12 November 2023

More than 100 organisations urge First Minister to value social care staff in 2024-25 Budget

110 organisations from across civil society, including providers, anti-poverty groups, faith leaders, carers’ representatives and equality organisations, sign joint letter sent to the First Minister calling on him to increase pay

110 organisations have signed a joint letter sent to the First Minister calling on him to increase pay for social care staff and demonstrate that they are valued.

The letter, led by the Coalition of Care & Support Providers in Scotland (CCPS), is supported by organisations from across civil society, with social care providers joined by anti-poverty groups, faith leaders, carers’ representatives and equality organisations, among many others.

Read the letter and full list of signatories

In September’s Programme for Government, the First Minister announced a new base rate of pay for social care and support staff of £12 from April 2024, increasing from the current rate of £10.90.

As our letter explains, the pledged rate of £12 matches the updated Real Living Wage – sending a clear message to social care staff that they are only worth the bare minimum.

CCPS and signatories to the letter believe that £12 per hour is simply not enough, and that the proposed rate fails to reflect the invaluable societal contribution made by social care staff in supporting people to thrive and live independent lives.

Rachel Cackett, Chief Executive Officer of CCPS, said:

“Social care is at the heart of the First Minister’s vision for ‘Equality, Opportunity and Community’ in Scotland. Yet it is systematically overlooked and undervalued.

“Organisations that provide social care are rapidly losing staff because the current pay of £10.90 is simply too low to retain them and they migrate to better-paid jobs elsewhere.

“It is a scandal that, in communities across Scotland, people who need support to live, thrive and stay independent, can’t get it because there aren’t the staff available.

“As the First Minister will see from the range of signatories to this letter – the first time so many organisations have come together to make a joint call on this issue – we represent an emerging movement who are determined to bring social justice to social care and support.

“We are all clear that a better decision on pay for social care staff is needed in the 2024-25 Budget due to be published next month.”

(ends)

Media contact: Chris Small – chris.small@ccpscotland.org

Notes for editors:

▪ Staff vacancy rate in social care sector

Earlier this year, with the HR Voluntary Sector Forum (HRVSF), CCPS commissioned the University of Strathclyde to conduct a workforce benchmarking survey. In July we published an executive summary from the report finding that social care and support providers in Scotland are struggling with a loss of staff, with an average of 52% of those moving jobs last year leaving the social care sector altogether. Read the report. Read our media release.

▪ Proposed increase to £12 per hour, and Real Living Wage

The proposed rise from £10.90 per hour to £12 per hour for not-for-profit social care staff was announced on 5 September in the Programme for Government. The new rate of £12 for the Real Living Wage was announced on 24 October.

▪ 4 Steps to Fair Work

CCPS’s 4 Steps to Fair Work campaign (June – October 2024) called on the Scottish Government to properly recognise and reward social care staff for the work they do. It shared blogs and video contributions, including from a support worker who said that earning £10.90 per hour means “You can survive, but you can’t really live.”

▪ CCPS

The Coalition of Care & Support Providers in Scotland is the voice of not-for-profit social care providers, with 91 provider organisations in membership.

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24 October 2023

Statement: “With promised £12 per hour base pay no more than the Real Living Wage, social care staff need action now to show they are valued”

Our CEO Rachel Cackett responds to today’s announcement that the Real Living Wage will rise to £12 per hour

Responding to today’s announcement that the Real Living Wage will rise to £12 per hour, CCPS’s Chief Executive Rachel Cackett said:

“Back in September, the Scottish Government announced a £12 per hour base rate of pay for social care staff, starting in April 2024. Today, we know that this offer is no more than the new Real Living Wage amount, which will be introduced at the same time.

This means that many not-for-profit social care staff – who work with disabled people, older people, children, families and many others who need support in communities across Scotland – will now receive just the minimum the Living Wage Foundation calculates is needed to meet every day needs.

This is nothing like enough.

