The state of the adult social care workforce in England

A national overview of the adult social care sector and workforce in England, including recruitment, retention, pay, demographics and training.

Key statistics 

  • 24.2% turnover rate in adult social care between April 2023 and March 2024 
  • women make up 79% of the workforce, with men accounting for 21% 
  • 75% of the workforce are British, 19% non-EU and 6% EU workers 
  • pay levels vary by role and region 
  • workforce projections indicate ongoing recruitment pressures. 

Key messages 

  • recruitment and retention remain persistent challenges across adult social care 
  • the workforce is predominantly female 
  • international recruitment continues to play a significant role 
  • pay, qualifications and access to training vary across roles and settings 
  • workforce demand is expected to remain high in future years. 

Policy implications 

  • action on pay and progression could support retention 
  • workforce planning should account for demographic composition and future demand 
  • training and qualification pathways remain important for workforce sustainability 
  • reliance on international recruitment has implications for workforce resilience. 

Gaps 

  • links between workforce conditions and care outcomes are not fully examined 
  • longer-term impacts of policy changes require ongoing monitoring. 

Commentary 
This report provides a comprehensive snapshot of the adult social care workforce in England, highlighting the scale and persistence of recruitment and retention challenges. High turnover and continued reliance on international recruitment underscore the fragility of workforce supply. 

The demographic profile of the workforce is striking. A predominantly female workforce, combined with variations in pay and progression, points to long-standing structural issues in how care work is valued and rewarded. These patterns shape both workforce stability and career sustainability. 

From a care equity perspective, the findings raise questions about who bears the burden of workforce instability. Low pay, high turnover and limited progression disproportionately affect groups already overrepresented in the sector, including women and migrant workers. These have consequences for continuity, quality and fairness of care for people who rely on services. 

Overall, the report highlights that addressing workforce shortages is not only about numbers. Improving equity in pay, conditions and opportunity is central to building a stable adult social care workforce and ensuring that care is delivered consistently and fairly across England. 

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