The Medical Training (Prioritisation) Act 2026 implements the Government’s commitment in the 10-Year Health Plan to prioritise United Kingdom medical graduates for foundation training places, and to prioritise UK medical graduates and other doctors with significant National Health Service experience for specialty training places.

For specialty training places starting in 2026, immigration statuses are being used as a proxy to capture applicants who are most likely to have significant experience working in the health service in the UK.

From 2027, under the Act, immigration status will no longer automatically determine priority for specialty training. Instead, the act provides a power to specify in regulations any additional groups who will be prioritised by reference to criteria indicating significant experience as a doctor in the health service, or by reference to immigration status. The Department is working with NHS England, the devolved administrations, and other partners on how best to define and evidence significant NHS experience as part of the development of those regulations. We will set out next steps in due course.

The Act is not designed to, and does not, exclude any eligible applicants from applying for medical foundation or specialty training. Non-prioritised graduates can still apply, and they will be offered places if vacancies remain after prioritised applicants have received offers. For individuals who do not secure a foundation year one post this year, there are alternative routes to pursuing a medical career in the UK. These include obtaining full General Medical Council (GMC) registration through the established GMC pathways, such as completing an approved internship in the country where they trained and then entering the UK healthcare system through applying to a locally employed doctor role or another non-training post.

The Government has no plans to introduce transitional arrangements for the implementation of the Act.

The Medical Training (Prioritisation) Act 2026 implements the Government’s commitment in the 10-Year Health Plan to prioritise United Kingdom medical graduates for foundation training places, and to prioritise UK medical graduates and other doctors with significant National Health Service experience for specialty training places.

For specialty training places starting in 2026, immigration statuses are being used as a proxy to capture applicants who are most likely to have significant experience working in the health service in the UK.

From 2027, under the Act, immigration status will no longer automatically determine priority for specialty training. Instead, the act provides a power to specify in regulations any additional groups who will be prioritised by reference to criteria indicating significant experience as a doctor in the health service, or by reference to immigration status. The Department is working with NHS England, the devolved administrations, and other partners on how best to define and evidence significant NHS experience as part of the development of those regulations. We will set out next steps in due course.

The Act is not designed to, and does not, exclude any eligible applicants from applying for medical foundation or specialty training. Non-prioritised graduates can still apply, and they will be offered places if vacancies remain after prioritised applicants have received offers. For individuals who do not secure a foundation year one post this year, there are alternative routes to pursuing a medical career in the UK. These include obtaining full General Medical Council (GMC) registration through the established GMC pathways, such as completing an approved internship in the country where they trained and then entering the UK healthcare system through applying to a locally employed doctor role or another non-training post.

The Government has no plans to introduce transitional arrangements for the implementation of the Act.

The Medical Training (Prioritisation) Act 2026 implements the Government’s commitment in the 10-Year Health Plan to prioritise United Kingdom medical graduates for foundation training places, and to prioritise UK medical graduates and other doctors with significant National Health Service experience for specialty training places.

For specialty training places starting in 2026, immigration statuses are being used as a proxy to capture applicants who are most likely to have significant experience working in the health service in the UK.

From 2027, under the Act, immigration status will no longer automatically determine priority for specialty training. Instead, the act provides a power to specify in regulations any additional groups who will be prioritised by reference to criteria indicating significant experience as a doctor in the health service, or by reference to immigration status. The Department is working with NHS England, the devolved administrations, and other partners on how best to define and evidence significant NHS experience as part of the development of those regulations. We will set out next steps in due course.

The Act is not designed to, and does not, exclude any eligible applicants from applying for medical foundation or specialty training. Non-prioritised graduates can still apply, and they will be offered places if vacancies remain after prioritised applicants have received offers. For individuals who do not secure a foundation year one post this year, there are alternative routes to pursuing a medical career in the UK. These include obtaining full General Medical Council (GMC) registration through the established GMC pathways, such as completing an approved internship in the country where they trained and then entering the UK healthcare system through applying to a locally employed doctor role or another non-training post.

The Government has no plans to introduce transitional arrangements for the implementation of the Act.

The Medical Training (Prioritisation) Act 2026 implements the Government’s commitment in the 10-Year Health Plan to prioritise United Kingdom medical graduates for foundation training places, and to prioritise UK medical graduates and other doctors with significant National Health Service experience for specialty training places.

For specialty training places starting in 2026, immigration statuses are being used as a proxy to capture applicants who are most likely to have significant experience working in the health service in the UK.

From 2027, under the Act, immigration status will no longer automatically determine priority for specialty training. Instead, the act provides a power to specify in regulations any additional groups who will be prioritised by reference to criteria indicating significant experience as a doctor in the health service, or by reference to immigration status. The Department is working with NHS England, the devolved administrations, and other partners on how best to define and evidence significant NHS experience as part of the development of those regulations. We will set out next steps in due course.