Before the new base rate and RLW kick in next spring, social care staff will have to navigate the winter months as an acute cost of living crisis continues, whilst many earn just the £10.90 per hour currently set by the Scottish Government.

The First Minister’s states his priorities are “Equality, Opportunity and Community”. These priorities are at the heart of social care. Yet a workforce that makes such a vital contribution to society, to supporting people to thrive and live independent lives, continues to face inequality and limited opportunities through poor government pay awards. The knock-on is a lack of available support for the most vulnerable people in our communities.

Investing in the value of social care is a political choice, and there is still time to make the right choice in the 2024-25 Budget. We know public finances are tight. We know we won’t get to parity of pay, terms and conditions for equal work with public sector colleagues overnight. We are very far from that now.

But we need to see a clear step to closing the pay gap in April next year and a plan to get to equality; a move towards showing staff that they are truly valued.

So, we are calling on the First Minister to up his offer to at least £13 per hour for all social care staff from April 2024 as part of a published timetable to achieve Fair Work.

Not as an end point, but to indicate in tough times that our government sees the value of our sector and is committed to ending deep inequities for social care staff in Scotland.”

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12 October 2023

4 Steps Comment: “The door is open. Now we need to push it a bit further”

Our CEO Rachel Cackett reflects on the disappointments and successes of our 4 Steps to Fair Work campaign – and what our emerging movement can do next in its fight for social justice

“You can survive, but you can’t really live.”

Those words from Derek, a frontline social care worker, have echoed around my head during our #4StepsToFairWork campaign. They describe what it feels like to live on the amount the Scottish Government makes available to our members to pay staff who provide support to some of the most vulnerable people in our communities.  People we all clapped through COVID. The people who might work to support my family or yours.

It’s the quietest national scandal that, behind doors in streets and villages across Scotland, are people who need support to live, to thrive, to be well, to stay independent, who can’t get it because there simply aren’t the staff.

It’s the quietest national scandal that social care and support staff working in our sector – the vast majority of them women – are paid 20% less to deliver public services, from our taxes, than people doing equivalent work in the NHS.

So, at the start of 2023 we decided it was time to stop being quiet and call for better, loudly.

Our demands weren’t huge.  Simply, we wanted all staff to get at least £12 per hour from April 2023 as the first step of a public plan to pay people fairly. A plan to give staff, and the people they support, hope.

And our #4StepsToFairWork campaign began to snowball.

Frontline staff and CEOs from our member organisations stood up and spoke up. And then others joined.  Carer Organisations, Scotland’s Faith Leaders, partner organisations, people with experience of care and support all spoke up through blogs, emails to MSPs, social media posts. I would like to personally thank every one of you who did so.  In a sector, based on the rights of people to exercise choice and control about their own care and support, our diversity and our voice are our strengths.

Then, early in our campaign, our new First Minister stood up to give his first speech to the Scottish Parliament.

We waited.

“Equality, Opportunity, Community” he said. Those are the government’s new priorities.  “That’s social care!”, we thought.

We waited…

A commitment to £12 an hour, he said.  “At last!”, we thought. The voices had been loud enough for him to hear.

But then he gave no date.

A crisis heard, but half a promise made. And a crashing disappointment for the thousands of committed staff in our sector, and to the leaders trying to keep their organisations open.

140 days later the date came in the Programme for Government – £12ph from April 2024. We hoped for a mistake in the speech, but no. A year late and by then, again too little.

And no plan.

Of course I am disappointed that the voices of so many have not resulted in our asks being met in full. That the national scandal of the Scottish Government baking in inequity to social care, and leaving people without the support they need, remains. But is it over? Absolutely not.

The door is open. We just need to push it a bit further.

Your voices were so loud, your arguments so clear, that our new FM knew he had to make a commitment to our sector in his first speech. We shouldn’t ignore this; we should build on it.

For the first time, the pay award has been extended to those working in children’s services: A first inequity addressed through our campaign.

The collective, public, voice of our sector and our allies is building to bring social justice to social care and support. Nurturing that emerging movement in the run-up to elections, as parties set their new priorities, is crucial.

