Changes to the default retirement age has meant that people have more choice about when to stop working. There are a range of different approaches and options that employers can adopt to reap the benefits of recruiting and retaining older workers and to ensure they do not breach age equality legislation.
We’ve developed a to do list for employers to think about which covers:
- flexible working
- performance management
- HR policies and practice
- health and safety
- workforce planning.
To see examples of where care providers have successfully recruited and retained older workers please click on the links below:
Case study - The Partnership in Care Ltd
Cast study - Woodford Home Care
As demand for social care workers continues to grow employers wanting to attract and retain the best possible staff will need to identify and access as wide a talent pool as possible. Disabled workers represent only 2% of the current social care workforce, yet there is plenty of evidence that employing disabled workers is good for business.
We have undertaken a project with Disability Rights UK and the British Association of Supported Employment to look at the recruitment, retention and progression of disabled people within the social care sector and share best practice.
For more information on the benefits and support available view our guidance document: Recruitment and retention of disabled people in adult social care
There are examples of good practice provided by organisations and employers in the case studies below:
There are also case studies provided by disabled people who share their experiences:
As part of the project we asked disabled people about their experiences of trying to access employment, and then to progress within that employment. The findings are available in the report below:
If only my employer and I had known - Supporting disabled people getting into work, staying on and getting on.
In 2008 Skills for Care were made aware that two Boots distribution centres were to close in the Rochdale area with the potential loss of 550 jobs.
Below is an example of how you could raise awareness of roles in adult social care for any at-risk employees who might be considering a career change
Large scale redundancies