Research published by Cardiff University has revealed that a substantial number of social care workers in Wales are considering leaving the sector.
The study gathered responses from 7,565 individuals across various social care roles, including direct care providers, operational managers, and qualified social workers.
Among workers contemplating departure, remuneration emerged as the principal factor, with just over half citing inadequate pay as a contributing element.
Heavy caseloads were identified by approximately two-fifths, while poor employment terms affected nearly a third of those considering resignation.
Respondents were permitted to select multiple motivations for their considerations.
Workload pressures proved particularly pronounced among qualified social workers, with nearly 60 percent of those in these positions indicating this as a contributing factor.
Regarding overall retention intentions, approximately one in six surveyed workers expected to remain in the field for no more than twelve additional months.
In contrast, just over one-third intended to continue until retirement age, and a further 11 percent anticipated continued service spanning at least ten more years.
Financial circumstances featured prominently in the survey results.
Nearly one-quarter of participants reported difficulty meeting basic living expenses, while an additional third described themselves as merely sustaining themselves financially.
Over half indicated their financial position had deteriorated compared with the equivalent period the previous year.
Despite 94 percent of respondents receiving remuneration meeting or exceeding the Real Living Wage threshold, only about one-third expressed satisfaction with their compensation levels.
In response sections, participants called for salary structures more commensurate with their professional responsibilities, enhancements to sickness absence provisions and retirement benefits, and improved alignment with National Health Service terms and conditions.
One residential care employee described how staffing constraints occasionally prevented adequate time and dignified attention being given to each individual requiring support.
The research revealed substantial wellbeing concerns within the workforce.
Approximately 60 percent of those surveyed reported challenges disconnecting from work-related matters during personal time, and a similar proportion acknowledged attending duties while experiencing health issues.
Within the twelve months preceding the survey, over 40 percent reported encounters with bullying, discriminatory conduct, or physical aggression in their professional environments.
Satisfaction levels regarding the outcomes of reporting such incidents proved notably low, particularly for cases involving bullying and discrimination.
Dr Katy Huxley, from Cardiff University’s Social Science Research Park, urged employers and relevant stakeholders to utilise the findings to enhance workforce wellbeing initiatives.
Despite these concerns, morale indicators remained broadly positive, with 67 percent of participants reporting favourable spirits.
Many respondents highlighted collegial support networks and meaningful connections with service users as valued elements of their professional experience.
Contributing to positive outcomes for vulnerable individuals continued as the predominant motivation for entering social care, the research confirmed.
Less than 40 percent of workers expressed aspirations toward senior leadership positions, though participants also flagged concerns regarding ambiguous professional development trajectories and constraints on accessing training opportunities.
The research team noted limitations regarding the generalisability of results, indicating potential gaps in capturing the full spectrum of workforce experiences.
Younger employees appeared underrepresented in the sample, while managerial-grade staff constituted a disproportionately large segment compared to the registered workforce composition.
Sarah McCarty, chief executive of Social Care Wales, stated that the survey insights would shape future support mechanisms and service provisions.
She emphasised the organisation’s commitment to influencing collaborative work with partner bodies to ensure workforce perspectives remained central to sector development.