Employer standards survey for registered social workers and social care workers 2026: National summary

Each year, it does more than gather feedback: it drives tangible action. By highlighting the realities of day‑to‑day practice, the survey helps employers recognise pressures early, respond more effectively, and actively remove barriers that prevent staff from delivering high‑quality care. Ensuring that employers maintain the ability to recruit and retain staff. To understand this year’s findings, it is important to situate them within the wider context of adults’ social care, which continues to evolve under increasing complexity and demand.

This year, with a focus on adults’ social care, the Health Check supports local authorities, regions, and the national sector to learn from one another, identifying what works well, where challenges persist, and how collective improvement can be achieved. The insights generated enable employers not only to take meaningful steps within their own organisations but also to contribute to shared learning and sector‑wide progress across England. 

The annual Employer Standards survey, known as the ‘Health Check’, continues to amplify the voices of the social care workforce and drive improvement across the sector. In 2026, 11,636 practitioners from around 130 organisations took part, a 9 per cent like-for-like increase on 2025, demonstrating growing engagement and a strong appetite for contributing to sector-wide learning and change.

This report outlines the key findings from registered social workers and social care workers (you can also download a separate summary of the responses from occupational therapists).  

A detailed breakdown of the 2026 findings, including national and regional comparisons, will be available through the Knowledge Hub. Key findings from this year’s survey include:

• Overall performance across all standards has improved again, with the mean average  rising from 75 per cent in 2025 to 78 per cent in 2026, signalling sustained progress across participating organisations.
• Workplace experience, while still scoring lower than the eight Employer Standards, increased from 68 per cent to 71 per cent, showing year‑on‑year improvement despite ongoing pressure points.
• Regional performances strengthened, with the East of England achieving the highest average (84 per cent), up from 75 per cent, one of the most significant regional improvements observed.
• Continuing Professional Development (CPD) (Standard 6) remains among the lowest‑scoring areas at 75 per cent, consistent with last year, indicating solid foundations but scope for further support.

The continued rise in participation and the depth of insight shared this year underline the value practitioners place on having a meaningful voice in shaping their working environment. The 2026 responses reflect a workforce that is increasingly engaged and committed to sector‑wide improvement, offering employers a strong evidence base to drive learning, strengthen accountability, and deliver meaningful, sustained change across adults’ and wider social care. 

The adults’ social care workforce plays a crucial role in supporting people who face complex and often inter-related challenges, including poverty, long-term health conditions, disability, and the impact of ageing. Although the sector spans a wide range of specialisms and professional roles, every practitioner, whether a registered social worker, occupational therapist, or social care worker, contributes to enabling people to live safely, independently, and with dignity. Alongside providing urgent support in moments of crisis, adults’ social care professionals help individuals build stability, resilience, and improved quality of life over the long term.

Across England, more than 1.7 million people work in adults social care in a variety of roles and settings, including local authorities, the NHS, and the private, voluntary, and independent sector. As a regulated profession, registered social workers must practise in line with high professional standards, and the organisations that employ them are expected to deliver against the national Employer Standards to ensure safe, effective, and high-quality practice.

The annual Employer Standards survey compliments the standards in helping organisations understand two critical questions about the working environment they provide:

• How well do employers deliver the Employer Standards?
• How well do employees perceive their working environment and day-to-day experience?

This 2026 summary focuses specifically on adults’ services, reflecting the increasing pressures and evolving needs across the system. The data presented is based on responses from registered social workers and non-registered social care workers employed by local authorities and related agencies. While the sample represents a meaningful national picture, the findings are not intended to be generalised to all parts of the UK. A separate analysis of occupational therapist responses can be found here. 

• Standard 1 - Strategic and professional leadership is about developing a strategic vision and ensuring professional leadership for the social work service. This vision and leadership should provide a strong framework, with a clear understanding about the principles that constitute good social work practice and how those principles function. This overarching framework should encompass all eight of the employer standards.
• Standard 2 - Effective workforce planning systems is about using effective workforce planning systems to make sure that the right number of social workers, with the right level of skills and experience, are available to meet current and future service demands.
• Standard 3 - Safe workloads and case allocation is about ensuring that employees have safe workloads reflective of their experience and skill, resulting in better outcomes for adults, families and children using the social work service.
• Standard 4 - Wellbeing is about promoting a positive culture for employee wellbeing and supporting social workers to have the practical tools, resources and the organisational environment they need to practice effectively and safely.
• Standard 5 - Supervision is about making sure students and qualified practitioners can reflect critically on their practice through high quality, regular supervision.
• Standard 6 - Continuing professional development (CPD) is about social workers being provided with the opportunity to learn, keep their knowledge and skills up to date, and critically reflect on the impact this has on their practice.
• Standard 7 - Professional registration is about supporting social workers to maintain their professional registration with the regulator.
• Standard 8 - Strategic partnerships is about creating strong partnerships and collaborating with stakeholders to recruit, retain, develop and support the social work workforce. Stakeholders include employers, sector bodies, government, unions, higher education institutions and other training providers.

It is essential to understand who took part in the 2026 survey when interpreting the results that follow. The survey was carried out from mid-January to mid-February 2026. A total of 4,528 responses were received from registered social workers and 5,386 from non-registered social care workers, making up 85 per cent of the total survey responses.  

Based on feedback from previous Health Check surveys, the addition of an in-depth breakdown between service areas allows us to capture a more comprehensive understanding of the perceptions of the employer standards from different groups.  Of the registered social workers, 2,064 (46 per cent) work in Adult Services, 274 (6 per cent) work in Mental Health Services, and 2,190 (48 per cent) did not disclose their service area.

