The course is studied 100% online returnee can start it at any time and study at their own pace.

Programme consist of two Level 6 non-credit bearing modules equating to 210 hours per module to meet the HCPC Return to Practice (RtP) guidance for those requiring the following periods of updating within 2-5 years (30 days) and 5+ years (60 days).   

Email for further details: AHPreturntopractice@coventry.ac.uk

For further queries email:

Careers@oxfordhealth.nhs.uk adminAHP@oxfordhealth.nhs.uk.

Email:helpmeinplacement@ouh.nhs.uk

Expression of interest form : Return to Practice Enquiry (office.com)

Email : Daniel.whitford@royalberkshire.nhs.uk or

Telephone: 0118 322 8186.

Start date: Begin whenever you are ready!

Duration: All evidence must be gathered within the 24 months before submitting your forms to reapply to the HCPC. You can return quicker than 24 months if you complete your evidence collection sooner.

• All former HCPC registrants who live in England and plan to return to work in England once returned to the Health and Care Professions Council (HCPC) register.

• Those who have gained a UK HCPC approved programme more than 5 years ago and have never been registered and never practised.

• Registrants who remained on the HCPC register for more than two years but have not practised and consider themselves to be out of practice.

• NHSE will reimburse up to £800 out of pocket expenses to support those registered on the NHSE Return to Practice Programme.

• Email: england.r2pahp-hcs@nhs.net

Course delivery is remote and flexible to meet returnees needs with access to resources.

Email Claire.Hartley@bcu.ac.uk for further queries

Examples of placement routes unpaid/voluntary - NHS route /&Local Authority

Paid employer-led Route - NHS & Local Authority

Returnees should also be open about their learning needs with their managers and supervisors.

Practice supervisors play a critical role in the success of the Returnee’s program. The supervisor must be from the same profession, have at least three years of experience, and not have any fitness-to-practice issues.

At a minimum, the placement provider should give the Returnee an identification badge indicating their role and profession. Before starting in their clinical area, Returnees should receive an introduction letter, key contact details of their RtP Organisation Lead, and information about their local supervisor. Returnees should have access to relevant IT systems and any 'return to practice workbooks' provided by the Organisation to guide their learning, document reflections, supervision notes, and time sheets as evidence during their updating.

Each placement provider should offer pastoral support to Returnees, similar to other learners. This support may come from a member of the clinical education team. This serves as an additional resource for the Returnee but does not replace the existing supervisor. This should be introduced at the start of the placement, the named person contact details and indicating their availability for support or advice. Regular contact is not required by the named pastoral support giver, but they should check in with the Returnee every week or two.

Any concerns should be promptly escalated to the Returnee’s placement manager and/or supervisor, and the Returnee should be informed of this action.

A collaborative approach among those supporting the Returnee is recommended, ensuring all parties are informed of progress or issues as they arise.

• Working alongside the Returnee, providing both informal and formal supervision, and offering feedback on their progress.

• Ensuring the entire multi-disciplinary team understands the Returnee’s role to foster a supportive team environment.

• Identifying learning opportunities and ensuring the Returnee has frequent access to them, while fairly allocating these opportunities among Returnees, students, etc.

• Encouraging the Returnee to reflect on their experiences during the placement, helping them identify any gaps in their knowledge and skills.

Status of the Returnee in Practice

Returnees should be integrated into the team and viewed as professionals refreshing their skills, not starting anew. It may be beneficial to initially support them similarly to newly qualified health professionals, while acknowledging their prior experience as they rebuild confidence and skills.

Signing Off Patient Records and Counter-signatories

Although counter-signing Returnees’ notes is not mandatory, it is good practice for supervisors to review and discuss return-to-practice notes. It is recommended that Returnees sign all records with their name, profession, and status (e.g., ‘Returnee Occupational Therapist’). Proper recording of a clinician’s signature is part of good record keeping and a legal requirement. Organisations using digital signatures should ensure Returnees have access to clinical systems and record signatures using a system such as Smartcards.

Returnees already hold a qualification in their profession. Returning to practice involves regaining HCPC registration and using a protected title. They do not require retraining or formal teaching, as the return to practice process is led and managed by the Returnee. It is their responsibility to identify skill or knowledge gaps and develop an action plan.

HCPC registration is based on self-declaration of competency – supervisors are not certifying Returnees as competent.