The Act is not designed to, and does not, exclude any eligible applicants from applying for medical foundation or specialty training. Non-prioritised graduates can still apply, and they will be offered places if vacancies remain after prioritised applicants have received offers. For individuals who do not secure a foundation year one post this year, there are alternative routes to pursuing a medical career in the UK. These include obtaining full General Medical Council (GMC) registration through the established GMC pathways, such as completing an approved internship in the country where they trained and then entering the UK healthcare system through applying to a locally employed doctor role or another non-training post.

The Government has no plans to introduce transitional arrangements for the implementation of the Act.

The Medical Training (Prioritisation) Act 2026 implements the Government’s commitment in the 10-Year Health Plan to prioritise United Kingdom medical graduates for foundation training places, and to prioritise UK medical graduates and other doctors with significant National Health Service experience for specialty training places.

For specialty training places starting in 2026, immigration statuses are being used as a proxy to capture applicants who are most likely to have significant experience working in the health service in the UK.

From 2027, under the Act, immigration status will no longer automatically determine priority for specialty training. Instead, the act provides a power to specify in regulations any additional groups who will be prioritised by reference to criteria indicating significant experience as a doctor in the health service, or by reference to immigration status. The Department is working with NHS England, the devolved administrations, and other partners on how best to define and evidence significant NHS experience as part of the development of those regulations. We will set out next steps in due course.

The Act is not designed to, and does not, exclude any eligible applicants from applying for medical foundation or specialty training. Non-prioritised graduates can still apply, and they will be offered places if vacancies remain after prioritised applicants have received offers. For individuals who do not secure a foundation year one post this year, there are alternative routes to pursuing a medical career in the UK. These include obtaining full General Medical Council (GMC) registration through the established GMC pathways, such as completing an approved internship in the country where they trained and then entering the UK healthcare system through applying to a locally employed doctor role or another non-training post.

The Government has no plans to introduce transitional arrangements for the implementation of the Act.

AI will transform workplaces, demanding new skills and augmenting existing roles. To prepare for this the AI and the Future of Work Unit was set up, as a cross‑government function designed to help ensure AI delivers positive outcomes for the economy, jobs, and workers.

The unit published an initial assessment of AI impacts on the labour markets in January 2026. DSIT also published a snapshot of entry-level hiring in the UK last month partnering with LinkedIn. This found that whilst entry level hiring is weak it is broadly in line with the wider labour market. There are certain roles where AI tools have become more capable in recent years, and where entry level hiring is weakening. While this data is consistent with AI having an impact on entry-level hiring, this should not be considered causal evidence.

To further increase government’s capability to assess these impacts and inform relevant policy, we are establishing a new AI Economics Institute incorporating the functions of the Future of Work Unit. We have also launched the Early Careers Job Alliance to map how entry-level work is changing, producing practical help for businesses on how to redesign roles while maintaining entry-level pathways, and identifying early examples of good practice.

Through Jobcentre Plus, we work with employers to provide work experience opportunities and help businesses access talented candidates. Employers can receive support through the Employer Services Line and local Employer Advisers, who can help promote opportunities, connect employers with suitable candidates and support recruitment activity. This underpins our commitment to expand work experience and training placements by 300,000 as part of the Youth Guarantee.

Unemployed graduates can access personalised support through Jobcentre Plus, including targeted job search assistance, CV and interview preparation, and help to identify opportunities that reflect their skills, qualifications and experience. Unemployed graduates aged 16 to 24 can also access additional support through Youth Hubs, including mental health support, essential and vocational skills provision, and employer engagement.

Jobcentre Plus also works with expert organisations such as Milkround (www.milkround.com) and Prospects (www.prospects.ac.uk) to support graduates in navigating the early career labour market and identifying suitable opportunities. In addition, the National Careers Service provides free, impartial careers advice in England, including support with applications, interviews and career planning, helping individuals gain experience and progress towards sustainable employment.

We know early years teachers contribute to better outcomes. That is why the government is committed to championing early years teachers, to achieve our aims that 75% of children reach a good level of development by 2028 and that every child has the best start in life.

We have set an ambition to have an early years teacher in every setting. Currently, less than 50% of private, voluntary and independent group-based settings have at least one graduate member of staff. To achieve our ambition, we would need an additional 9,500 teachers. The scheme is part of a wider programme of initiatives that will help us reach this target.

In year one, we expect 1,200 teachers to benefit from the scheme at a cost of over £8 million.

We know early years teachers contribute to better outcomes. That is why the government is committed to championing early years teachers, to achieve our aims that 75% of children reach a good level of development by 2028 and that every child has the best start in life.

We have set an ambition to have an early years teacher in every setting. Currently, less than 50% of private, voluntary and independent group-based settings have at least one graduate member of staff. To achieve our ambition, we would need an additional 9,500 teachers. The scheme is part of a wider programme of initiatives that will help us reach this target.

In year one, we expect 1,200 teachers to benefit from the scheme at a cost of over £8 million.

