New care workforce figures reveal ongoing challenges—here’s what it means for you
The Department of Health and Social Care has released the findings of its latest survey into the adult social care workforce. This is the first time in three years that providers across England have been asked to share their experiences, and the results confirm what many in our community already know: recruitment and retention in the care sector remain real challenges.
What the survey found
The survey gathered views from 4,913 providers and shows that:
• 71% of providers find it challenging to recruit staff
• 56.6% report difficulty retaining staff
• 44.2% find it hard to maintain staff morale
• 37.5% struggle to access agency staff when needed
Many providers continue to cite low pay—especially compared to sectors like retail, childcare and transport—as a major barrier. Administrative pressures and transport issues were also frequently mentioned.
On a more positive note, about one in four providers felt the situation had improved in the past year, and the majority felt things were at least stable.
Why this matters to people in North Yorkshire
We know from speaking to people locally that consistent, experienced care staff are vital to feeling safe, supported and respected. When staff are overstretched or frequently changing, it can affect the quality of care and a person’s overall wellbeing.
In 2022, we published a report on the impact of the care staff crisis in North Yorkshire, sharing real stories from people who draw on care, family carers, and providers. Many spoke about cancelled visits, rushed care, and the emotional toll of not knowing who would arrive—or if anyone would come at all. These voices are a reminder that behind the statistics are real people affected every day.
Read the report:
This national survey was also carried out shortly after new immigration rules were introduced, which prevent overseas care workers from bringing family members with them. Since then, care visa numbers have fallen. Although the survey suggests recruitment isn’t worsening yet, serious workforce pressures continue—at a time when providers are also facing rising financial demands.
What’s being done nationally
In April 2025, the Government updated its Care Workforce Pathway—a national career structure for adult social care workers. The goal is to make a career in care more attractive by offering clearer progression, recognition, and training.
The pathway outlines nine distinct roles, supporting staff from entry level through to management, including:
• New to Care – for those just entering the sector
• Care or Support Worker – providing hands-on, day-to-day support
• Enhanced Care Worker – with more complex responsibilities
• Supervisor or Leader, Deputy Manager, and Registered Manager – progressing into leadership and management
By providing clearer routes to develop and progress, the Government hopes this new framework will improve recruitment and retention in the sector.
Read more about this:
National spotlight on the cost of inaction
This week, the House of Commons Health and Care Select Committee published its report ‘Adult Social Care Reform: The Cost of Inaction’. The report gathered substantial evidence from across the care sector, including a joint submission from Healthwatch England and the Healthwatch network, featuring insights from local areas like North Yorkshire.
The report confirms what many already know: the cost of not acting to fix the challenges in adult social care is high—financially, socially, and in terms of people’s health and wellbeing. It also notes that the government has yet to fully account for these costs. The Committee recommends that an urgent and full calculation of the cost of inaction be undertaken.
Importantly, the Committee adopted Healthwatch England’s recommendation to calculate unmet need—highlighting that as many as 1.5 million working-age disabled people could be eligible for care but are currently going without it.
We hope this report will influence real change and be taken seriously by the new Casey Commission into social care. Healthwatch has been invited by the King’s Fund to be part of the group helping shape the Commission’s thinking—another step in ensuring that the voices of people who use care services are front and centre in future reforms.
Our view in North Yorkshire
These findings underline the urgent need for long-term investment in the care workforce. While some progress is being made, it’s clear that providers—and the people who draw on care—still face real uncertainty.
Here in North Yorkshire, we’ve seen how targeted support for care leaders can make a difference. Our 2022 research into the needs of Registered Managers highlighted the pressures they face, and contributed to the development of the UK’s first manager mentoring scheme, launched in 2024. This kind of local innovation shows what’s possible when we act on the experiences of those working on the frontline.
We’ll continue to listen to people in North Yorkshire and make sure your voices shape the future of care—locally and nationally.
