BMJ leader · 2026
Rising competition for non-training resident doctor posts in the NHS: an FOI-based analysis from the Midlands.
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Cameron Allan, Taylor Lauren, Miller Laura
Аннотация
BACKGROUND: Competition for UK medical training posts has increased substantially over the past decade, but little is known about competition for non-training resident doctor roles.
METHODS: We conducted a Freedom of Information request-based study of National Health Service (NHS) trusts in the Midlands to examine competition ratios for non-training resident doctor (senior house officer and middle-grade) posts between 2024 and 2025. Of the 42 trusts contacted, 14 (33%) responded and 9 (21%) provided data complete enough for analysis.
RESULTS: Aggregate mean competition ratios rose from 84 to 195 applicants per vacancy for senior house officer posts, and from 28 to 59 for middle-grade posts, between 2024 and 2025, across nine trusts. At individual-trust level, ratios reached as high as 714 (senior house officer) and 152 (middle-grade) applicants per vacancy in 2025. These levels exceed competition ratios reported for specialty training programmes.
CONCLUSIONS: This study provides the first empirical evidence of substantial and rising competition for non-training resident doctor posts. These findings have significant implications for workforce planning, leadership decision-making and the sustainability of non-training resident doctor roles within the NHS.
METHODS: We conducted a Freedom of Information request-based study of National Health Service (NHS) trusts in the Midlands to examine competition ratios for non-training resident doctor (senior house officer and middle-grade) posts between 2024 and 2025. Of the 42 trusts contacted, 14 (33%) responded and 9 (21%) provided data complete enough for analysis.
RESULTS: Aggregate mean competition ratios rose from 84 to 195 applicants per vacancy for senior house officer posts, and from 28 to 59 for middle-grade posts, between 2024 and 2025, across nine trusts. At individual-trust level, ratios reached as high as 714 (senior house officer) and 152 (middle-grade) applicants per vacancy in 2025. These levels exceed competition ratios reported for specialty training programmes.
CONCLUSIONS: This study provides the first empirical evidence of substantial and rising competition for non-training resident doctor posts. These findings have significant implications for workforce planning, leadership decision-making and the sustainability of non-training resident doctor roles within the NHS.