Social Care Workforce

Recent data from Skills for Care (which endorses our eLearning platform here at The Access Group) highlights key trends and developments in the adult social care workforce in England. In 2023/24, the sector saw an increase of 4.2% in filled posts (approximately 70,000) with a 14.6% reduction in vacancy rates (around 22,000 positions).  

This progress is largely attributed to international recruitment, with an estimated 105,000 overseas workers joining the sector during this period. However, despite the growth, high turnover rates remain a persistent issue, particularly among younger care workers and registered nurses, with turnover rates of 54% and 32.6% respectively.  

Brexit has reshaped recruitment patterns within the social care sector. With the end of free movement between the UK and the EU, the sector has experienced a decline in EU-based workers, historically a key source of labour. To compensate, care providers have increasingly relied on non-EU professionals, particularly from countries such as India, the Philippines and Nigeria.   

While this has helped to fill some gaps, it has also introduced challenges such as complex visa requirements, increased costs for employers and the need for additional training to meet regulatory requirements in the UK. The long-term impact of Brexit on the social care workforce remains uncertain, and organisations must adapt their recruitment strategies accordingly to support stability.  

The demanding nature of social care work has led to increasing levels of workforce burnout. Long hours, emotionally taxing roles and staff shortages have contributed to rising care worker stress and mental health concerns among care professionals.  

To address these challenges, there is a growing emphasis on providing mental health support, improving working conditions and implementing flexible scheduling to promote work-life balance. Resilience programs and peer support networks are also being developed to help workers manage stress and maintain job satisfaction. Retaining experienced staff and ensuring their well-being is crucial to the sector’s long-term sustainability.  

The challenges within the social care workforce require a strong and proactive approach. Several strategic initiatives and funding schemes have been introduced to tackle these issues, each playing a vital role in shaping the sector’s future.  

National Health and Social Care Workforce Plan  

As of February 2025, the National Health and Social Care Plan remains a cornerstone of the UK’s strategy to address workforce challenges in health and social care. Initially introduced to provide a structured approach to workforce planning, the plan has undergone several revisions to adapt to evolving needs.  

In December 2024, the government announced a forthcoming refresh of the NHS Long Term Workforce Plan, scheduled for release in the summer of 2025. This updated plan aims to place a greater emphasis on training and recruiting more General Practitioners (GPs), health visitors and community nurses, reflecting a strategic shift towards enhancing community-based care.  

This initiative aligns with broader reforms outlined in the government’s Plan for Change, which seeks to transform social care by improving integration between health and social care services, digitising care records and supporting the social care workforce. These measures are designed to keep older adults out of hospitals and enable them to live independently at home for longer.  

What to Expect in 2025 

The upcoming workforce plan is expected to address systemic issues identified in recent reports, such as the need to shift care delivery from hospitals to community settings and to invest in preventative measures. By focusing on these areas, the plan aims to build a more resilient and responsive health and social care workforce capable of meeting the UK’s current and future healthcare demands.  

Social Care Workforce Funding  

Investment in the sector is critical to overcoming financial barriers. The government and industry leaders have recognised the need for improved funding to support workforce development in social care. Increased financial resources allow for better training programs, higher wages and improved working conditions, all of which contribute to greater job satisfaction and lower turnover rates.  

Over the past few years, several funding initiatives were introduced to address critical workforce shortages and retention issues in the social care sector. However, many of these schemes, including the Workforce Recruitment and Retention Fund for Adult Social Care, the Social Care Workforce Special Payment Scheme and the Workforce Capacity Fund for Adult Social Care, have since ended.  

While these initiatives played an essential role in stabilising the workforce, new measures have been introduced to continue supporting care providers and staff development within the sector.  

Workforce Recruitment and Retention Fund for Adult Social Care 

The Workforce Recruitment and Retention Fund for Adult Social Care was introduced as a temporary measure during the COVID-19 pandemic to support care providers in tackling workforce shortages. This fund helped employers offer competitive wages, improve working conditions and implement targeted retention strategies. However, this initiative officially ended in 2022 with no direct replacement.  

In its absence, the government has shifted its focus towards long-term workforce stability through initiatives such as the International Recruitment Fund, which allocates £16 million for 2024-2025 to help regional partnerships recruit international care staff while safeguarding ethical employment practices.  

Social Care Workforce Special Payment Scheme 

The Social Care Workforce Special Payment Scheme was designed to provide financial incentives to retain experienced staff. Introduced in response to the unprecedented pressures on the workforce, it aimed to reward the commitment of frontline care workers, However, this scheme was a one-time initiative and is no longer available in 2025.  

Instead, the government has prioritised training and development support through programs like the Adult Social Care Learning and Development Support Scheme (LDSS), which offers funding to eligible care employers to enhance staff skills and care progression. The LDSS allows employers to claim back training costs, with the current funding cycle running until 21st March 2025.  

Workforce Capacity Fund for Adult Social Care 

The Workforce Capacity Fund for Adult Social Care was launched to provide local authorities and care providers with financial resources to increase staffing levels and improve service delivery. This fund was particularly valuable in addressing emergency workforce pressures. However, it was discontinued in 2022 as part of a shift towards more sustainable workforce development strategies.  

To ensure ongoing workforce support, the government has introduced broader investment plans, such as the £86 million boost to the Disabled Facilities Grant, announced in January 2025. This funding helps elderly and disabled individuals make essential home adaptations, reducing the pressure on social care services by enabling more people to live independently.  

So, while these previous funding streams have now ended, the sector continues to receive investment through alternative initiatives focused on international recruitment, workforce training and home care support. These programs signal a shift from short-term emergency funding towards long-term workforce resilience and professional development, ensuring that social care staff are equipped to provide high-quality care over the years to come.  

The health and social care workforce are the backbone of England’s healthcare system. While significant challenges exist, strategic initiatives, targeted funding and workforce development in social care programs are paving the way for a more resilient sector. To tackle the social care workforce crisis and streamline operations, technology plays a pivotal role. 

Here at The Access Group, we are committed to supporting this transformation through award-winning and cutting-edge software solutions that have been designed to enhance efficiency, improve staff retention and optimise service delivery. With over 30 years of experience working within the health and social care sector, we have learned exactly what these services need to thrive and have used this knowledge when creating and adapting our software solutions, such as:  

By leveraging these solutions, health and social care services can strengthen their social care workforce strategy and reduce staff turnover, all while delivering better care to those who need it most. The user-friendly interface, powerful analytics and the ability to streamline complex workforce management tasks make our software at The Access Group stand out from the rest. If you’re interested in one of our software solutions, please speak to one of our sales specialists today to get you started.