And finally – and importantly – let’s remember that the £12 announcement might be made, but the Scottish Budget is not yet passed.  Every MSP has an opportunity to speak up to call for more, for better.  All of us can still call on politicians, whose core job is to allocate tax payers’ money to fund priorities for our nation, to make a better decision.

So, our #4StepsToFairWork campaign concludes today; but our campaign for better for our sector does not.

Watch this space….

Blogs, video contributions and resources from our 4 Steps campaign (June – October 2023) are available to read here

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11 October 2023

4 Steps Guest Blog: “Ending the difference in funding levels between services would be a step towards the fairness we need”

A hierarchy in adults and children’s services or between regulated v unregulated services simply means more inequalities, says Fiona Steel, Action for Children’s Acting National Director for Scotland

In the recent Programme for Government the First Minister announced a commitment to ‘provide the necessary funding in the next Budget to increase the pay of social care workers in a direct care role, to deliver funded early learning and childcare, to at least £12 per hour’. As ever, we await the fine print on how this commitment will operate in practice.

While this is a move in the right direction and may go some way to ‘dealing with pay inequality’ – the first step of the 4 Steps to Fair Work campaign – there is still unfortunately a long journey to go before social care and support workers are properly rewarded and recognised. We can’t forget that The Promise stated, ‘the purpose of the workforce must be to be caring above anything else. That starts with recruiting people with the right ethos and qualities rather than qualifications’.

But how do we get these people into social care?

Action for Children knows that there is a current struggle to attract and retain people into the social care workforce. We also know that social care staff are experts in the people they care for. To provide that vital care requires staff to use multiple skills ranging across the clinical, emotional and academic, while also collaborating closely with a myriad of other professionals.

People who choose to work in the care sector display astonishing levels of compassion, empathy, commitment, and kindness to ensure people they care for are made to feel they belong, are safe, loved and valued.

For too often the perception of social care work as being low skill prevailed. This needs to be challenged and changed.

During Covid we did see the beginning of a shift in people’s attitudes towards the sector: our frontline workers were seen as key workers who added social value. Our staff were the people who society relied on in times of crisis but also in times of normality. It’s disappointing that this view change hasn’t been built upon.

We need renewed government support and help to attract and retain staff in the sector.

As an organisation we are focused on investing in our staff. We are dedicated to building a diverse, inclusive, and authentic workplace. We pay the real living wage; we embrace the Government’s Fair Work agenda. We offer excellent training and developments opportunities; we help staff gain professional qualifications and offer flexible working hours. We encourage young people into our workforce, highlighted by the fact we recently gained a Platinum Award from Investors in Young People (IIYP).

However we are still facing recruitment challenges, especially when it comes to the complexity of commissioning of services.

We as a sector need parity. We shouldn’t have a hierarchy between adult and children services or between regulated vs unregulated services. The difference in the levels of funding between each of these areas can create inequalities.

That’s why Action for Children fully supports CCPS’s campaign calls to ensure equal pay for equal work and value all staff who play their part by delivering funding packages that value the crucial role of the different staff who make up the social care workforce.

The third sector delivers many local authority services, but councils are competing with these providers for staff. They are offering more in wages to attract staff than they give in rates in the contracts for providers, ironically making it harder to staff these local services.

Something fundamental needs to change to make sure Scotland has a talent pool for social care that is deeper not shallower. Action for Children believes the 4 Steps to Fair Work campaign can be the catalyst for change needed. That is why we offer it our full support.

Find out more about Action for Children’s work

Read more about the 4 Steps to Fair Work campaign

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5 October 2023

4 Steps Guest Blog: “In all good conscience, we cannot allow the support of vulnerable children to be devalued”

We refuse to accept that our children’s services staff are any less important than their adult counterparts, writes Cosgrove Care’s Depute Chief Executive Pauline Boyce

Cosgrove Care is proud to work with children and adults with learning disabilities, mental health issues, autism and other support needs. We want to see them thrive and grow, realise their human rights and live life to the full. We simply cannot do that without our dedicated, committed and skilled team. That means the direct support workers and their managers, in both our children’s and adult services.

