Based on the linked source; automatically prepared and checked against the original report.
Retention and employment conditions
The report found care-worker turnover fell from 34.3% to 15.3% where employers combined competitive pay, guaranteed hours, training, qualifications and full-time opportunities. It identifies joined-up employment practices, rather than any single measure, as the strongest approach to retaining staff.
Workforce growth and leadership
The adult social care workforce in England grew for a fourth consecutive year, while vacancies reached their lowest level in a decade. However, filled posts increased by only 1.4%, growth has slowed, and international recruitment has declined. Turnover also fell as registered-manager experience increased, highlighting leadership development as a retention factor.
Quality, skills and future supply
Higher staffing ratios and pay, more training, Care Certificate uptake and fewer vacancies were associated with stronger CQC ratings. Yet only 37% of care and support workers held a level-two-or-above qualification, down from 48% in 2018/19. Young people represented 7% of the workforce and had the highest turnover, at 35.5%. The Care Workforce Pathway was used by 26% of responding employers.
