YHCAA welcomes the publication of Skills for Care’s 2024/25 ‘State of the Adult Social Care Sector and Workforce in England’ report, which confirms the sector’s growing economic contribution (excluding NHS employed roles) rose to £77.8 billion per annum (excluding NHS employed social care roles), a 12.2% increase on the previous year. This reflects the essential role adult social care plays not only in supporting individuals and communities, but also in driving economic growth.
However, the report also highlights deep-rooted challenges that continue to threaten the sustainability of the sector. While the total number of posts in adult social care increased and filled posts rose, the sector remains under significant pressure. Vacancy rates, although reduced, remain three times higher than the wider economy, and the sector still faces a projected need for 470,000 new posts by 2040 to meet the demands of an ageing population.
One of the most concerning trends is the decline in domestic recruitment. The number of workers with British nationality fell by 30,000 (a 2.6% decrease), while international recruitment dropped from 105,000 to 50,000. This signals a growing fragility in workforce supply and highlights the urgent need to build a sustainable pipeline of care professionals.
The report also reveals that 62% of care providers do not offer enhanced sick pay, and 57% do not offer employer pension contributions above 3%, reflecting the ongoing funding constraints that limit providers’ ability to offer competitive employment packages compared to similar roles in the NHS. Additionally, the proportion of care and support workers with a Level 2 qualification has fallen to 38%, down from 41% last year and 48% in 2018/19—at a time when care roles are becoming increasingly complex. While training opportunities are often available, the current pay structures and limited career progression mean there is little financial incentive for staff to complete formal qualifications.
Skills for Care’s analysis of five key factors affecting staff turnover—pay, contract type, training, qualifications, and full-time status—shows that workers without these supports are almost three times more likely to leave their roles. This reinforces the need for strategic investment in workforce development, fair pay, and improved working conditions.
We look forward to next week’s regional data launch, which will provide vital insights into the specific challenges and opportunities across Yorkshire and the Humber. As a regional alliance, we continue to advocate for long-term funding reform, a fair pay agreement, and a national workforce strategy that recognises the value of care workers and supports the sector to thrive.
Read the full national report here The state of the adult social care sector and workforce in England, 2025