In recent years the uplift in pay for adult social care staff has been welcome.  However, the consistent failure to equally value the children’s social care workforce has placed a significant financial burden on organisations such as ours, who refuse to accept that our children’s services staff are any less valuable than their adult counterparts.

How do you explain to a skilled support worker that, in the eyes of the powers that be, the work they do on a Monday morning, caring for a vulnerable adult at our wellbeing group, is of more value than the care and they provide at 3pm the same day, to a vulnerable child after school?

The answer is you do not. You simply cannot in good conscience allow the support of vulnerable children to be devalued. As an organisation you absorb the cost of increasing wages for children’s service staff, carrying an unsustainable financial burden.

The First Minister’s recent statement announcing an uplift to £12 an hour – which does appear to include both adult and children’s services staff – is again welcome. But it does not recognise the burden organisations such as ours have carried in the last few years supporting children’s services staff.

Equally, the provision of funding to increase the rate of pay for social care workers in direct care roles does not recognise the burden that we carry in maintaining a differential for our first and second level managers. It fails to value our team leaders and managers.

Are they less deserving of a pay increase? Are their families less deserving of their support? How do you explain to your managers that the work they do supporting staff, managing and deploying ever more stretched resources, all whilst ensuring quality services, are delivered and improving outcomes is of less value than direct support work?

The answer is you do not. You simply cannot in good conscience allow the support of your staff to be devalued. As an organisation you absorb the cost of increasing wages for front line managers, carrying an unsustainable financial burden.

If we are genuine about valuing social care, in recognising it as a worthwhile service and career we need to ensure funding increases value all aspects of the social care work force, without placing further burdens directly onto organisations.

Find out more about Cosgrove Care

Find out more about our 4 Steps to Fair Work campaign and take part

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26 September 2023

4 Steps Guest Blog: “Funding packages that value all staff will play a crucial part in developing a motivated workforce”

Alex Cumming, SAMH’s Executive Director of Operations, on why social care and support managers need our backing to ensure not just that they don’t leave the sector, but that they can thrive in it

At SAMH (the Scottish Association for Mental Health) we believe everyone is entitled to hope and choice, and to achieve personal fulfilment. We know from 100 years of working in mental health that the key to delivering on these values – and the success of services – is a sustainable, happy and valued workforce.

Critical to our frontline workforce is the support given by managers across the country. Within moments they move from crisis management, to hands-on delivery, meeting ever-more demanding compliance requirements and regulations. They do all this while embedding organisational changes, leading service improvements and delivering contractual obligations. Our ask of them is vast.

The role they play in creating and embedding a culture of compassion and providing the environment for staff to develop cannot be exaggerated. They provide support for improving practice and negotiate delicate performance conversations. They do all this at the same time as bringing the team together to work on the collective goal of improving outcomes for people we work with.

This means that the ability to sustain and develop management and leadership pathways is essential, and just as urgent as the frontline challenge all providers are facing. One way to address both these issues is delivering funding packages that value all staff, which will play a crucial part in developing a motivated health and social care workforce that functions effectively, safety and consistently.

All of us are planning for the future, and considering what’s needed for management and leadership roles is key to that. However, we need a longer term view as well as support from government that delivers greater parity, enables us to harness the passion and skills to develop our managers, and reduces the fatigue our staff are feeling.

So where are the positives? Having spent time with more than 50 of our managers in the last week, I’m reminded of the drive and determination of our workforce and their unyielding commitment to those we support. Their resilience motivates others, but they need our backing and support to make sure not just that they don’t leave the sector, but that they can thrive in it.

