Workforce findings in Skills for Care’s Annual State of Care Report
In the latest publication of its state of adult social care in England, Skills for Care have noted an improvement in workforce capacity for a second year, with more posts filled and fewer vacancies. However the concern is that these improvements are largely driven by international recruitment, which is reducing significantly, and are not therefore sustainable without attracting more domestic workers.
What are the key findings?
- The number of vacant posts in social care decreased by 22,000 (14%) over the last year.
- In the last two years, the number of British workers in social care decreased by 70,000.
- Since overseas care workers have no longer been permitted to bring their dependants, the number of Health and Care Worker visas decreased by 26% between April and June 2024 and by 81% compared with the same period in 2023.
- Around a fifth of the workforce (21%) were employed on a zero-hours contract, increasing to a third (37%) in domiciliary care.
- In April 2024, the increase to the NMW had the largest impact to date, with over half (59%) of all workers receiving a pay rise because they were paid less than the new NMW rate.
- The turnover rate among care workers aged under 25 years was 44.6%, whilst for those aged 50 to 59 it was 25%.
- The vacancy rate is adult social care sector in 2023/24 was 8.3%. This is much higher than the NHS at 6.9% and the wider UK economy at 2.8%.
What this means for you?
The report highlights the need for providers to continue developing and implementing innovative domestic recruitment plans due to the decline in overseas workers and British workers in the sector. Providers will need to have a compelling offer to prospective workers in the local market and stand out as an employer of choice, as well as finding ways to reach out to those who are not actively seeking a change of career to adult social care. Employee referrals can be an excellent way to do this and Care Friends provides an innovative and engaging tech solutions for this.
The Government has announced a ban on “exploitative” zero hour contracts. Although an all-out ban is unlikely, it is probable that workers will have the right to request a permanent contract after working for 12 weeks and be given reasonable notice of any shift changes. Given a large proportion of the care workforce is engaged under a zero hour contract, this could have a significant impact. Although these changes may not to due until 2026, providers should use this time to make the case that local authority funding models need to change to reduce reliance on zero hours contracts in homecare. We generally find that zero hours workers in residential care have that arrangement out of choice and don’t want permanent or guaranteed hours because they prefer the flexibility of a zero hours contract.
Additional funding is also critical to increase pay rates in the sector, as this has a significant impact on recruitment and retention.
We can help
We have a wide range of HR and employment law solutions to help care providers manage their workforce and related issues, including:
• Mock Home Office Audits to check compliance with sponsor licence duties
• Sponsor licence compliance training
• Employment contracts, policies and handbooks
• National Minimum Wage audits and advice
• Retained HR and employment law support with HELP.
• Specialist employment law advice from social care specialists
• Strategic support with recruitment and retention
