Care workers will no longer be recruited from overseas; home secretary Yvette Cooper explained to the BBC.
With the government’s recent announcement to outright ban overseas recruitment of care workers by 2028, employers in the sector are facing challenging times. This decision aims to prioritise hiring migrant workers already in the UK, which will significantly impact staffing for care homes that have long relied on overseas talent to fill crucial roles.
It’s common knowledge that the care sector is already overstretched. With battling workforce shortages combined with ever increasing staff turnover, maintaining staff retention is an incredible difficult challenge.
However, these changes present an opportunity for care providers to rethink recruitment strategies and invest in the upskilling and retention of current staff. This method is more cost-effective and helps to reduce long-term staffing issues.
It’s more crucial now than ever before to provide incentives for staff to stay in their jobs, and work towards building a resilient, highly skilled workforce ready to meet the growing demands of health and social care.
What does the ban mean for care homes?
Care homes in the UK have a long history of relying on overseas recruitment to address significant staff shortages.
For many employers, it’s been essential to maintaining services, and vital for providing high-quality care and meeting increasing demand. But with the projected ban, care homes must rely on recruiting locally, particularly targeting migrant workers already living in the UK.
This recruitment shift will be challenging for a few reasons.
Firstly, there is an already limited pool of candidates within the UK, which increases competition. This may also drive an increase in wages to suit a demand-driven market.
Secondly, the short notice and limited transition time for adapting recruitment strategies will add pressure to employers who are already grappling with tight budgets and scarce resources.
Demand for care services is climbing. It’s already a challenge to meet recruitment requirements for both care homes and domiciliary care in order to provide a good service. With an ageing population and increased need for long-term care, a further reduction in recruitment options could exacerbate an already fragile situation.
So – what’s the solution?
Upskilling and retention as a strategic solution
As a care provider, the upcoming recruitment changes may feel daunting. But there’s light at the end of the tunnel.
This situation provides an opportunity to explore a more sustainable strategy for recruitment, whilst improving staff retention.
Upskilling and training the current workforce can offer lasting benefits that not only address staffing challenges, but also elevate the standard of care provided.
Investing in employee development demonstrates a commitment to all levels of staff. This leads to increased job satisfaction, improved morale, and higher retention rates. Workers who feel valued and supported are less likely to leave, reducing the need for continuous recruitment cycles. Not to mention they feel less stressed and better equipped to do their job to an excellent standard.
Upskilling doesn’t just benefit current employees; it transforms the entire organisation. Skilled staff can take on more specialised roles, expand the services on offer, and work more efficiently.
The important role of workforce planning
The overseas recruitment ban means that care providers must take a forward-thinking approach to workforce planning.
Care providers can no longer afford to rely heavily on external hires to fill gaps quickly. Instead, they need strategies that focus on developing internal talent pipelines and planning for long term needs.
This could involve identifying high-potential employees who could benefit from leadership training, and preparing them to step into supervisory roles in the future. It’s also a hugely rewarding approach, seeing the leaders of tomorrow being developed through training and upskilling. It could also mean incorporating apprenticeship schemes and attractive career progression pathways that make staying in the industry more appealing for existing staff.
Effective workforce planning goes hand in hand with creating an organisational culture that makes employee development a priority. When staff see clear opportunities for progression, they’re more likely to stay, helping care facilities maintain stability in their teams.
Moving forward
While the overseas recruitment ban poses undeniable challenges, care homes have an opportunity to adapt and invest in their current teams.
By focusing on upskilling, retention, and strategic workforce planning, employers can create a more resilient and capable team. This not only mitigates the need for external hires but also enhances the quality of care delivered to those who depend on these vital services.
How Careskills Academy can help
For care providers looking to tackle these challenges head-on, we have the ideal solution.
Offering a library of 95+ high-quality online courses, we’re able to help employers build capable, confident teams that are ready to take on the demands of the industry.
Our courses cover essential areas such as health and safety, clinical care, leadership development, and employee wellbeing.
In addition, our Train the Trainer courses give you the perfect blended learning approach. Coach members of your team to deliver expert training to other members of staff, without the cost and hassle of third-party involvement.
It’s more than just training; it’s about building a stronger workforce and ultimately raising the standard of care – despite recruitment challenges.
Explore our course library and find out how we can help you turn challenges into opportunities. Together, we can help you build a brighter, more secure future for your team and those they care for.
