Connect2Kent's Review on the Evolving Care Sector

The social care sector continues to evolve rapidly, shaped by new policies, shifting budgets, and changing workforce dynamics. Over the past year, professionals across the sector have witnessed significant developments that are influencing recruitment, retention, and day-to-day practice. In this blog, our team share their perspectives on key trends, challenges, and opportunities shaping the social care market today. Whether you’re currently seeking your next role or looking to understand the broader landscape, these insights offer valuable guidance for navigating this dynamic environment.

What changes have you observed in the social care market over the past year?

Nathan:
The most obvious development is the introduction of the DfE statutory guidance and the work that local authorities are doing to incorporate it into their recruitment processes. Many are actively working toward full implementation by the October deadline.
One concerning trend I’ve noticed is that some experienced social workers are looking to move away from frontline roles—and in some cases, are even exploring opportunities outside of social care altogether.

Lauren:
I think most people would agree that the DfE statutory guidance has had a significant impact—particularly with some locum workers now unable to take on new assignments as a result. For experienced practitioners, flexibility—especially the ability to work from home where appropriate—continues to be crucial. Just as important is access to strong, consistent supervision, which plays a key role in both retention and job satisfaction.

In what ways have changes to local authority budgets affected recruitment in the past year?

Nathan:
There has definitely been an impact—primarily in adult social care, while children’s social care continues to see strong demand. As we move through the year, different local authorities will face varying challenges. That’s why it’s so important for candidates to work with talent partners who specialise in specific regions. This ensures a deeper understanding of each role, as well as valuable insight into the culture and working environment of the local authority.

Lauren:
Across social care, children’s services don’t appear to have been significantly affected by recent budget changes. However, adult social care has definitely slowed, with many local authorities successfully recruiting experienced practitioners into permanent roles. This shift is helping to stabilise some areas of the workforce, but also highlights the differing pressures across the sector.

What advice would you offer to practitioners currently looking for their next role in social care?

Nathan:
As a skilled practitioner, it's important to consider the areas of the country where you want to work and to partner with someone who has a direct relationship with the service and the hiring manager. This can give you better insight into the role and improve your chances of securing the right position.
Additionally, be cautious when choosing an umbrella company. Always ensure the one you use is properly regulated to avoid any potential compliance or HMRC issues down the line.

Lauren:
As an expert practitioner, it’s essential to work with a specialist talent partner—someone dedicated to a specific region who can provide valuable insight into the teams, structures, and culture of each local authority. This level of understanding can make a real difference in finding the right fit for your skills and career goals.