Upskilling: The Key to Overcoming Skills Shortages in Social Care for 2025

The UK social care sector is facing a critical talent shortage, with our recent study ‘Transforming Talent in Local Government’ revealing that over half (53%) of respondents acknowledge the sector is under extreme pressure. However, the solution to these skills shortages may be more accessible than anticipated.

While there is a strong consensus that attracting new talent to the social care sector can yield significant benefits (81%), a nearly equal number of respondents (82%) believe that upskilling existing employees should be the top priority for local authorities.

Upskilling involves more than just keeping employees current with the latest knowledge and skills; it also means helping them develop into the next generation of social care professionals through qualifications and learning pathways.

One pressing issue upskilling addresses is the loss of key skills as employees retire, which 55% of respondents believe could hinder progress in social care.

As Hoa Ngo, Managing Director at Comensura, states, "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."

Several approaches to upskilling existing workforces include:

Developing tailored training programmes: Creating customised training sessions that address specific skills gaps and align with the needs of the social care sector.

Leveraging the Apprenticeship Levy: Using available funding to put employees into an apprenticeship pathway towards high-demand roles.

Encouraging mentorship programmes: Pairing less experienced employees with seasoned professionals to facilitate knowledge transfer and hands-on learning.

Providing continuous learning opportunities: Offering regular workshops, seminars, and certifications to ensure employees explore the latest advancements in social care.

Incorporating feedback mechanisms: Establishing channels for employees to provide feedback on training programmes and suggest areas for improvement.

People-led use of technology: Implementing online courses and training modules that allow employees to learn at their own pace and convenience, while maintaining a ‘human touch’ with encouragement and mentorship from managers and team leads to ensure efficiency and maintain momentum.

Investing in the development of the current social care workforce, combined with effective recruitment strategies, can equip the sector to meet growing demands and continue providing high-quality care to those in need. By focusing on upskilling, the social care sector can leverage the invaluable experience and dedication of existing employees, enhancing their competencies and filling gaps that are only widening as more workers retire.

Read the Research Report

Get the very latest local authority talent insights in our recent research report. Conducted in partnership with Inside HR, Transforming Talent in Local Government is based on survey responses from 60+ local government execs, procurement and HR leaders.

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