (QSRs), full service restaurants (FSRs), hotels, institutional catering outlets, and restaurants specializing in a variety of ethnic cuisines. A robust labour market study of the landscape of cooking occupations, including current wages, productivity, labour as a proportion of operational costs, gratuities and other non-wage benefits, cross referenced with skills and training required was conducted by go2HR through a Sector Labour Market Partnerships (LMP) Program project with the support of the Ministry of Jobs, Tourism and Skills Training. The goal of the project was to provide clarity in the information available to industry, government, students, and consumers and identify possible crisis points as well as point to solutions to address the labour challenges.

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Workforce attitudes, such as intent to stay, leave temporarily, or exit permanently from nursing, develop at an early career stage. This paper explores the mismatch between the challenges faced by nursing graduates (of whom many belong to Generation Y) in obtaining a Registered Nurse (RN) position following graduation and the continuing shortages in nurse workforce in aged care and mental health areas. Current Australian literature reveals the discontent of university graduates seeking positions in an industry that does not make arrangements to employ graduates, but concomitantly reports workforce undersupply. Areas of nursing shortages of concern discussed in this paper are aged care and mental health nursing.

A number of reasons may explain why these areas are depleted of nurses: an ageing workforce, unattractive market positions for new graduate nurses and negative perceptions of the aged care and mental health sectors. Also, numerous generational negative opinions expressed in academic literature and popular media serve to discourage newly graduating nurses from working in these areas. The paper offers potential solutions to address three main issues raised in the discussion. Firstly, addressing the shortage of new graduate positions is an effort to retain qualified but inexperienced nurses. Secondly, drawing on the pool of new graduates to supply aged care and mental health rejuvenates these specialty areas and ensures these nursing fields are well catered for. Finally, directing efforts to retain new graduate nurses is an opportunity to address the 2025 projected Australian nurse workforce shortfall.

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Focuses on current Australian labour market trends and issues. Published four times a year, it contains editorial commentary on the current state of the labour market along with refereed and non-referred articles dealing with issues, policies, and developments within the broad spectrum of labour practice and theory. Show less

This UK report is based on findings from two surveys, one of more than 1,000 employers and one of 500 employers, as well as in-depth interviews with senior managers in 12 organisations. It provides early insights into employers' views on the apprenticeship levy and the likely effect of the levy on apprenticeship numbers and quality, as well as on wider skills development within both levy-paying and non-levy paying organisations.

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The maldistribution of health workers globally and within the Asia Pacific region remains problematic. While globalisation, and the increasing mobility of capital and labour, helps to reduce inequalities between countries, it increases inequality within countries. This study examines health workforce data and densities in the Asia Pacific region through a health workforce migration lens. The main implication relevant to achievement of sustainable development goals is the need for countries to work in a co-ordinated way in this region to increase substantially health financing and the recruitment, development, training and retention of the health workforce in developing countries, especially in least developed countries and small island developing states, most notably the Maldives, Timor-Leste, Kiribati, Samoa, Solomon Islands, Tuvalu and Vanuatu.

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Access to quality health care providers continues to be challenging in rural and remote regions of Australia with resultant gaps in health outcomes and life expectancy. There has been some focus on medical practitioner shortages in these areas, however there is limited understanding of how nursing and allied health students and early career practitioners choose locations to practice. This study aimed to provide additional information about the decision making process nursing and allied health students and recent graduates undertake when they consider rural and remote practice. This study extends an earlier exploration of medical students and junior doctors practice location decision making commissioned in 2014 by Rural Health Workforce Australia, namely 'Understanding the decision to relocate rural amongst Australian trained urban medical students and junior doctors'. This study was also informed by a review of the Australian nursing and allied health rural and remote recruitment literature of the past 10 years.

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In the wake of the vote to leave the European Union it seems likely that the UK will adopt a new immigration regime, moving away from the current free movement of people within the EU and possibly extending the current points-based-system that applies to those outside the European Union. Given the government's promise to bring net migration down it is fair to assume that the new regime will place greater restrictions on immigration. The numbers of migrants entering the country grew significantly over the last decade. As this coincided with stagnant and then falling earnings it is fair to assess how far migration contributed to this. This note finds that while it is wrong to say that migration had no effect in reducing earnings, specifically for those in low-paying occupations, the effects are small and reducing migration will not reverse the earnings squeeze.

However, reduced migration will throw up a number of significant new challenges for the labour market. In the short-term the government will need to ensure that the right to work of existing migrants is guaranteed to avoid serious harm being done to some sectors heavily reliant on such labour. In the medium-term its much heralded new industrial strategy will need to focus on helping these industries adjust to lower migrant availability, for example by investing in labour saving technology. Finally, with a likely rise in temporary workers and a greater risk of illegal migration the government will need to rethink the UK's current light touch approach to labour market enforcement.

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In line with the principle of sustainable development, construction projects ought to be developed to bring benefits across all aspects, namely economic, social, and environmental. On the other hand, being a complex, fragmented and schedule driven industry, construction projects are frequently subject to problems that constrain their execution. Since construction is a labour intensive industry, the shortage of labour has become the crucial risks hindering the construction project in achieving sustainability. This paper, in reviewing the concept of sustainable construction, also addresses the influential factors concerning the labour shortages in the construction industry and discusses how these challenges can be managed in producing sustainable construction labours.

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It is difficult to fathom the words 'skilled labour shortage' in a country of over 160 million, but the challenge of shortage of trained skilled construction labour is glaring in the industry. The purpose of the study was to examine professionals' preference for migrant craftsmen in Lagos State. A survey research design through the administration of questionnaires was used for the study. A convenience sampling method was used for the study in a vibrant sample area Lekki, Lagos where there are high volumes of building construction activities. From the 45 construction sites visited in Lekki, Lagos only 30 construction sites were responsive to the study representing a 67 per cent response rate. The data were compiled and calculations performed using SPSS 21.0.

The result showed that migrant craftsmen from four major countries in West Africa namely Benin, Ghana, Niger and Togo, are preferred by construction professionals for crafts work on building construction sites. The factor influencing the choice of migrant craftsmen is due to the shortage of skilled local craftsmen in the construction industry. The major factors mitigating against the use of local craftsmen are that they cut corners in carrying out their craft, they rush their work and they are not keen on improving their training. The preference for migrant craftsmen would result in an adequate supply of craftsmen in the industry and consequently unemployment for local craftsmen. It was recommended that local content act should be enacted and enforced for construction companies in the Nigerian construction industry to ensure an adequate quota for local professionals and craftsmen on construction sites. Nigerian institutions aimed at providing trade skill improvement programs for local craftsmen should be revamped in order to obtain skills to evolve and survive in the competitive construction industry.

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