Vacancy Rates in Health and Social Care Reach Record Levels in England

According to Skills for Care - recruitment and retention continue to be major challenges in the adult social care sector in England. The total number of posts in adult social care increased slightly from the previous year, but the number of filled posts decreased by around 3%, or 50,000 posts. At the same time, the vacancy rate reached its highest level since records began, with 165,000 vacancies, a 52% increase from the previous year. This increase in vacancies is likely due to recruitment and retention difficulties in the sector rather than a decrease in demand. Employers have been struggling to recruit and retain the staff they need, creating competition for staff and contributing to the increase in the adult social care vacancy rate.

The starter rate has also fallen in recent years, from 37.3% in 2018/19 to 30.8% in 2021/22. While the turnover rate has remained at a similar level, around 29%, the decrease in starters means that there are fewer people replacing those who leave their roles. Factors influencing staff turnover include travel distance, age, experience, pay, and contract type. Those who travel further for work, younger workers, and those with less than one year of experience in the sector are more likely to leave their roles. Those who are paid more and those with longer experience are less likely to leave their roles. Turnover rates were also higher for those on zero-hours contracts.

Sickness rates have begun to decrease following the relaxation of COVID-19 rules, moving towards pre-pandemic levels. However, the staff turnover rate increased again in 2021/22, likely due to the opening up of the wider economy and more opportunities becoming available in other sectors.

To address these recruitment and retention challenges, employers in the adult social care sector may need to focus on improving pay, offering more flexible working arrangements, and providing opportunities for career development and training. They may also need to consider ways to reduce travel distances for care workers and to attract and retain younger workers. Additionally, policies that encourage job security and support for those who are sick may help to reduce staff turnover rates. By addressing these challenges, employers may be able to improve recruitment and retention rates in the adult social care sector and provide better care for those who rely on these services.

In addition to the strategies mentioned above, international recruitment may also be an option to address recruitment and retention challenges in the adult social care sector. This can involve recruiting care workers from other countries who have the necessary skills and experience to work in the sector. However, there may be challenges associated with this approach, including language barriers, cultural differences, and the need to obtain work permits and visas. Employers will need to ensure that international recruitment is conducted in a fair and ethical manner and that care workers receive adequate support and training when they begin their work in the UK. By exploring international recruitment as an option, employers in the adult social care sector may be able to address workforce shortages and provide high-quality care for those who need it.