Health and social care is facing some of the most pressing skills challenges of any UK sector. This post breaks down the latest evidence from Skills England, showing why shortages persist, what’s driving demand, and what needs to change - from training routes to digital skills and apprenticeship reform.
This briefing note outlines the main cross-sector skills challenges identified in Skills England’s sector evidence report, with a focus on their impact on the health and adult social care sector. The report draws on engagement events and national data analysis. Health and adult social care was selected as one of ten priority sectors due to long-standing skills shortages and rising demand driven by an ageing population.
Advances in AI and automation are reshaping workforce needs. There’s a growing demand for digital and blended skills that combine tech competence with traditional sector expertise. Basic digital literacy is becoming essential at all levels. However, training frameworks are not evolving quickly enough to match the pace of change.
Many sectors face entrenched skills shortages. These are reflected in high vacancy rates, especially in roles with cross-sector competition such as welders, engineers, electricians, and accountants. Filling these roles remains a priority.
There’s an upward trend towards higher qualifications. Forecasts suggest nearly half the workforce will soon hold degrees or equivalent. Sectors urgently need more STEM graduates and technical workers at Levels 4 and 5. Higher Technical Qualifications (HTQs) offer new routes into these roles.
A balanced skills pipeline is critical. Employers seek more workers in skilled trades (Levels 2–4), where competition is intense across sectors.
Skills like communication, numeracy, digital literacy, and leadership are in high demand across all sectors. These competencies enhance technical ability and support career flexibility, future leadership, and resilience.
Employers view apprenticeships as too slow to respond to changing needs. There’s growing interest in shorter, modular training – especially in fast-evolving areas like digital and AI.
Women remain underrepresented in over half of the priority sectors. Socioeconomic gaps also affect workforce development. Addressing these inequalities could help reduce shortages and create more inclusive employment routes.
Poor awareness of career pathways starts early. Many sectors note that weak school and college links, limited resources, and patchy guidance hinder entry into key careers.
As technology evolves and the economy transitions to net zero, adult upskilling is vital. Training current workers supports progression into senior roles and adapts the workforce to change.
Complex apprenticeship processes deter many small and medium-sized enterprises (SMEs), especially those without HR departments. These barriers limit participation in long-term workforce development.
Health and adult social care face deep, ongoing skills shortages. Challenges mirror those in other sectors but are amplified by high demand and a diverse, qualification-spanning workforce.
In 2022, 40% of sector vacancies were due to skills shortages – almost double the rate from 2017. Two-thirds of the workforce are in roles classified as ‘in demand.’
Care roles often require qualifications at Levels 2 and 3, while regulated professionals need degrees and ongoing certification. This mix reinforces the need for a wide training offer.
Digital skills are increasingly essential in care, from using electronic records to integrating AI tools. The sector competes with others for digital talent, highlighting the need for sector-specific training in tech use.
Like other sectors, health and social care require a strong pipeline across all levels. New HTQ pathways in care services are a positive step, offering routes into technical roles that don’t require degrees.
Employers favour shorter and more flexible training options. Foundation apprenticeships, which include transferable and employability skills, could attract more young people and career switchers.
Care roles rely heavily on communication, empathy, resilience, and teamwork. These are central to both frontline and professional positions.
Upskilling existing workers is vital for career progression and adapting to new delivery models. Adults with low basic skills will need targeted support to participate fully.
SMEs in care face similar barriers to apprenticeship uptake as other sectors. Simplifying processes and offering support could increase engagement.
The health and adult social care sector reflects many cross-sector skills challenges, including:
Improving training pathways and reducing system complexity are vital steps towards building a resilient, future-ready workforce.
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