The Health Foundation’s Post

💰 Cyril Lobont at the Nuffield Trust reports on the lessons England might learn from other countries regarding pay reform for care workers and the key principles to consider in any pay reform. 🏛️ Highlighted is the importance of rooting pay policies for care workers in a strong moral case for change and the need for pay reforms to be accompanied by sustainable funding models, as inconsistent or inadequate funding can undermine their effectiveness. 💼 Additionally, creating effective enforcement mechanisms is crucial to ensure compliance, and pay scales that reward experience and offer clear progression paths are essential for making careers in care more attractive. #adultsocialcare #carepay #reform https://lnkd.in/e2ryZ47U

“A shockingly high number if social care workers are still not even paid the legal bare minimum to travel to and care for the hundreds of thousands of people in need of social care,” says Nina Hemmings, one of the researchers behind our recent report – published jointly with the Health Foundation – which looked at improving care worker pay in England. Drawing on surveys, sector conversations and international case studies, the report outlines five policy options the government could adopt to improve social worker pay – including a sector minimum wage and pay banding. Read it here: https://lnkd.in/erzpW4We

CCFTV firmly believes that investing in fair wages for social care workers is not only a moral imperative but also a strategic one. Adequate compensation is essential for attracting and retaining dedicated professionals in the social care sector, ultimately enhancing the quality of care provided to vulnerable individuals. Delivering consistent, high-quality, and safe care has profound consequences for vulnerable people. It significantly improves their well-being, ensuring they receive the support they need to maintain their physical, emotional, and mental health. This leads to better health outcomes and a higher quality of life. Moreover, consistent care reduces staff turnover, which promotes stronger relationships between care staff and residents, providing a more stable and trustworthy environment. High-quality care also strengthens the reputation of care providers, attracting more residents and opening up additional funding opportunities. Economically, investing in fair wages stimulates the economy through increased worker spending power and reduced healthcare costs due to the prevention of escalated health issues. Ethically, ensuring fair wages and consistent care demonstrates a commitment to valuing and protecting our most vulnerable. It reflects a society dedicated to supporting those who need it most and acknowledging the invaluable contributions of care workers. We urge the government to consider this investment in the workforce as a critical step towards improving the overall standards of care and ensuring that those who care for our most vulnerable are fairly compensated for their invaluable contributions. https://lnkd.in/e7b9CahU Care Home Professional Caring Times Care Home Magazine💚

👏👏 Great News for NHS Social Workers 👏👏 In a significant development for healthcare professionals, NHS-employed social workers in England are set to receive a 5.5% pay rise for the year 2024-25. This increase is a testament to the government's recognition of the invaluable service these professionals provide to the community, especially considering the challenging times we've faced in recent years. The decision, which follows the recommendations of the independent pay review body, not only reflects the dedication and hard work of social workers but also underscores the importance of investing in our healthcare workforce. It's encouraging to see that the pay rise is above the current rate of inflation, ensuring that the real value of salaries is preserved and enhanced. This move is expected to have a positive impact on recruitment, retention, and motivation within the NHS, contributing to the overall goal of improving patient care and reducing waiting lists. It's a step forward in acknowledging the crucial role of social workers in our health system and the need for fair compensation that reflects their contributions. As we continue to navigate the complexities of healthcare provision, it's clear that supporting our social workers is not just about fair pay; it's about valuing their role in sustaining the health and well-being of our society. Let's hope this pay rise marks the beginning of a sustained effort to ensure that our social workers are equipped and motivated to continue their vital work. #NHS #SocialWork #Healthcare #PayRise #InvestmentInCare

Through leading hospital trust operations as a chief operating officer, working within community health services, directing intermediate care transformation programmes, and managing the Better Care Fund (BCF) as a director of commissioning, I am only too aware of the link between health and social care, for example, bed occupancy rates, flow, and most importantly, doing what is right for our patients by ensuring they are in the best place within an integrated care system to meet their needs and receive an experience we would want for our own loved ones. As such, I was extremely interested to read the The Health Foundation and Nuffield Trust’s latest report: From ambition to reality: National policy options to improve care worker pay in England. Full report below👇🏾 Both organisations argue that the case for improving pay in social care is strong: low pay contributes to chronic staffing problems and high levels of poverty among social care workers, and can affect people’s quality of care. Public support for improving pay is high – The Health Foundation and Nuffield Trust polling finds 77% of the public believe that care workers are paid too little. The report sets out five policy options to improve pay that could form part of the new government’s approach to social care pay: 1. Better enforcement of economy-wide, statutory minimum wage rates 2. Uplifts to economy-wide statutory minimum wage rates 3. Bonus payments 4. A sector-specific minimum wage for social care, set above the National Living Wage 5. A national sector pay scale, similar to Agenda for Change in the NHS. https://lnkd.in/ezDNRjBu #socialcare #careworker #localcouncil #countycouncil #localgovernment #nhs #publicpolicy #nhstrust #hospital #healthcare #nhsengland #communityhealth #intermediatecare #integratedcare #localauthority #healthnews #patientsafey #care #patient #socialworker #socialwork #doctor #nurse #frailty #continuinghealthcare #chc #socialservices #publichealth #patientflow #government #localgovernment

