The vital role of care colleagues – Addressing the HR challenges in the social care sector

People Directors from the Eastern region Sasha Ashton and Dean Hunter explain why it is essential for employers to prioritise building a stable, skilled and engaged workforce  to ensure consistent, high-quality care to drive the long-term success and sustainability of the social care sector.

The social care sector is at a crossroads, grappling with staff shortages, high turnover, and poor working conditions. Wes Streeting, the Health and Social Care Secretary, has defended the timeline for adult social care reform, which may not see full funding proposals until 2028. Amid this, recruitment and retention remain major challenges, requiring competitive pay, career progression, and workplace wellbeing improvements. Technology integration, policy changes and diversity initiatives will also play crucial roles in shaping a sustainable and skilled workforce. Investing in care colleagues is essential for the sector’s future success.

Today’s care professionals ensure the well-being, independence, and dignity of those who rely on their services. Their work not only alleviates pressure on the healthcare system—reducing hospital admissions and healthcare costs—but also offers invaluable reassurance and support to extended families, helping them to balance caregiving duties alongside their personal and professional commitments. Their dedication is fundamental to the well-being of both individuals and communities.

Recruitment and retention in the social care sector

One of the most pressing concerns is the ability to recruit and retain truly skilled staff. In spite of the pivotal role these carers play, they often face low pay, high stress and insufficient support. These challenges make it harder to attract new talent and keep experienced workers from leaving the sector.

Recruitment and retention strategies must be overhauled to reflect the importance of the social care sector. It is essential to offer more competitive salaries and benefits, improve work-life balance and provide secure, permanent contracts to enhance the perceived job security. A lack of clear career progression and opportunities for professional development also hampers retention.

Workplace wellbeing

Workplace wellbeing is critical to the retention of social care staff. The physical and mental demands of the job can lead to burnout, high levels of stress and job dissatisfaction. Employers must provide robust support systems, including regular feedback, recognition for good work and access to mental health resources.

By offering access to good training, employers can help workers feel more equipped to handle the challenges of their roles. Providing clear career pathways within the sector also promotes long-term career satisfaction.

The impact of technology on the social care sector

Technological advancements are also playing an increasingly important role in the social care sector. By automating time-consuming processes, technology improves efficiency and reduces stress on employees, allowing them to dedicate more time to face -to face-care. This not only improves the quality of care but also boosts employee effectiveness and job satisfaction.

Ensuring staff are equipped to use the technology effectively will be crucial to its future success.

The impact of policy changes on the social care sector

Several key changes are shaping the future of the social care workforce. One of the most significant is the introduction of the Employment Rights Bill, which includes the establishment of an Adult Social Care Negotiating Body in England. This body will have the authority to set pay and conditions for social care workers. The goal is to address the ongoing challenges of low pay and poor working conditions.

In addition, the Fair Pay Agreement is set to improve conditions for care workers by creating more equitable wage structures across the sector.

Diversity and leadership opportunities

Diversity should be actively promoted within the sector, especially focused on leadership roles. This can be achieved through mentorship programs, leadership training and policies that foster inclusive recruitment practices.

Building a sustainable workforce for the future

To address the ongoing challenges in the sector, it is critical to build a workforce that is both skilled and committed. Cross-sector collaboration, including partnerships with healthcare and educational institutions, can help build pipelines for future social care workers.

Moreover, the recognition and reward of excellence is essential in shaping a sustainable workforce. Creating a positive culture will help to both retain staff, as well as the overall profile of the profession.

HR support

Senior HR presence is not always a priority in the sector due to budget restrictions and lack of commercial awareness of the importance of the role. Thanks to more flexible options such as fractional HR provision, this level of service is now much more accessible to care providers.

The overall success of the sector is critical to ensuring that the country is fit for the future. Addressing issues such as recruitment and retention, providing adequate pay and benefits, learning and development, supporting employee wellbeing, and promoting diversity and leadership opportunities are key to creating a sustainable workforce.

Moreover, integrating technology and offering access to good training will help to future-proof the sector.

To provide high-quality care and meet the evolving needs of society, we must invest in the care colleagues who make it all possible.