How the UK is Overhauling NHS Rules to Combat Racism and Antisemitism

The UK government has agreed to adopt all recommendations from Lord John Mann's investigation into antisemitism and racism within the NHS and its regulatory bodies. The response includes mandatory training programs and the biggest restructuring of how doctors are regulated since 1983.

The Prime Minister commissioned Mann's urgent review in October 2025, with the formal process starting in November. The government's action plan involves rolling out stronger training on antisemitism and racism across all health service divisions.

What's Changing in Medical Regulation

At the heart of this overhaul is the General Medical Council Order 2026, which launched for public consultation on March 24, 2026. Think of the General Medical Council (GMC) as the professional authority that oversees doctors and enforces standards—this Order is the most significant rewrite of those oversight rules in over 40 years.

Mann's review found gaps in how the NHS and its regulatory system handle discrimination. The new rules go beyond simply punishing individual doctors who behave badly; they also address how institutions and leadership cultures allow discriminatory behavior to persist and spread. The Order aims to close both kinds of gaps.

New Training and Cultural Shifts

The government has instructed NHS England to immediately roll out stronger, mandatory training on antisemitism and racism across all health service areas. This goes deeper than the diversity workshops many workplaces already run—the training will include specific modules on how antisemitism and racism show up within healthcare settings.

NHS England also has to review its uniform policies to ensure both patients and staff feel respected. During Mann's investigation, concerns emerged that visible religious or cultural identifiers—like items of clothing or jewellery tied to someone's faith—were creating unfair barriers for both staff advancement and patient care.

When and How This Rolls Out

Mann's review took about eight months from start to full government acceptance—a quick turnaround that signals how serious the Prime Minister's office viewed the findings. The immediate priority is rolling out training across all NHS trusts (the local hospital and care networks) and clinical groups, with the Care Quality Commission (the body that inspects and rates NHS services) monitoring compliance as part of its regular inspections.

Different regions will adapt implementation to fit their local structures, but the national standards stay the same everywhere.

How the GMC's Powers Are Changing

The General Medical Council Order 2026 gives regulators stronger tools: more investigative powers to look into discrimination complaints, faster disciplinary processes for cases involving antisemitism or racism, and better protections for staff who report discrimination. These are moves away from the traditional approach where the medical profession largely regulated itself.

The Order also creates new reporting duties. Healthcare organizations must now conduct annual audits on discrimination and produce cultural assessment reports. This shift means accountability spreads beyond individual doctors to include the hospitals, trusts, and leadership teams they work for.

Where This Fits in UK History

The UK government has done this kind of rapid review and full reform before. The pattern shows up after major institutional racism scandals: a prompt investigation, full acceptance of findings, swift implementation. Examples include changes to police services after the Macpherson Report and the compensation scheme for people affected by the Windrush scandal in immigration. The pattern suggests the government believes small, gradual fixes don't work when discrimination becomes part of an institution's culture.

What It Means for Doctors' Careers

The training on discrimination prevention is now part of what doctors must do to keep their medical license current. Rather than a one-off course at the start of a career, this becomes something doctors engage with throughout their working lives.

Other healthcare professions—nurses, pharmacists, allied health workers—face similar reform pressure and are expected to implement comparable measures. This coordinated approach addresses a real problem: different healthcare professions working side by side in the same hospitals shouldn't have different standards for handling discrimination.

The Practical Challenges

The government hasn't yet said how much the enhanced training and new oversight systems will cost, though funding discussions will happen as part of future budget planning. The catch is that NHS trusts have to meet the new compliance requirements right away, even before funding gets sorted out. This could create real tensions between making the reforms happen and keeping existing services running—both demand resources, and money doesn't stretch infinitely.

The consultation period for the General Medical Council Order runs through summer 2026, with final rules expected before Parliament's recess. This gives stakeholders time to weigh in, though the government's blanket acceptance of Mann's recommendations suggests there's limited room for fundamental changes to the core policy.

The broader context here matters: these reforms will reshape how the medical profession relates to accountability. Professional groups and unions will likely push back on some of the tighter disciplinary procedures and training mandates, especially as they weigh professional autonomy against institutional oversight. How that negotiation unfolds will influence whether these reforms gain buy-in or face resistance as they take effect.