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21 September 2023

4 Steps Guest Blog: “Delaying a pay increase means the people we support, our colleagues and the Scottish Government all lose out”

The First Minister’s pledge of £12 from next April fails to address a deepening crisis, argues Karen Sheridan, Chief Operating Officer of Community Integrated Care and CCPS Board member

Having worked in the social care sector for almost 23 years, I despair that we are still fighting for the recognition the sector deserves. This is a sector that stands tall and proud supporting the those that need it most in society, despite what can only be described as a broken and desperate system. A workforce that turns out no matter what, seemingly still awaiting proper recognition from the Scottish Government in terms of meaningful commitments and action.

While that sounds strong, it is based on constant frustration and desperation as we continue to fight for the rights of our workers who are quite frankly undervalued, underpaid and – despite all our efforts – still not recognised for the complex jobs they hold. Roles that are technically, emotionally, and physically challenging. Roles that demand the best of people to deliver crucial frontline services in our communities. Roles that support and care for people in their most challenging times.

Now don’t be mistaken: by ‘frontline’ I don’t mean just Support Workers, I mean the army of brilliance beside them every day – our leaders, specialists in recruitment and quality, our cleaners and facilities, and many more! Our sector is built on professional and dedicated teams, yet our government continues to deny fair and equitable pay for carers and repeatedly ignores the value of those who stand alongside them to keep our social care services running.

Community Integrated Care’s Unfair To Care report proves that social care is demonstrably undervalued. The publication shows that, in Scotland, despite the government’s commitment to improving social care, we still see significant gaps between Support Worker pay and roles of equivalent size in the NHS and public sector – a staggering 21%, or £4,330 when compared with the NHS Band 3 Worker. This difference is being felt deeply by many during the cost-of-living crisis. It is is not only an injustice for the talented people who deliver an essential service to society, but also for people who draw upon care. Having stable, reliable, relationship-focused support is fundamental to leading a life of independence.

We do not begrudge our health colleagues such a pay scale – we applaud their ability to secure these terms. It’s a good deal which is deserved. However, it would be remiss not to draw the comparison and highlight how the difference in employer seemingly allows a position that diminishes the role of our colleagues in social care, allowing such an injustice in relation to fair and equitable pay for roles which are so stark in their similarities. It would be cynical not to suggest that the structural differences and dispersed nature of our sector makes it easier to ignore our calls in a way that couldn’t with other large statutory organisations.

I have mentioned that our social care workforce is demonstrably technical, accountable, and skilled but it is a point worth mentioning twice. Our sector offers uniquely rewarding vocational experiences for people who are passionate about connecting with others. Sadly, despite this, far too many are finding that social care cannot be a long-term career for them. There is a moral and economic imperative for the government to change this by working directly with the sector, and those who draw on support, to create a workforce plan that ensures social care can become a valued profession. An equitable and fair pay framework must be applied as a priority. Without this equality with partners, we will never achieve the balance needed for a fully-functioning, stable, and sustainable health and social care system.

Our polling with Ipsos illustrates that 91% of the public believes that social care is important to society. Our sector contributes more than £60 billion to the UK every year. The pay gap presents a false economy and moral injustice that can and must be changed. It masks the costs of agency work premiums, the economic impact of families exiting employment to provide care for loved ones, and the resource wasted on managing a constant churn of talent. These figures point to thousands of lives being constrained by low pay or inconsistent and unavailable support.

Our First Minister recently announced in the 2023-24 Programme for Government that social care staff rates of pay would be increased to £12 per hour from April 2024. Was this welcome? Of course. But since that poignant moment of disclosure the announcement seems to be shrouded in some confusion and weeks on, we are still seeking the clarity on what it really meant.

Community Integrated Care supports CCPS 4 Steps Campaign, and we stand with our colleagues across the sector in this call to action. The First Minister’s announcement is welcome, but it fails to address the deepening crisis in the social care sector. Delaying a pay increase undermines staff morale as it simply doesn’t demonstrate value or recognition for the life-changing work they do every day. In short, the delay will only serve to prolong a cost-of-living crisis that would undoubtedly be at a cost to the sector and those who rely on our support as our workforce are forced to look for better paid opportunities just so they can afford to live. Make no mistake: every vacancy represents a life impacted!

