National GP Retention Scheme: Key Features and FAQs

In England, the GP Retention Scheme (also known as the GP retainer scheme) is a national effort to keep experienced GPs in the field. It helps GPs stay in general practice by providing incentives and support. This is part of a larger strategy to tackle workforce challenges and ensure a sustainable primary care system.

Now, let's delve into the key aspects of the programme and answer common questions about the conditions, duration, and principles of the GP retainer scheme.

Key features of the GP Retention Scheme

Financial support

GPs participating in the retention scheme receive a professional expenses supplement paid directly to them, separate from any salary negotiated with the practice. The exact amount varies by the number of sessions worked each week. The scheme also recognises the value of the experience and skills that retained GPs bring to patient care, and the financial arrangements are designed to reflect that.

Flexible working arrangements

The scheme provides flexible working options to accommodate the personal circumstances and preferences of GPs. Session patterns are agreed between the GP and the practice and reviewed at least annually to reflect any change in circumstances. Sessions must take place in settings where patients would ordinarily expect to see a GP, meaning the flexibility on offer is about hours and frequency rather than the nature of the clinical work itself. This flexibility may involve shorter clinics, annualised hours, or other arrangements that allow GPs to balance professional and personal commitments.

What Counts as a Session?

Understanding the retained GP session definition is important for both GPs and practice managers before entering the scheme. A single session is 4 hours and 10 minutes. This is not purely clinical time: each session includes administrative time, attendance at relevant clinical meetings, and structured dialogue with the clinical supervisor. Reimbursement calculations, session caps, and the professional expenses supplement are all expressed in terms of these sessions, so a clear understanding of what one session comprises is foundational to reading the financial tables correctly.

Educational support

GPs in the retention scheme have access to educational and professional opportunities. This includes support for continuing professional development, training, and skill development tailored to the GP's individual needs. The educational element also encompasses peer networking alongside formal CPD, recognising that connection with colleagues is itself a protective factor for GPs at risk of leaving practice.

Programmes to facilitate mentorship and peer support are included in the scheme. This helps GPs, especially those transitioning back to work or facing challenges, to receive guidance and support from more experienced colleagues.

Financial Support for Employing Practices: GP Retention Scheme Practice Payments

The GP Retention Scheme provides direct financial support to the employing practice, not just to the retained GP. This is a critical consideration for practice managers evaluating whether to take on an RGP.

Practices receive a reimbursement of £76.92 per session, which covers up to four sessions per week. Over a full year, this equates to a maximum reimbursement of £16,000 per year for a four-session RGP. The table below summarises the annual practice reimbursement based on the number of sessions worked each week:

This reimbursement is separate from the professional expenses supplement paid to the RGP themselves (ranging from £1,000 to £4,000 annually depending on sessions). The salary and job plan are matters for negotiation between the GP and the practice.

From April 2023, the formal four-session cap was removed, meaning a practice can employ an RGP for additional sessions beyond four per week at its own expense. However, NHS England reimbursement remains capped at four sessions, so any additional sessions above that threshold will not attract the £76.92 per session payment.

Practices considering joining the scheme should factor in the cost of providing an educational supervisor and protected supervision time alongside these payments.

Professional Expenses Supplement for the Retained GP

In addition to the practice-side reimbursement described above, the scheme pays a professional expenses supplement directly to the retained GP. This allowance is intended to help with the costs of maintaining registration, revalidation, and professional development while working reduced sessions. The supplement scales with the number of sessions worked each week, as shown in the table below:

These figures represent the ceiling for each session band; the actual amount paid may be confirmed with the regional NHS England RGP Scheme Lead at the point of application. The supplement is paid to the GP directly and is separate from salary, which remains a matter for negotiation between the GP and the employing practice. Note that this supplement carries specific tax and pensionability implications, which are addressed in the FAQ section below.

Eligibility & Rules

To participate in the GP Retention Scheme, doctors must meet specific criteria designed to support those who are genuinely at risk of leaving general practice. You must hold full registration and a licence to practise with the General Medical Council (GMC), be on the National Medical Performers List, and be in good standing with the GMC without conditions or undertakings (except those relating solely to health matters).

