To address the growing problem of Nigerian doctors leaving the country to work abroad, President Bola Tinubu has approved the National Policy on Health Workforce Migration. The goal of the strategy, which was unveiled by Prof. Muhammad Pate, Coordinating Minister of Health and Social Welfare, is to both retain and recruit the approximately 12,400 Nigerian-trained physicians who are now working abroad, especially in the UK, where 67% of them are employed. The goal of the strategy is to improve working conditions, incentives, and digital health Infrastructure for health workers in Nigeria in addition to halting the continuous outflow of healthcare professionals.
Bilateral agreements with nations such as the UK are part of the approach, as Nigeria requests assistance from these nations to develop its medical training infrastructure in return for the admission of Nigerian healthcare workers. It also suggests a 1:1 match, meaning that for every Nigerian healthcare worker employed by recipient countries, another should be trained. The strategy supports work-life balance, mental health, and the reintegration of Nigerian health professionals who have returned from the diaspora.
Experts in healthcare policy have expressed mixed reactions.
Healthcare experts are waiting for further information on how the strategy will be implemented, therefore many are a little skeptical despite these big intentions. There have been questions regarding whether the strategy will only serve as a theoretical foundation or if it will actually improve conditions. Associations and health experts are also wary of the government’s intentions to properly implement or uphold the program. The National Policy on Health Workforce Migration of the Nigerian government attempts to address the exodus of medical professionals—especially physicians—from Nigeria in search of better prospects outside.
This policy’s implementation is divided into five major phases: incentive and retention programs (12–24 months); infrastructure and capacity building (6–18 months); monitoring, evaluation, and adjustment (24–36 months). When it comes to the new legislation, experts in healthcare policy have mixed words of excitement and caution. Healthcare policy analyst Dr. Olufemi Adeniyi commended the initiative for its creative, recipient-country-engaged approach to worker mobility. Nonetheless, he cautioned that “strong international negotiations and domestic commitment to healthcare reform are essential for this approach to succeed. The absence of these could lead to the policy turning into another well-meaning but badly carried out project.”
Gov’t has to make sure the proposal is a workable answer.
Also, expert in public health, Dr. Abimbola Adebayo, emphasized the necessity of openness in the application of the strategy. She said, “The policy’s effectiveness will depend on how these plans are carried out, even though it covers important concerns like training and incentives. The government has to make sure the proposal is a workable answer that actually enhances conditions for healthcare workers, not just a paper tiger.” Potential roadblocks and difficulties include bureaucracy, political opposition, and financial limitations as well as international cooperation.
Furthermore, the strategy presents a new dynamic in the global healthcare labor market from the standpoint of nations like the UK. Some nations may see the requirements of the policy—like the 1:1 training match—as both a challenge and an opportunity because they depend on highly qualified healthcare workers from Nigeria. It may put a burden on their domestic training resources, but it might also present opportunities for closer Bilateral Relations and the exchange of medical knowledge. Diplomatic and economic discussions that ensue after the policy’s declaration will determine whether or not these agreements are successful.
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Long-term impact assessment, periodic policy review and adjustment, and ongoing monitoring and reporting are examples of follow-up measures. According to data from the General Medical Council, as of December 2023, 12,198 doctors with training from Nigeria were licensed to operate in the UK. In addition, as of March 2024, 13,656 nurses and midwives with training from Nigeria were employed in the UK. These figures highlight the magnitude of Nigerian healthcare worker migration and the need for swift action to put in place policies that would keep qualified workers in the nation while controlling the unavoidable exodus of talent to other countries.