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There’s no denying that 131,000 vacancies is an improvement on the 164,000 we saw in previous years. But context matters.
Even at 8.3%, the adult social care vacancy rate remains the highest of any major UK sector, outpacing the NHS (6.9%) and dwarfing the national average of 2.8%. Put plainly: social care is still losing the staffing race, not just to healthcare or public services, but to supermarkets, hospitality, logistics, and retail.
The harsh truth? The domestic labour pool is shrinking and we haven’t made care roles attractive enough to win it back.
Since 2021/22, the care sector has lost over 70,000 British workers — a 6% decline. That’s not just a statistical shift. It’s a cultural wake-up call.
So here’s the question we need to answer:
Until we answer that convincingly and act on it, domestic recruitment will continue to struggle.
Yes, turnover is down from 30% to 26% last year. That’s something to celebrate… right?
Not necessarily.
A quarter of the workforce still leaves every year. And crucially, internationally recruited care workers have a 15-point lower turnover rate than their British counterparts. That’s a major reason why overall vacancy rates are falling, but it’s also a potential warning sign.
If that stability is based more on visa requirements than job satisfaction, what happens when immigration rules change? (Spoiler: they already have.)
If the tap of overseas recruitment slows or stops, retention could suffer once again and providers may find themselves back at square one.
Starter rates dropped from 34% to 31% last year in the independent care sector. On the surface, that might look like retention progress — but lower starter rates may also reflect stagnation.
Fewer new entrants could mean:
In short, if your workforce isn’t growing, neither is your future.
Every single day, 126,000 care roles are filled by agency or bank staff, that’s 8.6% of all filled posts.
While agency support is sometimes necessary, over-reliance creates serious risks:
This isn’t just a short-term fix anymore, it’s becoming a systemic issue.
There’s no silver bullet, but there are solutions that providers can act on now, especially when supported by the right partners.
✅ Rethink flexibility: Build rotas around your workers’ lives, not just your shift patterns
✅ Recruit differently: Partner with schools, colleges, and returner programmes
✅ Invest in culture: Recognition schemes, listening channels, and mental health support
✅ Plan smarter: Forecast demand, assess risk, and map local labour markets
At Quality Care Recruit, we don’t just help you find great candidates, we help you futureproof your team. Our Resourcing+ service is built to help care providers:
Stay compliant and competitive in a shifting landscape
Whether you're battling staffing gaps or building a pipeline for growth, Resourcing+ gives you the tools, insights, and support to recruit smarter and retain longer.
📩 Get in touch today with Quality Care Recruit on 01273 424904.
We can’t outsource care forever. International recruitment helped in a crisis, but domestic recruitment is what sustains quality, culture, and care long term.
If we want social care to thrive, not just survive, we need to make it the career of choice again. That means better jobs, better progression, and a renewed sense of purpose.
Until we rediscover what makes care worth choosing, the staffing squeeze won’t ease, it’ll just shift shape.
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