By Faith Adebimpe
The workforce shortage in the UK community pharmacy sector is no longer a quiet concern. Confirmation that the situation has worsened came in August 2023 with the publication of NHS England’s Community Pharmacy Workforce Survey 2022.
The data exposed a rising number of vacancies across England and increasing pressures on existing teams, especially taking into account the new services and structures that are being introduced as part of the NHS 10-year plan.
The Company Chemists’ Association (CCA) further paints an even clearer picture in a recent article, the number of pharmacists working in community settings has remained low for several years. In some parts of England, including Cornwall, the Isles of Scilly, and Somerset, “vacancy rates exceed one in every four posts”.
Recruitment alone, then, cannot solve the problem. The big question is, how many pharmacists can we help to stay, grow, and belong?
Across the UK, there are thousands of internationally qualified pharmacists either currently transitioning into the UK system, via the OSPAP route or waiting for the opportunity to begin the journey to GPhC registration.
Many have the qualifications, motivation, and commitment needed to help address workforce shortages but face barriers such as complex visa routes, financial constraints, and most importantly, a lack of structured support through the journey and after qualification.
This represents a significant untapped opportunity.
With targeted investment and coordinated integration programmes, this group could become a vital source of workforce renewal, helping to stabilise the community pharmacy sector while bringing fresh global insight.
The strength of a diverse workforce
Overseas-trained pharmacists are not only filling workforce gaps, but they also bring strength, resilience, and global perspective to UK pharmacy practice.
Their journey through complex relocation, regulatory, and professional transitions demonstrates exceptional work ethic and adaptability.
Having experienced diverse healthcare systems worldwide, they contribute fresh ideas, cultural awareness, and innovative approaches that enrich patient care and the wider community pharmacy sector. However, despite their valuable contributions, many still face isolation in their early UK practice experiences.
Two pharmacists’ stories: From isolation to belonging
When Aisha joined a community pharmacy in the Midlands, she brought over eight years of experience and a passion for patient care from Nigeria.
Although she was newly qualified in the UK, she was not new to pharmacy. Nor was she at the same life stage as most newly qualified colleagues. She had a young, growing family and carried all the responsibilities that came with it.
The pressures of working in a busy community pharmacy while juggling home life quickly began to take a toll on her mental and emotional well-being.
“I wanted to give my best,” she recalls, “but there were days I felt completely drained.
The pace was relentless, and there wasn’t much understanding of what I was managing outside of work and the transition I was still struggling to navigate.
”The work environment was not unkind, but it was not fully understanding either. Communication barriers added another layer of strain and misunderstanding. Despite having passed the IELTS exam with a high score, Aisha often found herself confused by casual workplace conversations.
“People would say things like, ‘I’m just nipping to the loo’ or ‘I feel a bit doo lally’ and I’d pause, trying to figure out what that meant. It sounds small, but not understanding the language of the workplace made me feel left out and isolated,” she said.
Hassanat Jimoh also shared that cultural differences posed significant challenges during the early months of her training year.
She recalls some difficult moments but remains grateful for the mentors and colleagues who supported her in unexpected and meaningful ways.
Many overseas pharmacists have received support, coaching and mentoring from Pharmacist Evolve.
Recruitment without retention: The leaking pipeline
Pharmacists are now choosing to work part-time or move into other healthcare sectors that offer a slower pace and more support within the team.
Community pharmacy is losing capacity faster than it can be replaced.
Even if undergraduate numbers rise, there will still be too few graduates to meet the expanded Foundation Training placements that NHS England envisions.
This is why retention must now be treated as a workforce emergency and integration as its solution.
For internationally qualified pharmacists, retention doesn’t hinge on pay alone. It depends on whether they feel recognised, supported, and able to develop within the system.
Creating belonging: A framework for integration
If community pharmacy is to sustain its workforce, it must go beyond recruitment to create environments where recognition, support, and belonging are built intentionally.
Three strategies can make a significant difference:
1. Mentorship and Peer Support
2. Inclusive Leadership and Culture
3. Structured Professional Development.
Integration, inclusion, and belonging must become recognised as workforce priorities.
When overseas pharmacists are supported to succeed, the benefits ripple outward: improved morale, stronger retention, and better patient outcomes, especially within increasingly diverse communities.
Faith Adebimpe is a pharmacist, independent prescriber and Founder of Pharmacist Evolve - a career excellence and coaching platform and community that supports internationally qualified pharmacists to transition, integrate, and thrive in the UK workforce.
