Allied Health Professionals

Cat Eccles Excerpts

Thursday 23rd April 2026 Commons Chamber

[Cat Eccles (Stourbridge) (Lab)]

I thank my hon. Friend the Member for Thurrock (Jen Craft) for her opening speech and my hon. Friend the Member for Dudley (Sonia Kumar) for securing this long-overdue debate.

As we have heard, allied health professionals make up the third largest clinical workforce in the NHS, yet sadly, time and again, we only hear about the health service in terms of doctors and nurses. Just last week, the Government announced a welcome package of measures to widen access to healthcare careers for people from disadvantaged backgrounds. It promised 2,000 new nursing apprenticeships and support for 2,000 young people from deprived communities to apply to medical school.

Those commitments really matter, but for AHPs, there was nothing—not a single initiative, not a single pathway, not even a mention. That omission is not an oversight; it is a pattern. For decades, successive Governments have failed to recognise the value of and to invest in this vital part of the NHS workforce. That is especially relevant given the increase in workforce required to deliver on the Department for Education’s SEND reforms. We need more speech and language therapists, physiotherapists and occupational therapists, so why do we not make it easier for more people to access those careers?

Before entering Parliament at the last election, I spent more than 20 years in the NHS as an operating department practitioner, and I am proud to be the first ODP here in Parliament. In fact, my time working in the NHS is in large part what politicised me and drove me to want to make the changes that are desperately needed to highlight and improve the profession. ODPs are unique within the healthcare workforce. At the point of graduation, they are the only professionals fully qualified to work across every area of perioperative practice: anaesthetics, surgery and post-anaesthetic care. My speech will focus on that profession.

As of March 2026, there were 17,906 ODPs registered with the HCPC. They are highly skilled and highly committed, with strong retention rates across the NHS. Many go on to hold senior clinical leadership roles, not just in the operating department, and they play a crucial role in patient safety, service efficiency and the successful running of our theatres. My profession plays a critical role in keeping the NHS functioning and in safeguarding patient safety every single day.

Given the recent reviews into maternity care, I want to highlight the importance of ODPs for maternal and neonatal safety. Nearly half of births are now done by caesarean section and ODPs are involved in every single one, playing a key role in the perinatal period. I therefore commend the College of Operating Department Practitioners for its recent contribution to NHS Resolution’s maternity (perinatal) incentive scheme safety actions. Given the importance of operating department practitioners to the NHS, they should be properly recognised, valued and supported; instead, too often they are forgotten, and that neglect has real consequences.

An area of serious concern is the eligibility of operating department practitioners to supply and administer medicines within their scope of practice using patient group directions, known as PGDs. That is holding the profession back and creates a perverse situation in clinical settings, where an ODP must seek the supervision of a nurse or doctor to administer certain medications. For example, post surgery, it is common for patients to experience post-operative nausea and vomiting. There is a suite of antiemetics that can be given without a prescription under a PGD, but an ODP caring for the nauseous patient cannot give relief without input from a nurse or doctor, thus delaying treatment and putting unnecessary pressure on colleagues. Another example is ODPs working in endoscopy units, where sedatives are routinely administered under a PGD. The ability to administer vaccines is also impacted: during the pandemic, ODPs were unable to support the vaccination effort due to the use of PGDs, yet bizarrely, a healthcare assistant could carry out that role. ODPs are being prevented from making a valuable contribution to public health and system resilience.

The Department recently carried out a consultation on expanding the supply and administration of medicines to ODPs, as well as to physiotherapists, paramedics and diagnostic radiographers, and we must move at pace to level the playing field to benefit both healthcare professionals and their patients. I ask the Minister to commit to adding ODPs to schedule 16 of the Human Medicines Regulations 2012 and to outline when that change is likely to be implemented.

Another example is the introduction of the graduate guarantee scheme for newly qualified nurses. While well-intentioned, its narrow focus has had the unintended consequence of some newly qualified ODPs finding themselves displaced and unable to secure posts with NHS operating departments. That is not just unfair to those professionals; it is short-sighted and risks wasting vital skills at a time when our health service can least afford it.

A review of band 5 nursing roles is under way, yet no equivalent review is taking place for operating department practitioners or other AHPs. This selective approach risks unpicking the harmonised pay structures established under “Agenda for Change” in 2004. The Royal College of Nursing has long pushed for a separate pay spine for nursing, but that would be absolutely the wrong move, breaking the concept of “one NHS team” and creating two-tier employment, particularly in operating departments.

We must uphold the fundamental principle of equal pay for equal work. Anything less would be a serious step backwards for fairness, morale and workforce cohesion in the NHS. Will the Minister therefore commit to ensuring that any review of band 5 roles includes AHPs so that parity and equity are properly protected?

I know that in a recent letter to the College of Operating Department Practitioners, the Minister stated that

“any review of the national profiles for ODPs would need to be supported by the NHS Staff Council, with the Job Evaluation Group—an established group of the Council—responsible for undertaking that review.”

That absolutely explains the process, but it cannot excuse the delay. It is vital that this work is taken forward promptly and with a clear timetable.

At the same time, ODPs and AHPs more broadly are still waiting for the publication of the NHS workforce plan. That plan, unlike those that came before it, must finally include meaningful, measurable commitments to the third-largest clinical workforce in the NHS, rather than relegating it to the margins once again. ODPs and AHPs more widely are not asking for special treatment; they are asking for recognition, fairness and a clear strategy that reflects the reality of how the NHS actually operates. As the third-largest clinical workforce, they are central to patient safety, service delivery and the long-term sustainability of the health service.

I would like to put on the record my concerns about abolishing the role of the chief AHP in NHS England. While the current chief nursing officer is a strong and passionate advocate of AHPs, I believe that we need the representation and oversight that a chief AHP can provide.

Finally, I would like to highlight the removal of NHS bursaries for allied health professionals. I was lucky enough to train with a bursary, receiving around £500 a month during my two years of training. While the recent introduction of apprenticeships has negated some of the costs of going to university, these places are limited and dependent on NHS trust training budgets. Getting into an excess of £30,000 of debt for a starting salary barely above the minimum wage does not incentivise prospective students to get into these professions.

After decades of being overlooked, warm words are no longer enough. What we need now is action: fair pay structures that are protected, sensible regulation that makes full use of professional skills, clear career pathways and a workforce plan that treats AHPs as integral to the future of the NHS. The message from ODPs and AHPs is clear: they want to contribute, lead and be part of the solution to the pressures facing our health service. It is time for the Government to act and give this vital workforce the recognition and support they have long deserved.