The UK social care sector faces a critical talent shortage as over half (53%) of workers describe the industry as being under pressure or “under extreme pressure,” according to a recent study by workforce management firm Comensura.

With a growing demand for social care services and an ageing workforce, addressing this shortage has become a priority for local authorities.

The research revealed that while 81% of respondents believe attracting new talent to the sector is essential, 82% emphasise the need to focus on upskilling existing employees. This approach could offer a solution to the widening skills gap while also addressing the challenges posed by the retirement of experienced workers—an issue flagged by 55% of respondents as a significant concern.

Upskilling as a Strategic Priority

Upskilling goes beyond maintaining employees’ existing skills. It aims to equip workers with new competencies, enabling them to step into more advanced roles within social care. This not only ensures continuity of expertise as older employees retire but also prepares the next generation of social care professionals.

Hoa Ngo, Managing Director at Comensura, commented, “The UK social care sector is vital to many of society’s most vulnerable members. However, it is currently grappling with a worrying shortage of skilled professionals. One of the most effective strategies to mitigate this shortage is through the upskilling of existing employees.

“We have seen this approach leverage the invaluable experience and dedication already at hand, by providing existing employees with the necessary training and development opportunities to enhance their competencies and fill gaps that are only widening as more workers retire.”

Tailored Training and Development

Comensura’s study highlights several approaches to effective upskilling within the sector. These include the creation of customised training programmes designed to address specific skill gaps and align with the needs of social care organisations. By offering tailored training, employers can ensure workers are equipped with the skills needed to navigate the evolving demands of the sector.

Additionally, local authorities can utilise initiatives such as the Apprenticeship Levy to place employees on structured learning pathways, particularly in high-demand roles. This provides workers with opportunities to earn qualifications while gaining practical experience, thereby enhancing their career prospects.

Mentorship and Continuous Learning

The study also points to the importance of mentorship programmes, where experienced professionals share their expertise with less experienced colleagues. This knowledge transfer not only builds skills but fosters a culture of collaboration and growth within teams.

Continuous learning opportunities, such as workshops, seminars, and certifications, further support employees in staying up to date with advancements in social care. Incorporating employee feedback into training programmes ensures that these initiatives remain relevant and effective.

Technology in Upskilling

Technological solutions play a role in facilitating upskilling. Online courses and training modules enable employees to learn at their own pace while accommodating their work schedules. However, Ngo emphasised the need to balance technology with a human-centred approach: “Maintaining a ‘human touch’ through encouragement and mentorship from managers and team leads is essential to ensure efficiency and maintain momentum.”

Upskilling current workers, alongside effective recruitment strategies, offers a dual approach to strengthening the social care sector. By addressing skills shortages and preparing the workforce for future challenges, local authorities can ensure that the industry remains resilient and capable of providing high-quality care to those who rely on its services.