The challenge to recruit and retain care staff will only grow as recently announced employment law changes come into force. Here, Ellis Jones Solicitors outline some of the key changes and strategies care sector business can continue adopting to attract and retain staff.
Pay
There will only be a legal obligation to increase wages on an annual basis if there is a contractual right to do so, or in line with national minimum wage. For the second year running there is a significant rise in national minimum wage. For those 21 or over, the increase is 6% from last year. Employers also have the increased employer’s national insurance contributions to budget for. It is unlikely that an employer can afford to make a 6% pay increase across the board. That being said it is important to keep an eye on what competitors are offering and we recommend an annual review of rates.
Staff benefits
There are limited salary sacrifice benefits available where an employee can benefit and an employer can reduce its national insurance bill. The most common is pension. We suggest arranging for staff to receive free pension and financial advice at work at least once per year, may help to go some way for staff to understand the benefits of paying more into a pension.
Other non-cash benefits include: health insurance; cash back for medical treatments; employee discount schemes (via a 3rd party provider or negotiated directly with suppliers, contacts etc); bike to work, tech, electric car schemes; additional holiday days; paid sick, carers, bereavement leave, emergency, or even new pet leave; free refreshments; charity days; and staff socials.
Career Development and Training Opportunities
Clear promotion and development pathways, alongside a clear and supportive review or appraisal process are likely to be key to retention. This could include offering regular training sessions or coming up with a mentoring programme so that staff are supported and guided in career progression and development.
Flexible Working
The demand for flexible working arrangements has increased significantly. From 6 April 2024, employees have the legal right to request flexible working from day one. In a career that demands long shifts and irregular hours, offering flexible working arrangements to care staff will help to support employee wellbeing, in turn reducing burnout and allowing staff to maintain a healthy work-life balance.
Create a Positive & Supportive Work Environment
Ensure you have a positive and supportive working environment by communicating regularly and effectively with your staff, understanding the emotional challenges they are facing, and offering support when needed. This could include setting up staff groups for example health and wellbeing to understand challenges staff are facing and put in place appropriate reward strategies and education over topics such as neurodiversity, menopause, mental health.
Above all we recommend, taking time to ask staff regularly what they like and don’t like about work. will enable you to achieve small wins, but also communicate with staff over why some asks are just not possible.
How can Ellis Jones Solicitors Help?
If you require assistance in relation to the above or any other employment law or HR matter, please do contact Ellis Jones on 01202 525333 or by email at employment@ellisjones.co.uk.
