The new regulations, effective from 21 July 2025, will bar NHS managers found guilty of serious misconduct from holding senior roles
Under strict new regulations announced on 21 July 2025, NHS managers found guilty of serious misconduct, such as suppressing whistleblowers or endangering patient safety, will be banned from holding senior positions. The reforms aim to raise professional standards across NHS leadership, prevent a culture of failure, and ensure patients and staff are better protected. For the first time, healthcare managers will face consistent accountability measures similar to those applied to doctors and nurses.
Boosting patient safety in the NHS
Under the leadership of the Department of Health and Social Care, plans to enhance patient safety in the NHS are underway. These plans include preventing NHS managers who commit serious misconduct from taking up other senior roles, thereby ensuring accountability and maintaining a high standard of leadership.
The proposals outline a clear path to meet the UK Government’s commitment to introduce professional standards for and regulate NHS managers. This includes the presentation of legislation to Parliament next year, marking a significant step towards professionalizing the NHS management.
Within the NHS, thousands of clinical and non-clinical managers operate under a regulatory framework that is specific to doctors, but not to managers.
Wes Streeting, Secretary of State for Health and Social Care, said: “I’m determined to create a culture of honesty and openness in the NHS where whistleblowers are protected, and that demands strict enforcement. If you silence whistleblowers, you will never be able to work in the NHS again. We’ve got to create the conditions where staff are free to come forward and sound the alarm when things go wrong. Protecting the reputation of the NHS should never take precedence over safeguarding patient safety.
I promised no more rewards for failure in the NHS, and these measures will deliver on it. Most NHS leaders are doing a fantastic job, but we need to stop the revolving door that allows managers sacked for misconduct or incompetence to be quietly moved to another well-paid role in another part of the NHS.
The reforms we are making through our Plan for Change will slam the door in the face of unsuitable managers, while providing the training, support, and development to help NHS leaders thrive and lead the NHS into a brighter future.”
Aiming to create a more professional NHS environment
The new proposals aim to strengthen health service leadership and professionalise NHS management, as part of the 10 Year Health Plan. The consultation received over 4,900 contributions on ways to regulate managers and leaders.
Responding to the consultation, the UK Government will develop a proportionate regulatory system that focuses where need is greatest. It will ensure that individuals who have committed serious misconduct are no longer able to work within senior NHS management positions.
The statutory barring system will be for board-level directors and their direct reports within NHS bodies. Further legislation will set out new statutory powers for the Health and Care Professions Council (HCPC) to disbar NHS leaders in senior roles who have committed serious misconduct.
Reviews by Tom Kark KC, General Sir Gordon Messenger and the Infected Blood Inquiry all highlighted the need for strong, transparent and accountable leadership.
Sam Allen, NHS National Director for Leadership and Management, said: “The 10 Year Health Plan was clear about the vast importance of excellent leadership and management, both to the quality of patient care and staff experience now, and to how we deliver the plan’s ambitions for the future.
Managers will welcome this new regulatory framework as part of the broader package of actions outlined in the Plan to attract, develop, and retain the best possible leaders for the NHS of today and tomorrow.
Accountability is a crucial part of this, and can only boost trust with patients, the public and other professionals, reinforcing the integrity of the system and the trustworthiness of the professionals involved.
Tom Kark KC, author of the Kark Review, said: “I am pleased that the recommendation made in my report into the application of the NHS Fit and Proper Person Test to create a power to disqualify Board Directors found guilty of serious misconduct is being implemented.
Along with the ongoing implementation of my other recommendations for improving Board competence, this is a positive move to strengthen management in the NHS by weeding out poor leadership. This is good news for whistleblowers and those looking for accountability in senior management, which has long been lacking.”
