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Code of Practice - provision of information for Postgraduate Medical Training

In order to assist in the process of applying for a job, accepting an offer and taking up your new post, the BMA has agreed a Code of Practice on the Provision of Information for Postgraduate Medical Training.

This explains what information you should expect to receive from employers at each stage of the employment process. It also explains your responsibilities to provide accurate, timely information.

Read our helpful FAQs answers below for further information.


What is the Code of Practice?

If doctors in training are to make informed choices about their application or job offers then they must be provided with sufficient information on the programmes and posts within programmes for which they are applying.

The Code of Practice lays out the agreed set of information that recruiting organisations and employers should provide to doctors in training at each stage of the recruitment process, the first post and subsequent rotations.


Where does it apply?

The Code of Practice has been adopted in all four of the UK's devolved nations:


What happens if I am not provided with the agreed level of information?

If you have a complaint about the provision of information under the Code of Practice you should raise this in the first instance with the recruiting organisation or employer as appropriate with a view to resolving the difficulty informally.


What is my responsibility?

The Code of Practice places an onus on recruiting organisations and employers to provide more and better-quality information.

However it also places responsibility on junior doctors to provide information when requested, to keep recruiting organisations fully informed of any changes in details or intentions and to provide up to date contact details.


How did we get here

In 2008, the BMA challenged the Employment Agency Standards Inspectorate (EASI), the organisation responsible for regulating employment agencies, to find out whether deaneries were employment agencies in the eyes of the law.

If they were, deaneries would have to comply with the requirements of the Employment Agencies Act and supply all the basic details about their jobs before they start.

EASI confirmed that postgraduate medical deaneries appeared to be employment agencies and as such would be required to comply with the requirements of the Employment Agencies Act. The BMA immediately began notifying EASI of deaneries failure to comply with the legislation.

In May 2009, the Department of Business and Skills (BIS) published a consultation which detailed their intention to exempt deaneries from the employment agency regulations. The BMA responded strongly to this consultation stating that deaneries should not be exempted.

As a result of this strong response BIS agreed to the development of a Code of Practice that would provide a basis for the level of information required for junior doctors when applying for training programmes and on subsequent rotations.

Our aim was to ensure that junior doctors were afforded the same rights as any other work seeker.