If there are concerns about a Returnee’s fitness to practice after completing supervised updating, two options can be considered:

• Discuss concerns about signing the form with the Returnee to help them plan additional updating activities.

• Sign the form, then raise a fitness-to-practice concern with the HCPC. If there are serious issues or unprofessional behaviour inconsistent with the Organisation’s values or HCPC standards, the Returnee may not meet the RtP HCPC requirements and cannot regain registration.

Potential termination of a supervised practice placement should be included in the contract and discussed with HR or the line manager during placement setup to manage misconduct risks.

To avoid placement termination, implement risk management throughout the placement, including thorough recruitment checks, a detailed induction, pastoral care, a supportive learning environment, and early, open conversations with the Returnee to address any issues and ensure early internal support.

Any concerns about the Returnee should be discussed with the supporting manager. HR should be informed promptly if the Returnee is struggling, so additional support can be provided as needed. Regional or National NHSE RtP Leads can offer assistance whenever necessary.

This funding can also be used to enhance the service through educational development, such as funding courses or purchasing educational equipment. The payment is meant to cover any expenses related to setup costs, like DBS checks or establishing Honorary contracts, as well as travel expenses between sites during the placement (returners can only claim travel costs from home to the placement and back, and parking costs at their base placement location).

Email: england.r2pahp-hcs@nhs.net for queries

For any unanswered questions or queries email either:

• National Team: england.r2pahp-hcs@nhs.net

• BOB ICB: sajida.hanif@nhs.net

  
  

• Address workforce gaps and hard-to-fill positions: By offering and supporting a Band 3 support worker position and then fast-tracking into Band 5, 6, or 7 positions upon HCPC registration, organisations can effectively "grow their own" workforce.

• Access a skilled workforce: The average age of individuals leaving the HCPC register is 44, with an average of 9 years of experience. Additionally, 60% of those leaving are at Band 7 or higher. This represents a valuable pool of experienced professionals (HEE, GEO survey, 2020).

• Benefit from experience and motivation: These professionals not only bring clinical and professional experience but also life experience. They are generally motivated, live locally, and are more likely to stay with the organisation.

• Reduce recruitment and agency costs: Supporting returnees helps reduce recruitment expenses and reliance on agency staff, while also increasing bank capacity, aligning with workforce planning.

• High likelihood of retention: Evidence suggests that returnees who are supported to come back are highly likely to seek employment with the same organisation.

• Cost-effective and quick: The average cost to return a professional is £1,175 (HEE, 2021), and returnees can be re-registered within 30-60 days (6-12 weeks).

Marion Angas

Service Manager - Localities

WBC Lead Occupational Therapist

Adult Social Care, West Berkshire Council, Council Offices, Market Street, Newbury, RG14 5LD

 (01635) 503384 |   Ext 3384

marion.angas@westberks.gov.uk

Carole Lee

Principal Occupational Therapist

Directorate of Adult Care & Health Services

Reading Borough Council

Civic Offices, Bridge Street, Reading, RG1 2LU

Contact number : 0118 937 4712

Carole.Lee@reading.gov.uk

Yogita Mistry

Occupational Therapy Team Manager

Prevention & Short Term Services  

Wokingham Borough Council

www.wokingham.gov.uk

Email: yogita.mistry@wokingham.gov.uk Tel: 07776491550

Returnees can engage in supervised practice in areas such as the NHS, social care, councils, charities, voluntary organisations, and non-profit independent sector organisations. Additionally, private study and formal study can be used as evidence.

Returners may access organisations directly by contacting the RtP Leads or email sajida.hanif@nhs.net for queries and will support Returner to navigate a placement to meet specific needs as convenient for the returner and organisation.

• Leadership Returners

• Dietitian

• Occupational Therapy

• Operating Department Pracitioners

• Orthoptics

• Physiotherapy

• Podiatry

• Radiography

• Speech and Language Therapy

https://learninghub.nhs.uk/catalogue/rpt

This course is intended to improve understanding of the HCPC return to practice process and the support offered by The NHS England Return to Practice programme for HCPC returners.

The course offers specific content for returners, supervisors, and organisations. As everyone involved in the return to practice process gains a better understanding of the process and the support available, returners can be supported more effectively to rejoin the health and care workforce.