Core Eligibility Criteria: The scheme is open to doctors who meet ALL of the following conditions:

1. You are seriously considering leaving, or have already left, general practice. Common reasons include personal circumstances like caring responsibilities (for children or adults), personal illness, approaching retirement, or a need for greater flexibility to undertake other work. You may be required to provide evidence of this intention, such as an appraisal, a resignation letter, or pension initiation documents.
2. A regular part-time role does not meet your flexibility needs. For example, you might require shorter clinics or annualised hours.
3. There is a demonstrable need for additional educational supervision. This often applies to newly qualified doctors needing to work fewer sessions due to caregiving duties, or those working limited hours where standard study leave allowances are insufficient.

Duration and Session Caps: Retained GPs (RGPs) can remain on the scheme for a maximum of five years. An annual review is required each year to ensure the doctor still needs the scheme and that the practice is meeting its obligations.

From 1 April 2023, the formal four-session cap was removed. NHS England reimbursement remains available for up to four clinical sessions per week (totaling 16 hours and 40 minutes, or 208 sessions annually). However, practices can now directly employ an RGP for additional sessions beyond four at their own expense without affecting their eligibility. The RGP should aim to work at least 30 weeks out of the 52-week year.

Practice Obligations Under the Scheme

Joining the GP Retention Scheme as an employing practice is not solely a financial arrangement. The practice takes on a set of responsibilities that should be understood clearly before any application is submitted.

The practice must agree a session pattern with the RGP and review it at least annually. Sessions must be arranged in general practice or other settings where patients would ordinarily expect to see a GP. The practice is responsible for ensuring that appropriate clinical supervision is in place throughout the placement, which requires identifying and releasing an educational supervisor with sufficient protected time to fulfil that role.

Beyond supervision, the practice must offer the flexibility that is central to the scheme's purpose. This means accommodating the personal circumstances that qualified the GP for the scheme in the first place, rather than treating the RGP as a standard part-time employee. If the practice undergoes significant change, such as a merger, a change in contract, or a change in the available supervisory arrangements, this must be reported to the regional NHS England RGP Scheme Lead promptly.

Practices should also be aware that they are required to participate in the annual review process, not just the GP. Both parties must confirm that the conditions of the scheme continue to be met each year for the placement to remain valid.

How to Apply for the GP Retention Scheme

If you are considering joining the GP retainer scheme, the first step is to contact your regional NHS England scheme lead. This initial conversation allows you to confirm your eligibility before committing to a formal application.

The process broadly follows these steps:

1. Read the National GP Retention Scheme Guidance published by NHS England before making contact.
2. Arrange a call with your regional NHS England GP Retention Scheme Lead to discuss your circumstances and confirm eligibility.
3. Complete the official NHS England Application and Annual Review Form, available on the NHS England publications page.
4. Submit the form to your regional NHS England team, usually via the designated GP school inbox for your area.
5. Once approved, your practice will also need to demonstrate it can meet the educational supervision requirements before the placement is confirmed.

The BMA has produced a specific retained GP model contract, based on the standard salaried GP contract but adapted to reflect the educational supervision and flexibility requirements of the scheme. Both GPs and practice managers should refer to this document when agreeing terms, as it sets out the obligations on both sides. BMA members can get contract checking and application advice by emailing bma.org.uk/support. If you are unsure which regional team to contact, the NHS England website provides details for each area.

The application covers both the GP and the practice, so both parties should be involved from the outset. Annual review forms must be submitted each year to confirm ongoing eligibility and to ensure the practice continues to meet its obligations under the scheme.

Regional Contacts for the GP Retainer Scheme

Applications and daily management of the scheme are handled by regional NHS England teams, following the official merger of Health Education England (HEE) with NHS England. For example, if you are looking into the GP retainer scheme North East, you would apply through the NHS England North East Primary Care School. Similarly, practices in the South West should contact their local team, such as the Peninsula or Severn Primary Care offices. Always check with your local NHS England RGP Scheme Lead for specific regional deadlines and dedicated support available in your area.

