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A job in the care market needs to be appealing and to be held in high regard by society. Key to a properly functioning, high quality and sustainable adult social care market is a workforce that is well trained, professional, caring, appropriately paid with progression opportunities and with satisfaction with both their jobs and employers. The latter point is telling, as many carers who leave caring roles move to different care jobs, indicating greater satisfaction with the caring role than their employer. Where these positive factors do not fully exist, this is manifested in a high turnover of staff.
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Diversity in the care market can provide resilience in the workforce,especially if a high percentage of workers are reaching retirement age and the profession is not appealing enough to new workers.
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Information from the ‘Skills for Care Workforce Minimum Data Set’ highlights social care staff turnover rates during 2020/21 of 22% for direct care staff in CQC registered non-residential care roles. 24% of direct care staff are aged 55 and over and therefore likely to leave the workforce within the next 5-10 years.
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The latest employment overview data from Skills for Care shows that in Staffordshire 49% of non-residential direct care workers were employed on zero-hour contracts, or 2,700 jobs. In comparison CQC non-residential services across England had an average of 53% of all workers employed on zero-hours contracts or 270,000 jobs.
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For the most up-to-date information please visit the Skills for Care website.
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We are developing a new workforce strategy which includes joint actions to promote social care as a career and to encourage all staff within the sector to take advantage of the training, development, and apprenticeship opportunities available to them to advance their career in care.