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Order presents 25 measures to the Government to attract doctors to the NHS

“Those who believe that the problem of the shortage of doctors in the National Health Service (SNS) can be solved solely through salary adjustments are completely mistaken and demonstrate a lack of understanding of the sector,” stated Carlos Cortes following a meeting with the Ministry of Health.

He highlighted that a series of other measures across different areas, such as training, research, and work conditions, could help mitigate the shortage of doctors within the public service, which he described as the current “major problem” of the SNS.

Among the measures in the comprehensive package set to be implemented over two years, Carlos Cortes emphasized the “absolute necessity” of creating a new medical career path that reflects the reality of medicine in Portugal, along with a program to facilitate the return of Portuguese doctors working abroad.

“Many doctors abroad have contacted me to find out how they can return,” the representative stated, adding that the Ministries of Health and Foreign Affairs “can and should make an effort” in this regard.

The official noted that this set of measures, also sent to parliamentary groups, is being presented at a “strategic time” as discussions on the 2026 State Budget take place.

“We are here to collaborate, and the Medical Association is part of the solution,” the president asserted.

The document reviewed by Lusa warns that a shortage of doctors “compromises the response capacity, quality of care, and timely access to the SNS,” proposing measures across five strategic areas to be implemented in an integrated manner.

Regarding work conditions, it advocates for “humane and flexible” schedules, with rosters published at least four weeks in advance, as well as enhanced safety and well-being for doctors, with effective prevention and deterrence measures against workplace violence.

The Medical Association also seeks formal recognition of medicine as a profession with inherent risks and rapid wear through a dedicated legal status and ensuring that workplaces—hospitals and health centers—are suitably equipped for care delivery.

As for the new career path, which should begin during residency, the association argues it should provide a predictable career trajectory across public, private, and social sectors.

Another proposed measure is the expedited, transparent, and scheduled conduct of competitions for both newly specialized entrants and career advancement at different levels.

The document also proposes creating incentives for essential areas, suggesting that doctors accepting positions in these locations should receive an initial installation bonus and additional support for continued service.

The plan foresees the establishment of logistical and social support packages for family installation, such as childcare, schooling, and spouse job market integration, a model acknowledging that settlement decisions depend on both the quality of life for the doctor and the conditions offered to their family.

The Medical Association suggests measures to ensure SNS doctors have access to training and research opportunities and advocates for the nationwide establishment of Type B family health units, with organizational and financial autonomy, and new technologies related to the sector, such as telehealth and artificial intelligence.

“The 25 measures presented here constitute a coherent, interdependent, indivisible package. Partial implementation would reduce impact and compromise effectiveness,” the document warns.

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