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Essex County Council - Provider Hub
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Market Context

Essex has approximately 39,000 total filled jobs in adult social care, working across the sector. Approximately 32,000 of these jobs are in the independent sector, of which 25,000 are in direct care roles, and 2,700 in managerial roles. The below table shows the number of employee by service in the independent sector in Essex

Service No. Employee
All Residential Direct Care roles 10,000 (3,300 working in nursing homes, 7,000 in care homes without nursing)
Registered Nurse roles 650
Domiciliary Direct Care roles 12,000

90% of all job roles are permanent, with 58% being full time and 42% part time.

There are 789 CQC registered establishments in Essex and approximately 1,500 direct payment recipients employing their own staff.

Source: Skills for Care's weighted workforce estimates, 2022/23

According to the NECSU Capacity Tracker data Essex has approximately 2,000 more care workers in February 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 232 CQC registered care providers with sponsorship licenses 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

90%

1%

9%

Cambridgeshire

94%

1%

6%

Central Bedfordshire

88%

2%

10%

Essex

90%

1%

9%

Hertfordshire

87%

4%

9%

Luton

86%

5%

10%

Norfolk

91%

3%

7%

Peterborough

91%

2%

8%

Southend on Sea

81%

7%

12%

Suffolk

90%

1%

9%

Thurrock

75%

7%

18%

National Average

88%

2%

-

Source: Skills for Care weighted workforce estimates 2022/23

Market Data and Insight

Essex Market

Total Posts

Employees

Filled Posts

Overall (All Jobs)

37,000

30,000

33,000

Direct Care

28,000

22,500

25,000

Managers

2,900

2,600

2,700

Professional

1,500

1,100

1,300

Non-Care Jobs (other)

4,800

4,300

4,600

 

Care Types

Total Posts

Employees

Filled Posts

CQC Residential

10,500

9,100

9,800

CQC Nursing

5,900

5,000

5,400

CQC Non-Residential

16,000

12,500

14,000

The information shown in the table(s) above is correct as of 30th April 2024.

Source: Skills for Care's weighted workforce estimates, 2022/23