Social Care Workforce

Recent data from Skills for Care (which endorses our eLearning platform here at The Access Group) highlights highlights significant shifts in England’s adult social care workforce for 2024/25. The total number of filled posts grew by 3.4%, reaching 1.6 million, while vacancy rates fell to 7%, returning to pre‑pandemic levels.

Although workforce capacity continues to improve, this growth has been heavily supported by international recruitment. The number of new overseas recruits, however, declined sharply from 105,000 in 2023/24 to 50,000 in 2024/25, raising concerns about long‑term sustainability.

Despite progress, turnover remains a persistent challenge across the sector. The independent sector’s turnover rate decreased slightly, from 25.8% to 24.7%, but the report still points to structural factors affecting retention, including pay, qualifications, and contract type.

Brexit’s impact on social care recruitment has now been overtaken by major immigration rule changes introduced in July 2025, which have significantly reshaped the availability of overseas workers in the sector. Under the revised Immigration Rules, the UK government has closed the Skilled Worker route to new overseas applicants for care workers and senior care workers (SOC codes 6135 and 6136) from 22 July 2025, removing a key pipeline of international labour that many providers had depended on.

These reforms are part of a broader shift toward a “higher‑skill, lower‑volume” immigration system, raising the skills threshold for work visas to RQF Level 6 and tightening overall eligibility. As a result, care providers can no longer recruit new frontline care workers from abroad, except under limited transitional arrangements for existing visa holders already in the UK.

While previous years saw heavy reliance on non‑EU recruitment to fill persistent shortages, the new rules introduce additional barriers such as higher skill requirements, increased salary thresholds, and the effective removal of overseas recruitment options for much of the care workforce. These changes bring new challenges for employers—from navigating stricter compliance obligations to managing workforce gaps without the international supply that had helped stabilise the sector in recent years.
The long‑term impact of these policy shifts remains uncertain, and organisations will need to adapt their workforce strategies to ensure stability amid a more restrictive immigration landscape.

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 2026

Looking ahead to 2026, the direction of health and social care workforce policy is shaped by the Medium Term Planning Framework for 2026/27 to 2028/29, published by NHS England. This framework marks a shift away from short‑term crisis management and toward a more stable, long‑range approach to workforce planning. It emphasises locally led workforce decisions, giving local systems more control to address entrenched pressures while improving patient care in real time.

NHS England indicates that 2026 will also see accelerated efforts to improve access to primary care, supported by workforce initiatives designed to increase capacity in general practice, community health services and urgent care. Early improvements seen in reduced elective waiting lists and fewer corridor care incidents are expected to drive momentum into 2026, supported by operational reforms and strengthened local leadership.

In addition, the government’s long-term workforce reforms will continue shaping 2026 workforce expectations. The 10-Year Workforce Plan sets out commitments to modernise education and training, expand digital skills, and support staff through improved standards and new career development structures. These reforms are expected to guide workforce redesign throughout 2026 as systems adapt to changing models of care and an expanding role for automation and AI

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 (WRRF), introduced during the COVID‑19 pandemic to address emergency workforce shortages, officially ended in 2022 and has not been reinstated. No direct replacement fund has been introduced.

However, the government has shifted its approach toward longer‑term workforce stabilisation, particularly through international recruitment support measures. The most significant 2026‑relevant initiative is the International Recruitment Regional Fund for the Adult Social Care Sector (2025–2026)—a £12.5 million programme aimed at supporting migrant care workers affected by sponsor non‑compliance or unethical employment practices.

This fund helps regional partnerships:

• Support displaced migrant care workers into new, ethical, sponsored employment
• Encourage adult social care providers to recruit from this pool
• Improve monitoring and intelligence‑sharing to clamp down on exploitative practices

Updated guidance in late 2025 clarified how funding allocations for 2025–2026 will be distributed, including adjustments based on sponsor licence revocation levels and regional care home capacity

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.