According to the NECSU Capacity Tracker data Essex has approximately 2,900 more care workers in September 2024 than 12 months prior. We are seeing excess capacity available in some areas of the county, in homecare particularly.
International recruitment has played a part in increasing capacity in the market in Essex. There are 249 CQC registered care providers with sponsorship licenses based in the county, and we have heard from several providers recruiting overseas workers. Many are very happy with the recruitment and the additional capacity this has given their business.
However, recruiting from overseas doesn’t come without its risks and issues. Due to the mandated minimum working hours for an international recruit we are aware that this has had an impact on domestic staff ability to secure more hours of work. There have been modern slavery issues reported also, which are of concern and have been reported by our regional Local Authorities. Furthermore, we will need to closely monitor the effect of the changes to the immigration policy, which will affect overseas care workers.
Despite the increase in care workers, local recruitment challenges remain. Barriers to recruitment, such as transport for community care, continues to affect recruitment. These affect attracting new to care, particularly younger workers.
ECC continues to work with our regional and local partners to address recruitment and retention in the social care workforce. Similar challenges are present across the region indicating change is needed at a national level to influence stronger domestic recruitment.
ECC is committed to care market recruitment and recently published the Care Market Workforce Strategy, detailing our vision and delivery plan.
The latest data showing that Essex position against our Regional Local Authorities.
Vacancy and Turnover Rate across Eastern Region 2022/23
Age Demographics across Eastern Region 2022/23
Permanent and Temporary Employment Status across Eastern Region 2022/23
|
Local Authority |
Permanent Contract |
Temporary Contract |
Indirectly Employed |
|
Bedford |
88% |
1% |
12% |
|
Cambridgeshire |
94% |
1% |
5% |
|
Central Bedfordshire |
90% |
2% |
8% |
|
Essex |
89% |
1% |
10% |
|
Hertfordshire |
89% |
3% |
8% |
|
Luton |
87% |
4% |
9% |
|
Norfolk |
91% |
2% |
7% |
|
Peterborough |
89% |
0% |
10% |
|
Southend on Sea |
86% |
4% |
10% |
|
Suffolk |
90% |
1% |
9% |
|
Thurrock |
78% |
7% |
15% |
|
National Average |
88% |
2% |
10% |
Source: Skills for Care weighted workforce estimates 2023/24