📉 𝐔𝐊 𝐒𝐨𝐜𝐢𝐚𝐥 𝐂𝐚𝐫𝐞 𝐢𝐧 𝐂𝐫𝐢𝐬𝐢𝐬: 𝐅𝐮𝐧𝐝𝐢𝐧𝐠 𝐏𝐫𝐞𝐬𝐬𝐮𝐫𝐞𝐬 & 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 A recent survey by the Local Government Association (LGA) reveals alarming news for social care in England. Here are some key takeaways: 📊 79% of councils are preparing for cuts to essential services for older and disabled adults by 2025-26. 📊 63% anticipate cuts to children and family services, raising concerns about the care provided to vulnerable groups. 📊 Nearly 44% of councils may need emergency government bailouts within the next two years to avoid declaring “bankruptcy.” In fact, five councils have already issued Section 114 notices since 2021, highlighting the dire financial situation. My post last week talked about the proposed Employment Rights Bill which aims to create a fair pay agreement for social care workers. This initiative is crucial as care staff are currently underpaid, with a median wage of just £11 per hour, well below the national average. The sector also struggles with a high vacancy rate of 8.3%, three times the national average, making recruitment and retention a pressing issue. However, this bill comes with its own challenges. While it’s a step in the right direction for improving pay and working conditions, it could significantly increase costs for local councils already facing tight budgets. If councils are unable to absorb these higher wages, it may lead to increased fees for care providers, affecting both local authorities and self-funders. As we approach the Autumn Budget, the government must decide how to support councils in stabilising their finances while also addressing the urgent need for better pay and conditions for social care workers. How can the government ensure that both the financial stability of our local councils and the well-being of our social care workforce are prioritised to provide the essential services that our most vulnerable populations depend on? #SocialWorkNews #SocialWork #SocialCareNews Community Care

💡 Did you know, the National Living Wage (NLW) has risen by 9.8% from £10.42 to £11.44? And according to Skills for Care, in December 2023, around 94% of adult social care providers in the independent sector paid at least some of their workers below the new mandatory NLW, being directly impacted by this change. Discover more insights like this in Skills for Care's report: https://bit.ly/4cLiVbB #socialcare #skillsforcare #nationallivingwage

What can England learn from other countries on reforming social care pay? The new Labour government has pledged a 'fair pay agreement' for care workers, but what approach should they take? A new report from the Nuffield Trust examines lessons from Wales, Scotland, France, New Zealand and Australia: https://lnkd.in/ewnB4-hn Key international insights: • Wales: Sector minimum wage tied to Real Living Wage, but funding often insufficient to fully cover costs • Scotland: Caution needed - some providers struggled with increased costs despite additional funding • France: Framed reform as enhancing care work dignity, but faced uneven implementation: - Delays for workers in private providers - Resignations in domiciliary care due to frustration about slow progress - Union involvement alone didn't ensure inclusive outcomes • New Zealand: Initially ambitious, but encountered significant challenges: - Limited-term legislation expired, losing legal binding - Ringfenced funding ceased - Lack of cross-party consensus - Vulnerable to political changes - Broader Fair Pay Agreements Act repealed by new government • Australia: Showcased several successful approaches: - Statutory wage compliance monitoring through annual public financial reports - Pay award system covering all care workers regardless of contract type, setting, or provider - Pay scales rewarding skills and experience - Strong focus on tackling gender-based pay inequality The report highlights 5 principles for successful pay reform: 1. Make a strong moral case 2. Provide sustainable funding 3. Enforce compliance 4. Improve career progression 5. Collaborate across stakeholders Lessons learned: • Root reforms in a positive case for change • Ensure sustainable, comprehensive funding • Create effective enforcement mechanisms • Design pay scales rewarding experience • Seek cross-party and stakeholder collaboration for lasting reform • Plan for consistent implementation across all care sectors While ambitious reform is possible, England faces unique challenges in unifying its fragmented care sector. Pay increases alone won't solve all issues - comprehensive system reform is needed. The Homecare Association and other members of the The Care Provider Alliance are beginning discussions with the government about Fair Pay Agreements. Collectively, we need to figure out how the voices of the employees and the 18,500 PAYE or VAT registered social care employers can be brought into the negotiations. Given that much of social care is state-funded, improvements in pay and other employment conditions will depend on the availability of extra government investment. It is currently unclear if this will be available. #SocialCare #Pay #Reform #Policy #workforce #FairPayAgreements

Care homes and other care service providers could face a heightened risk of non-compliance when the planned increase in the National Minimum Wage (NMW) takes effect on 1 April. In his article for Caring Times, Matthew Wort, senior partner and health and social care sector specialist at #AnthonyCollins, offers some practical advice. Read the full article here: https://buff.ly/4aa6vYP #Caresector #Carehomes #NMW #NMWlegislation

David Marin-Guzman has good coverage of the latest Work Value Case developments, with Cwlth putting in a submission on Friday calling for a two-phase increase: for indirect care workers – in full from 1 January 2025; for direct care workers - an increase in funding corresponding with 50 per cent of the Stage 3 wage increases for direct care workers (including on-costs) from 1 January 2025; and - an increase in funding corresponding with the remaining 50 per cent of the Stage 3 wage increases for direct care workers (including on[1]costs) from January 2026. The argument for 1 Jan 25 is that the Government needs time to work out the cost. I think the Cwlth could probably work it all out for 1 October 24 if they had to, but it would mean funding gets announced very last minute. The fact that phase 2 of the direct care minute targets come in from October 24 also adds to the case for an early commencement. The argument for further phasing to 1 Jan 26 is the potential impact on workforce shortages in other parts of the care sector. Though I think this is less convincing given the Cwlth continues to forecast rising unemployment over 2024 and (so far) we are mainly talking about PCWs and non-direct care. https://lnkd.in/gdqFxFdb https://lnkd.in/gS7TZAU5   #agedcare