What does the latest workforce data mean for Care Managers…….

WHAT DOES THE LATEST WORKFORCE DATA MEAN FOR CARE MANAGERS……

The latest ‘The State of the Adult Social Care Sector and Workforce in England 2026’ report from Skills for Care shows improving workforce stability, with vacancies and turnover falling overall. However, significant challenges remain around leadership recruitment, succession planning and workforce development.

Leadership is a critical challenge

Experienced registered managers are strongly linked to better staff retention, higher-quality care and improved CQC outcomes. Yet the sector faces ongoing leadership pressures:

• 27,000 registered manager posts were filled in 2025/26.
• Vacancy rates remain high at 10.2% (around 3,100 posts).
• Registered manager turnover stands at 19.7%.
• 31% of registered managers are aged 55 or over, creating succession risks.

Management opportunity

Develop future leaders through deputy manager, supervisor and senior care worker progression routes.

Career progression supports retention

Many registered managers have progressed from care worker, senior care worker, supervisor or nursing roles, demonstrating the value of clear career pathways. The Skills for Care Care Workforce Pathway is helping employers identify skills gaps, plan development and support workforce planning. Employers using the pathway have reported increased manager confidence and reduced turnover.

Management opportunity

Create visible progression routes from care worker to registered manager to improve retention and recruitment.

Retention remains a priority

Overall staff turnover has fallen to 22.1%, but frontline care worker turnover remains high at 28.2%, with around 320,000 people leaving roles during 2025/26. Organisations with the best retention rates typically invest in learning and development, promote positive workplace cultures and actively involve staff in decision-making.

Management opportunity

Focus on culture, engagement and professional development rather than recruitment alone.

Leadership development gaps remain

Only 34% of managers hold a Level 5 qualification or above, while 27% have no recorded social care qualification. Although 64% of registered managers are qualified at Level 5 or higher, there is still considerable room for improvement.

Management opportunity

Invest in qualifications, management training, coaching and leadership development programmes.

Workforce growth is slowing

The sector employs around 1.59 million people, but growth is slowing as international recruitment falls and fewer UK nationals enter care roles.

Management opportunity

Strengthen your employer brand through competitive pay, structured induction, training, career progression and strong leadership

Conclusion

The report's message is clear: organisations that invest in leadership development, succession planning and career progression will be best placed to improve retention, maintain quality and achieve stronger CQC outcomes in the years ahead.

To read the report in full check out: https://www.skillsforcare.org.uk/Adult-Social-Care-Workforce-Data/workforceintelligence/resources/Reports/National/The-state-of-the-adult-social-care-sector-and-workforce-in-England-2026.pdf

Source: https://www.skillsforcare.org.uk/Home.aspx