Frankly, nobody wins in this scenario – not the people we support, our colleagues or the Scottish Government. We call on the government to listen to the thousands calling for change and do the right thing!

Read more about our 4 Steps to Fair Work campaign

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19 September 2023

4 Steps Guest Blog: “Our staff deserve recognition for their drive, passion and commitment”

Immediate action and appropriate funding is needed to ensure children’s social care services can deliver for their workforce as they deliver for Scotland’s children, argues Capability Scotland’s Ben Bradbury

Capability Scotland work with disabled children and their families across Edinburgh, Dundee, Lanarkshire and Renfrewshire in a range of settings including holiday support, community services and residential care. We are committed to delivering outstanding care, support, and opportunities for the young people we work with and key to that is our workforce.

By their nature services for school age children and young people tend to have unusual working patterns. With children attending school during the week the support we offer is, with the exception of school holiday provision, in the evening or at weekends. This presents challenges to recruitment and retention of staff as the hours required of staff to deliver this support do not always sit comfortably alongside raising their own families or maintaining a healthy work life balance. In addition, the qualification and experience levels expected of staff in these services is often higher than in their adult equivalents, for example our day care of children registered managers must be qualified to degree level. There are good reasons for this, indeed we often work with some of the most vulnerable individuals in society, but it adds to the challenge of maintaining appropriate staffing levels of the required skill and competency.

In spite of these challenges our children’s services staff are enthusiastic, creative, playful and without exception go above and beyond to deliver exceptional services for the young people in their care. Whether it be attending training sessions at weekends to fit in with delivery of holiday support or working late on an evening to enable a trip to the cinema to take place we ask a lot of our teams, and they rise to the challenge.

However, since the pandemic an additional challenge has presented itself for organisations such as ours. The pandemic rightfully shone a light on the pay levels for social care staff, the response from the Scottish Government and local authorities has focused entirely on adult social care staff. The government, through the various Health and Social Care Partnerships (HSCPs), has provided additional funds to raise the minimum rate of pay for staff in adult social care roles. These uplifts had the effect of keeping the minimum rate of pay for staff in adult services above the Scottish Living Wage throughout the pandemic and in line with the living wage in 2023.

Unfortunately, no such uplifts have been forthcoming for our children’s services. Unlike with adults, services for children and families tend to be commissioned by the local council rather than the HSCP. There has been no reciprocal offer from the Scottish Government for children’s services, the knock-on effect has been that many of our children’s services have had no universal uplift to the rates paid by local authorities during a period of high wage and price inflation. During this period Capability Scotland has met the cost of increasing wages for children’s service staff in line with their adult service counterparts. However, this state of affairs is not sustainable indefinitely.

If appropriate funding arrangements aren’t arrived at there will be negative consequences on our ability, and the ability of organisations like ours, to continue delivering high quality care and support for disabled children across Scotland. Much has been made of the need to support Fair Work practices across the public sector, as an employer we fully embrace this approach, and we believe our staff deserve recognition for their drive, passion and commitment. As an organisation we welcome the First Minister’s recent statement regarding an uplift to £12 an hour which appears to be inclusive of staff across both adult and children’s services. However, there remains much uncertainty about the timescales and mechanisms by which this will be delivered.

What is needed now is immediate action and appropriate funding to enable us to deliver for our staff as they deliver for Scotland’s children.

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11 September 2023

4 Steps Guest Blog: “On pay for social care staff, I see only despair and anger”

Last week the First Minister announced plans for a rise in baseline pay for social care staff to £12. Where does this leave supervisory staff – and who will recognise their skills? asks Stephen McLellan, Chief Executive of Recovery Across Mental Health

I want to refer to a couple of conversations I have had with colleagues recently to help put the context of developing a career in social care into some perspective.  I shall be retiring shortly, after 47 years in Health and Social Care, so I feel I have some background in this.