The early years teacher recognition payment scheme is not just to recruit new early years teachers. It is also designed to boost retention by recognising talented and experienced early years teachers who are already part of the workforce. The department knows that the turnover rates of all staff in private, voluntary and independent group-based settings is 14%. The payments are part of the government’s long-term ambition to grow and strengthen the early years workforce.

The government already offers similar payments for eligible school and further education teachers, and findings from other similar projects, such as phased maths bursaries, suggests they can support the scheme’s aims.

The early years teacher recognition payments supports the government’s priorities to grow and strengthen the workforce and contribute to our long-term ambition to have an early years teacher in every nursery setting.

We recognise the vital contribution of all early years staff across the country but have prioritised targeting the early years teacher recognition payments where need is greatest. Evidence shows fewer qualified teachers work in disadvantaged communities, so that is where we will focus first.

Local authority areas were selected using three measures, each weighted equally and combined to produce an overall ranking:

• The Income Deprivation Affecting Children Index rank.
• Proportion of the local authority’s early years workforce that are qualified teachers.
• Percentage of children achieving a good level of development in the local authority.

This approach ensures payments are targeted at areas with the highest levels of need and greatest potential impact.

The early years teacher recognition payments supports the government’s priorities to grow and strengthen the workforce and contribute to our long-term ambition to have an early years teacher in every nursery setting.

We recognise the vital contribution of all early years staff across the country but have prioritised targeting the early years teacher recognition payments where need is greatest. Evidence shows fewer qualified teachers work in disadvantaged communities, so that is where we will focus first.

Local authority areas were selected using three measures, each weighted equally and combined to produce an overall ranking:

• The Income Deprivation Affecting Children Index rank.
• Proportion of the local authority’s early years workforce that are qualified teachers.
• Percentage of children achieving a good level of development in the local authority.

This approach ensures payments are targeted at areas with the highest levels of need and greatest potential impact.

The early years teacher recognition payments supports the government’s priorities to grow and strengthen the workforce and contribute to our long-term ambition to have an early years teacher in every nursery setting.

We recognise the vital contribution of all early years staff across the country but have prioritised targeting the early years teacher recognition payments where need is greatest. Evidence shows fewer qualified teachers work in disadvantaged communities, so that is where we will focus first.

Local authority areas were selected using three measures, each weighted equally and combined to produce an overall ranking:

• The Income Deprivation Affecting Children Index rank.
• Proportion of the local authority’s early years workforce that are qualified teachers.
• Percentage of children achieving a good level of development in the local authority.

This approach ensures payments are targeted at areas with the highest levels of need and greatest potential impact.

The early years teacher recognition payment scheme is not just to recruit new early years teachers. It is also designed to boost retention by recognising talented and experienced early years teachers who are already part of the workforce. The department knows that the turnover rates of all staff in private, voluntary and independent group-based settings is 14%. The payments are part of the government’s long-term ambition to grow and strengthen the early years workforce.

The government already offers similar payments for eligible school and further education teachers, and findings from other similar projects, such as phased maths bursaries, suggests they can support the scheme’s aims.

We know early years teachers contribute to better outcomes. That is why the government is committed to championing early years teachers, to achieve our aims that 75% of children reach a good level of development by 2028 and that every child has the best start in life.

We have set an ambition to have an early years teacher in every setting. Currently, less than 50% of private, voluntary and independent group-based settings have at least one graduate member of staff. To achieve our ambition, we would need an additional 9,500 teachers. The scheme is part of a wider programme of initiatives that will help us reach this target.

In year one, we expect 1,200 teachers to benefit from the scheme at a cost of over £8 million.

The early years workforce is at the heart of our mission to give every child the best start in life and deliver the Plan for Change.

Early years teacher recognition payments form part of a wider programme to attract and retain early years teachers. The department is significantly increasing the number of funded training places on the early years initial teacher training courses over three years, as well as uplifting funding for providers. We are introducing a new degree apprenticeship route to help more people become early years teachers, with an employer support grant available to deliver this.

On 18 June, we launched the ‘Shaping the future of early years teaching’ consultation. This sets out proposals to reform how early years teachers are trained and supported, with the aim of strengthening training quality and consistency and raising the status of early years teachers across all settings.

Evidence shows leaders with specialised early years graduate qualifications, particularly early years teachers, have the strongest impact on children’s outcomes. The department has prioritised the payments for early years teachers in areas of greatest need.

The cost for the first year of the early years teacher recognition payment is expected to be over £8 million, including payments and tax, and a value for money assessment was carried out. We will announce future year costs in due course. Quantitative metrics will be used to evaluate the scheme, including the number of teachers claiming a payment, numbers and turnover rates of teachers, alongside qualitative metrics, such as staff motivation and confidence.

Early education is delivered by a mixed provider market that sets its own rates of pay. In 2026/27, we expect to provide over £9.5 billion for entitlements, more than doubling annual public investment in the early years sector compared to 2023/24.