NHS Employers

Retention is a priority for Verumed – the company has no interest in the locum market

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Substantive employment – ensuring patients’ safety and enhancing doctors’ performance.

In rejecting the financial inducements of the locum market, Verumed can rightly claim to be contributing to significant cost savings by the NHS.

Verumed offers

Services to the employer which are unique in their coverage:

  • Review undertaken of Vocational or Specialty Training syllabus, and Continuous Professional Development (CPD) records, of each candidate;
  • Comprehensive evidence based information about EEA Family Doctor (GP) and Specialty Training programmes; EEA GP or Specialty Doctor registration; and licensing requirements necessary for employment;
  • Full file of compliance and evidence required by NHS England, including DBS check and Occupational Health Clearance;
  • Option of outsourced recruitment process;
  • Advice on remuneration package and optimising Terms and Conditions to maximise retention;
  • Information and assistance in preparing the candidate for the assessments required by Health Education England (HEE);

Current entry requirements for EEA GPs and Hospital Doctors entering the UK

There are the following groups of overseas Doctors applying for GMC registration:

1) IMG with the training outside the EEA and with PLAB executed by GMC, the standards of which have recently been reviewed and due to be raised;

2) CEGPR applicants:

  1. who at the time of leaving training have failed either AKT or CSA;
  2. who gained GP skills outside of an EEA approved training programme;

3) EEA Medical Graduates:

  • No visa requirements;
  • VT or ST mutually recognised to that of the UK;
  • Matching Curriculum unified by Bologna Process
  • English language of IELTS 7,5 executed by Cambridge via British Council, level of Proficient user
  • Exempt by GMC from any aptitude tests, PLAB, CEGPR, APS routes


  • GMC –  designated as the competent authority

in the United Kingdom

“An aptitude test: a test of the professional knowledge, skills and competences of the applicant, carried out or recognised by the competent authorities of the host Member State with the aim of assessing the ability of the applicant to pursue a regulated profession in that Member State. In order to permit this test to be carried out, the competent authorities shall draw up a list of subjects which, on the basis of a comparison of the education and training required in the host Member State and that received by the applicant, are not covered by the diploma or other evidence of formal qualifications possessed by the applicant.”

  • RCGP

“The present system of GP training only meets the minimum European Union requirements” (Clare Gerada, Enhanced GP Training, 2012)

  • NHS Confederation European Office

“Where the professional has an employer, it is clearly the duty of that employer to satisfy themselves that the person has the right clinical and other skills (including communication skills) to perform the job for which they are being recruited. This occurs after professional registration at the point where the migrant applies for a job.”

  • NHSE SOP 2013 “National performers list – policy and procedure”

“A European Union (EU) Directive3 facilitating the free movement of EU nationals gives primary care practitioners qualified within the EU automatic right of entry to their regulatory body’s (General Medical Council, General Dental Council or General Optical Council)’s professional Register if they have either an appropriate certificate of specific training or an acquired right to practice from their own Member State. They do not need an evaluation by the professional body,  nor do they need to have any familiarity with the NHS. Arrangements under the European Economic Area (EEA) Agreement extend these provisions to nationals of other EEA states which are not within the EU.”

  • NHSE 2014 “The framework for managing performer concerns in relation to governing the identification, management and support of primary care performers and contractors whose performance gives cause for concern”

“There is no requirement in legislation for a GP to undergo a period of induction or refresher / returner training, however, a period of induction and adaptation would be recommended for doctors returning to UK practice and for all EU and international medical graduate doctors.”

  • UK Law: Statutory Instrument 2015 No. 2059 Professional Qualifications, Schedule 3, Part 2, Professions Under Regulation 34(b)

“There is no requirement in legislation for a GP to undergo a period of induction or refresher / returner training. A doctor wishing to work as a GP in the UK only requires to be on the GMC’s GP register and the Performers List of the Primary Care Organisation (PCO) in the area that they wish to work…However, the Department of Health, COGPED and RCGP all recommend a period of induction and adaptation for all EU and international medical graduate doctors new to the NHS.”