Frequently Asked Questions about the Scheme

• Is the GP retainer scheme ending?

No, the GP retainer scheme is not ending. It remains a permanent, national workforce initiative managed by NHS England to keep experienced doctors in primary care. The scheme continues to accept new applications from eligible GPs and supporting practices in 2026.

• What is an RGP contract?

The retained GP will be treated as a salaried employee of the practice. The BMA has created a specific retained GP model contract, which is based on the standard salaried GP contract but adapted to include the specific educational and flexibility requirements of the scheme.

• Can I participate in the scheme within my current practice?

Yes, you can participate in the scheme at your current practice, provided the practice can offer suitable work and support the upkeep of your clinical skills. The practice must be able to demonstrate that it can meet your educational needs and provide an appropriate educational supervisor.

• Is the scheme available to doctors undergoing remediation?

No. The GP Retention Scheme is strictly not intended to support a doctor's remediation. If the NHS England responsible officer has concerns about a doctor's fitness to practise, the doctor will generally be considered ineligible. Doctors in this situation should seek separate advice.

• What happens during the induction programme?

Every RGP, regardless of their experience, is required to participate in a tailored induction programme. During this period, RGPs are introduced to key members of the primary care team and familiarised with essential practice systems, including:

1. The computer system, covering consultations, prescribing, and internal messaging.
2. Practice systems for managing chronic diseases and maintaining disease registers.
3. Practice policies, procedures, and local referral pathways.
4. Practice appointment systems and emergency protocols, including the location of emergency drugs.

• What happens when the programme ends?

When the programme concludes, you can choose to return to a larger role, though it is not mandatory. After 24 months with the same employer, you are entitled to full employment rights. Any major changes to the practice, such as mergers or contract alterations, should be reported to your NHS England RGP Scheme Lead.

• What happens if my circumstances change mid-scheme?

If your circumstances change during the scheme, for example if caring responsibilities end or your need for reduced sessions lessens, you should notify your NHS England RGP Scheme Lead and your practice promptly. The annual review process exists partly to reassess ongoing need, but changes should not wait until the next scheduled review if they are significant. It may be possible to adjust the session pattern or, if the original eligibility criteria are no longer met, to transition out of the scheme and into a standard salaried or partnership arrangement instead.

• Can a retained GP work at more than one practice simultaneously?

The scheme is designed around a placement with a single employing practice, and the reimbursement and supervision arrangements are structured accordingly. However, a retained GP may work at more than one practice in some circumstances, provided the total sessions remain within the scheme parameters and each practice is aware of the arrangement. Any multi-practice working should be discussed with the regional NHS England RGP Scheme Lead before it is agreed, as the supervisory and reimbursement implications will need to be confirmed.

• Is the professional expenses supplement pensionable?

The professional expenses supplement paid directly to the retained GP is non-pensionable. This means it does not count toward the NHS Pension Scheme calculation in the way that salary does. GPs should factor this into their financial planning, particularly if they are close to retirement or making decisions about pension contributions. Tax treatment of the supplement should be confirmed with an accountant or financial adviser, as it is treated as income for tax purposes even though it falls outside the pensionable pay definition.

Final Thoughts on the Pros and Cons of the GP Retention Scheme

The National GP Retention Scheme offers genuine value for GPs who need a structured, supported route to staying in clinical practice without the demands of full-time or standard part-time employment. The financial incentives, flexible session patterns, educational support, and peer networking all contribute to a package that addresses the most common reasons GPs consider leaving.

The main considerations to weigh are the tax implications of the professional expenses supplement and the annual compliance requirements, including revalidation, appraisal, and the joint annual review with the practice. The scheme is a deliberate and well-resourced workforce intervention, and for eligible GPs it represents one of the most practical mechanisms available for maintaining a meaningful clinical career alongside other commitments.

In essence, the GP Retention Scheme provides a valuable support system for GPs contemplating departure, promoting professional and personal balance while contributing to the sustainability of primary care.