Model UN Background Guide

Committee: World Health Organization (WHO)

Topic: Health Workforce Migration

Conference Year: 2025

Topic Background

Health workforce migration refers to the movement of health professionals—doctors, nurses, midwives, and allied health workers—across national borders. Historically, this phenomenon has been driven by disparities in wages, working conditions, career opportunities, and political stability between countries. Since the mid-20th century, migration of health workers from low- and middle-income countries (LMICs) to high-income countries (HICs) has intensified, exacerbated by globalization, demographic changes, and increasing demand for health services in aging populations.

The issue is on the WHO agenda due to growing concerns about the negative impact of health worker migration on source countries, many of which face critical shortages that undermine their ability to provide universal health coverage (UHC). The COVID-19 pandemic underscored the fragility of global health systems and the vital role of health workers, highlighting the consequences of uneven distribution and the ethical dilemmas around recruitment. Additionally, destination countries face challenges in integrating foreign-trained workers, ensuring quality standards, and addressing domestic workforce gaps sustainably.

In 2025, the topic remains urgent as migration flows continue, shaped by conflict, climate change, and economic shifts. The WHO’s Global Code of Practice on the International Recruitment of Health Personnel, adopted in 2010, set voluntary standards to promote ethical recruitment and mitigate negative effects. However, implementation gaps persist, and new strategies are needed to balance mobility rights with health system sustainability worldwide. This agenda item invites member states to revisit policies, foster cooperation, and develop innovative solutions to manage health workforce migration equitably.

Key Actors

• Source Countries: Many LMICs in Sub-Saharan Africa (e.g., Nigeria, Kenya, Ghana), South Asia (e.g., India, Pakistan, Bangladesh), and parts of Latin America (e.g., Honduras, Guatemala) experience significant outflows of health workers. These countries are focused on retaining talent, improving working conditions, and seeking compensation or support from destination countries.

• Destination Countries: High-income countries such as the United States, United Kingdom, Canada, Australia, Germany, and Gulf States (e.g., Saudi Arabia, UAE) rely heavily on foreign-trained health professionals to fill workforce gaps. Their priorities include ethical recruitment, credential recognition, and managing domestic training pipelines.

• International Organizations:

  • World Health Organization (WHO): Leads global policy coordination, provides guidance through the Global Code of Practice, and collects data on health workforce migration.
  • International Labour Organization (ILO): Addresses labor rights and fair recruitment practices.
  • International Organization for Migration (IOM): Supports migrant health and integration programs.
  • World Bank: Provides financial and technical assistance to strengthen health systems in source countries.

• Civil Society and Professional Associations: Groups such as the International Council of Nurses (ICN) and Médecins Sans Frontières advocate for ethical recruitment and better working conditions globally.

Bloc Positions

• African and Low-Income Source Countries:
  These states emphasize the detrimental impact of brain drain on fragile health systems. They advocate for stronger international commitments to ethical recruitment, financial compensation mechanisms, capacity-building support, and investment in health workforce education and retention. They often call for binding agreements to prevent aggressive recruitment from critical shortage countries.

• High-Income Destination Countries:
  This bloc stresses the importance of respecting individual rights to mobility and the benefits of international health worker migration for global knowledge exchange. They support voluntary codes like the WHO Global Code of Practice but resist binding restrictions. They prioritize bilateral agreements, improved credential recognition, and domestic workforce development alongside ethical recruitment.

• Middle-Income and Emerging Economies:
  Countries like Brazil, China, India, and South Africa have mixed positions, as they are both source and destination countries. They focus on managing internal disparities, regulating recruitment agencies, and leveraging migration for skills development. They may push for enhanced data sharing and regional cooperation frameworks.

• European Union (EU):
  The EU promotes regional mobility and mutual recognition of qualifications within member states but also engages globally on ethical recruitment. The bloc supports comprehensive health workforce planning and integration policies but faces internal debates over reliance on foreign-trained personnel.

Past UN Action

• WHO Global Code of Practice on the International Recruitment of Health Personnel (2010): A voluntary framework encouraging ethical recruitment, mutual benefits, and cooperation between source and destination countries.

• World Health Assembly Resolutions:

  • WHA63.16 (2010): Endorsed the Global Code of Practice.
  • WHA69.19 (2016): Called for strengthening the implementation of the Code and improving data collection on health workforce migration.
  • WHA72.6 (2019): Emphasized the need for integrated health workforce policies to achieve UHC and SDGs.

• UN High-Level Commission on Health Employment and Economic Growth (2016): Highlighted the link between health workforce investments and economic development, recommending global action on migration challenges.

• Sustainable Development Goals (SDGs), especially Goal 3 (Good Health and Well-being) and Goal 8 (Decent Work and Economic Growth): Include targets related to health workforce density and equitable distribution.

Questions a Resolution Should Answer

1. How can WHO member states enhance the implementation and monitoring of the Global Code of Practice to ensure ethical recruitment practices?
2. What mechanisms can be developed to support source countries in compensating for the loss of health workers and strengthening their health systems?
3. How can international cooperation be improved to facilitate data sharing and transparency on health workforce migration flows?
4. What strategies can balance the rights of health professionals to migrate with the health system needs of source countries?
5. How can destination countries better integrate foreign-trained health workers while maintaining quality and safety standards?
6. What role should international financial institutions and donor countries play in supporting health workforce education and retention in LMICs?
7. How can regional and bilateral agreements be structured to promote sustainable and mutually beneficial health workforce migration?

Further Reading

• UN Documents: Official WHO reports on health workforce statistics, World Health Assembly resolutions, and Global Code of Practice implementation reviews provide authoritative data and policy frameworks essential for understanding international commitments.

• Think-Tank Reports: Publications from organizations such as the Global Health Workforce Alliance, the Migration Policy Institute, and the Center for Global Development offer in-depth analysis, case studies, and policy recommendations on migration trends and ethical recruitment.

• News Outlets: Reputable international media like The Lancet, Reuters Health, and BBC Health provide current coverage of migration-related challenges, including pandemic impacts, legislative changes in key countries, and human interest stories illustrating the real-world effects on health workers and communities.

This background guide aims to equip delegates with a comprehensive understanding of the complexities surrounding health workforce migration, enabling them to negotiate informed and balanced resolutions at the 2025 WHO Committee session.