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 may receive financial incentives or a salary supplement. The exact financial arrangements can vary, and it aims to recognize the value of the experience and skills that retained GPs bring to patient care.

Flexible working arrangements

The scheme provides flexible working options to accommodate the personal circumstances and preferences of GPs. This flexibility may involve part-time work, reduced hours, or other arrangements that allow GPs to balance their professional and personal commitments.

Educational support

GPs in the retention scheme have access to educational and professional opportunities. This could include support for continuing professional development, training, and skill development.

Programmes to facilitate mentorship and peer support will be 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.

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.

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.

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.

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

The National GP Retention Scheme in the UK presents both advantages and considerations for retained GPs. The scheme offers financial incentives, flexible working arrangements, educational support, and mentorship. Retained GPs can benefit from annual professional expenses supplements, contributing to their sustained clinical practice.

However, tax implications and non-pensionable aspects should be considered.

While the scheme promotes flexibility and targeted career development, it requires compliance with revalidation and an annual appraisal. The programme's merits include addressing workforce challenges, supporting GPs at various career stages, and offering financial and educational assistance. The maximum participation period is five years, with an annual review to assess the continued need for participation.

The scheme facilitates continued practice within the current practice, emphasizing peer support and patient continuity.

However, the practice must demonstrate its ability to meet the educational needs of the RGP.

Participation requires full registration, a licence from the GMC, and inclusion in the National Medical Performers List.

To join, evidence of genuine consideration to leave general practice, such as an appraisal, resignation letter, or initiation to receive a pension payment, is necessary. The induction programme ensures a smooth transition for RGPs, introducing them to key practice elements.

Upon programme completion, RGPs can return to a larger role if desired, but it's not obligatory.

After 24 months, full employment rights are granted, and the employer must maintain the job.

Communication with the employer and the NHS England RGP Scheme Lead is crucial for addressing changes that may affect employment.

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.