The care sector in the UK is dealing with a major shortage of talent, and it’s made worse by a number of challenges that are putting immense pressure on the existing workforce and threatening the stability and quality of care.

Among the most pressing challenges is the displacement of vulnerable care workers from domiciliary care and residential care settings whose sponsors have had their licences revoked. This situation has left many care workers unable to continue their essential work, worsening the staffing crisis.

The crisis of unemployed sponsored care workers
The revocation of sponsor licences has significantly impacted many overseas care workers in the UK, leaving them displaced and vulnerable. These workers, who came to the UK under sponsorship and are often well-trained and experienced, play a vital role in providing essential care. Without a new sponsor, they are unable to work full-time, leading to financial instability, anxiety about their immigration status, and uncertainty about their future. Many face the possibility of leaving the UK, which affects their livelihoods and disrupts the continuity of care for service users who rely on their support.

The importance of upskilling and ongoing training
One of the key issues contributing to the talent shortage is the lack of ongoing training and development opportunities. Retention of care workers has proven to be a major challenge, especially in domiciliary and care home settings, where a shortage of leaders and managers is also evident. Ongoing training is fundamental to worker retention, improving job satisfaction, and enabling career progression. Well-trained and supported staff are more likely to stay in their roles, reducing turnover and ensuring a stable workforce.

Investing in training programmes that address not only basic care skills but also advanced leadership and management skills can help bridge the leadership gap and ensure both domestic and overseas care workers have opportunities to grow in their roles. This is particularly important given the increasing demands on the sector driven by an ageing population and the growing complexity of care needs.

Recognition of travel time for home care workers
Another significant issue facing home care workers is the lack of pay for travel time. Many home care workers are expected to travel long distances between clients without any compensation for these hours. This not only leads to financial strain but also contributes to burnout and high turnover rates. Fair treatment of home care workers is essential to building a sustainable workforce.

Local authorities and Integrated Care Boards (ICBs) could address this by implementing a neighbourhood model for home care. By commissioning fewer providers to deliver more localised care, travel burdens on workers could be reduced, making the role more manageable and attractive. This approach would also improve continuity of care for clients, as workers would be able to spend more time with those they care for.

The actions TERN Group are taking
TERN Group, as a digital platform, is addressing critical issues in the UK care sector by leveraging its network of overseas healthcare professionals to identify and support unemployed sponsored workers.

We streamline the process of matching these displaced workers with ethical employers, ensuring a smooth transition for those seeking new sponsorships. By simplifying upskilling and placement through innovative digital solutions, we have achieved a 96% retention rate so far.
Our initiatives include a six-week pre-departure training programme for overseas care workers and an intensive short course for unemployed sponsored workers in the UK.

We are also collaborating with Skills for Care to develop higher-level training courses for future senior carers and leaders. Additionally, TERN Group advocates for the fair treatment of home care workers by partnering with employers to reduce travel burdens, contributing to a more resilient care system in the UK.