NIHR Policy Research Programme report: investigating variation in pay in adult social care

Atkinson, Carol ORCID: https://orcid.org/0000-0002-3795-7442, Ullah, Akbar, Woodhams, Carol, Whittaker, William, Arif, Saima, Guillaume, Cecile, Willocks, Katie ORCID: https://orcid.org/0000-0002-8499-4860 and Hebson, Gail (2024) NIHR Policy Research Programme report: investigating variation in pay in adult social care. In: NIHR Policy Research Programme. Project Report. Manchester Metropolitan University.

Preview

Published Version Available under License In Copyright. Download (2MB) | Preview

Abstract

This research investigated variations in pay for adult social care workers in England. It explored how local conditions, such as unemployment, and local authority fees and processes for buying care affect pay variations. Finally, it investigated how pay variations affect workers, for example, leaving their jobs or developing skills. The research involved: working with data provided by Skills for Care; surveying organisations that provide adult social care; interviewing managers of care organisations and care workers themselves. Pay for adult social care workers is low with limited variation within and across roles. Most care workers receive a similar hourly pay rate, often at or only a little more than the National Living Wage; most senior care workers receive a similar hourly rate of pay, often only marginally higher than the care worker rate. In many cases, most care providers offer only one pay rate to each group. To maximise pay rates, few pay enhancements are offered, e.g. unsocial hours payments. Further, very few providers offer pay scales that recognise qualifications and/or experience, which creates few opportunities for care workers to increase their pay and limited incentive to gain qualifications. Low pay is also linked to lower retention. Other terms and conditions of employment are basic. Care providers argue that the fees they receive from local authorities are too low to allow them to pay more. Policy implications include: increasing government investment in adult social care to raise local authority fees and care worker pay; changing the way care is commissioned and/ or introducing regulation to ensure fee increases lead to higher pay and create more stability; introducing pay structures to recognise qualifications and experience; and improving other terms and conditions of employment. Stable and flexible working patterns are also important. Leadership development to support implementing pay systems and create strong working environments are needed.