Page 28 - Unfair To Care 2024 - Who Cares Wins

THE SEVEN DEADLY SINS OF LOW AND UNFAIR PAY IN SOCIAL CARE
There is not only a compelling moral case for improving social care pay, but an equally important social, economic, and productivity basis for change.
AVERAGE TURNOVER RATE AND AVERAGE FTE ANNUAL PAY BY JOB ROLE*
£45,000 £40,000 £35,000 £30,000 £25,000 £20,000 £15,000 £10,000
£5,000
0
0% 5%
SOCIAL WORKER (LA ONLY)
EGISTERED NURSE**
CARE WORKER
30% 35% 40%
SENIOR MANAGEMENT
SENIOR C
WORKER
ARE
OCCUPATIONAL
THERAPIST (LA ONLY) R
ASSISTANTS
SUPPORT
AND OUTREACH
EGISTERED MANGER
PERSONAL
R
10% 15%
20% 25%
* Independent sector only, unless otherwise stated
** Registered nurse data does not contribute to trend line
SECTION 6: THE SEVEN DEADLY SINS
6.
IN THEIR ‘STATE OF THE ADULT SOCIAL CARE SECTOR AND WORKFORCE’ REPORT, SKILLS FOR CARE HIGHLIGHTS THE ENORMOUS TURBULENCE WITHIN THE SECTOR:
9.9% 152,000 390,000
VACANCY RATE
VACANT POSTS A DAY
PEOPLE LEAVING THEIR JOBS EACH YEAR
ONE THIRD
OF LEAVERS EXITING THE SOCIAL CARE SECTOR COMPLETELY
This vacancy and turnover rate
is significantly higher than that
of the wider economy. There is
a wealth of evidence to indicate that low pay is a primary force
in these issues. From the below- Real Living Wage pay rate, to
the reality that care workers with five or more years of experience are paid on average just 7p per hour more than new starters, people struggle to make working in care a permanent career.
Pay has an obvious connection with retention and recruitment. Skills for Care’s data shows that those paid more were significantly less likely to leave their roles. It
is also evident that higher pay rates result in significantly lower turnover rates further up the pay scale in different job roles (see left).
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