Few people will have heard of RAMH – Recovery Across Mental Health, as we are a local organisation, operating mainly in Renfrewshire, East Renfrewshire, North Ayrshire and Argyll and Bute. However, we probably reflect the reality of many third sector organisations in Scotland: local delivery by local people to meet local needs.

We employ around 180 staff, 50 volunteers and support over 5,000 people every year.

The first comment by a colleague pretty much sums up the description above:

“We just do it. We turn up and we don’t give up.’’

This very simple description defines what society requires from care, support and health workers. We expect services when and where we need them, no questions asked, because that’s the right thing to do, isn’t it?

To rhetorically answer my own question, yes it is. But how can we continue to expect this if we are not able to acknowledge the value of what we ask?

We expect people to work at the barest minimum rate of pay, with a token nod towards pensions. We put people in stressful, challenging and often demanding situations and offer them £10.90 an hour.  Colleagues who provide supervision and management are expected to do this at rates that are in relation to colleagues in health, paltry.

This takes me onto the conversation with another colleague, yesterday.  She has been offered and is taking a job as a Social Work Assistant, in a local authority. She doesn’t want to leave, but the increase in salary and the security of a pension leaves her little choice. As she explained, “You guys gave me training and experience that meant I was able to apply for this job. I feel awful, but I can’t turn down the money’’.

I will not disagree with colleagues in statutory organisations who argue for better terms and payment. Good luck to them. However, I cannot understand what value there is in governments not understanding that every time health colleagues receive an increase, it only widens the gap for social care staff, which in turn encourages more people to leave and discourages new entrants.

The First Minister recently announced the 2023-24 ‘Programme for Government’. He noted the potential for a baseline payment of £12 an hour, perhaps from April 2024? I refer back to my comments above: where does this leave supervisory staff? Who will recognise their skills and their needs?

There is no moral, or fiscal argument that justifies this myopic policy. It is purely a short term, transactional arrangement that is creating despair and anger across a huge swathe of the voting population.

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5 September 2023

Media statement: Programme for Government social care pay announcement “fails to grasp reality and begs questions over timeline”

Our CEO Rachel Cackett responds to today’s pledge from the First Minister

Responding to today’s Programme for Government announcement, the Coalition of Care and Support Providers’ Chief Executive Rachel Cackett said:

“We welcome the fact that the Scottish Government has recognised the issue of fair pay for social care staff.

“However, today’s announcement represents a failure to grasp the reality of what’s happening in social care in Scotland. It falls way short of what is required and what we’ve called for through our 4 Steps campaign.

“Social care staff needed an immediate pay increase, backdated to April of this year, as a first step in bringing them security – and giving a sense of consistency for the people they support.

“Any further delay will heap pressure on the workforce and services during a prolonged cost of living crisis and through another extremely challenging winter period.

“We’ve called for pay uplifts to be applied to staff in all services, not just those in registered adult social care, and we’ve urged government to deliver funding packages that value the vital role of support staff and managers, alongside frontline workers.

“Anything less than this contributes to distortion in the sector, undermines staff morale and, again, impacts on the quality of relationships and consistency of support for the people in our communities who most need it.

“We are confused by the disparity between the content of the First Minister’s statement at Holyrood and the detail of 2023-24 policy priorities outlined in the letter to the Cabinet Secretary for NHS Recovery, Health and Social Care, also published this afternoon.

“In the former, a pay uplift to £12 per hour was expressed as a firm commitment. In the latter, an increase ‘up to £12 per hour’ for adult social care is described as an option to be evaluated. Which is it?

“As a matter of priority, the government must confirm the commitment to a pay uplift with an absolutely definitive timeline, and no backtracking.

“We will be seeking more detail and pushing for clarification about the introduction of the £12 pay uplift, which the First Minister announced 136 days ago.

“We will continue to collaborate with Scottish Government to ensure that fair work can be delivered for social care staff – and we will continue to work to ensure that our campaign calls are answered.”

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