Breakdown of registered social workers responses by service area 

Of the non-registered social care workers, 2,885 (54 per cent) work in Adult Services, 140 (3 per cent) work in Mental Health Services, and 2,361 (44 per cent) did not disclose their service area.   

Breakdown of non-registered social care workers by service area

The survey results were analysed by calculating the mean score for each question, as this approach provides a clear indication of how respondents collectively felt about each statement. While the majority of questions used a Likert scale ranging from ‘strongly disagree’ to ‘strongly agree’, a small number were presented as free‑text questions to capture more specific or qualitative feedback. The mean score therefore reflects the overall average level of agreement or satisfaction for each Likert ‑based item and can also be expressed as a percentage to show how close the average response is to the maximum possible rating.

A small number of questions were updated this year in response to feedback from previous respondents and key sector stakeholders. These adjustments were made to strengthen the clarity and relevance of the survey. However, most questions remain consistent with earlier versions to ensure reliable benchmarking and year ‑on ‑year comparison.

For the purposes of interpreting results, scores or percentages between 0–50 are categorised as low, those between 51–74 are considered moderate, and those between 75–100 indicate a positive or strong outcome. This rating scale has been retained from last year so that comparisons over time can be made confidently.

This year’s results demonstrate strong and continued progress, with the majority of standards showing increased satisfaction, some by as much as +3 percentage points. Only two standards remained unchanged, and importantly, none declined compared with 2025. All eight Employer Standards, along with Workplace Experiences, achieved a strong average score, reflecting consistent positive performance across the board.

Standards 7 (Professional Registration) and 8 (Strategic Partnerships) did not show improvement this year. While their scores remain good, this plateau is important to highlight. Continued focus in these areas is essential to ensure employers maintain robust support for professional registration and strengthen vital strategic partnerships across the sector.

This table presents the overall differences in the standards from 2025 to 2026 and the change in percentage points:  

Responses differed marginally between service areas, social workers working in Adult’s responded more positively across all standards, while Mental Health responses were the lowest across all the standards. 

This table presents average scores split across the two services and “Other” includes no response on Service Area question: 

Having outlined the Standards, the following section summarises overall performance and differences between service areas.  

Overall, the mean average for all of the Standards have increased again, this year by 3 per cent from 75 per cent in 2025 to 78 per cent in 2026. Showing a greater increase compared to previous years that have seen around 1 per cent increases displaying the continuation of commitment and promising improvements across the sector.

Here are highlighted some of the key differences across the scores for Adults and Mental Health.

• Adults consistently scored higher than Mental Health across all standards, highlighting a clear opportunity to explore what is working well in Adult services and how these strengths can be shared or adapted to support Mental Health teams.
• The largest gaps between Adults and Mental Health were seen in:
  • supervision
  • wellbeing
  • effective workforce planning systems.

These areas appear to present the most significant challenges for Mental Health services.

• Standard 7 (Professional Registration) achieved the highest average score (80), reflecting stronger performance and greater consistency across both service areas demonstrating strong foundations that can be leveraged as models of effective practice.
• Standard 2 (Effective Workforce Planning Systems) and Standard 6 (CPD) received the lowest average scores (both 75), highlighting a national area of concern and a priority for improvement and both of these play a role in staff recruitment, retention and wellbeing. 

Workplace experiences and wellbeing: registered social workers and social care workers 

Alongside assessing performance against the Employer Standards, we also gathered insights on broader workplace experiences, recognising that the standards are only meaningful when they reflect what employees encounter day ‑to ‑day. By giving both registered social workers and non‑registered social care workers the opportunity to share their experiences directly, we ensure their voices actively inform how the standards are implemented and improved. The workplace experience questions explored key factors that shape satisfaction, motivation and wellbeing, such as feeling valued, having access to the right tools and resources, and being able to manage the workload. When considered together with the standards, these insights offer a richer, more grounded picture of the working environment. They not only highlight where organisations are meeting expectations, but also reveal the lived realities behind the scores, enabling employers to identify strengths, uncover pressure points and take targeted, meaningful action that drives positive change for the workforce. 

Registered social workers

Highest ranked

This year workplace experiences received an average of 69 per cent with findings that show organisations are actively equipping their workforce with the tools, understanding and digital capability needed to deliver high quality‑, modern social work practice. 

• Access to practice guidance and technology 
  With Adults scoring 86 and Mental Health scoring 82, the results demonstrate that most staff feel they have the resources required to work effectively online and remotely. This strong foundation enables practitioners to maintain continuity of support, collaborate confidently with colleagues and respond flexibly to people’s needs.
• Understanding the role of registered social workers 
  Responses to this new question indicate that organisations are beginning to strengthen their understanding of the professional expertise and statutory responsibilities that registered social workers bring to prevention and the Care Act. Adults scored 85 and Mental Health 82, suggesting a clear opportunity to continue building organisational awareness and championing social work leadership across services.
• Building digital confidence and capability 
  With Adults scoring 84 and Mental Health 83, most staff agree that their organisation ensures they have the digital literacy needed to use technology effectively for remote working. This commitment to digital confidence is essential for safe, efficient and ‑person-centred practice, and reflects a workforce that is increasingly equipped to engage with new tools and ways of working.

Together, these insights highlight areas where organisations are already driving meaningful action while also signalling opportunities to deepen support, strengthen professional recognition and enhance digital readiness across all service areas. 

Lowest ranked

The responses this year highlight ongoing pressures within both Adults and Mental Health services, signalling key areas where organisations can take targeted action to strengthen support for practitioners.

Increasing severity and complexity of need 
With Adults scoring 48 (down from 49 in 2025) and Mental Health scoring 41(showing no improvement since 2025), the findings show that many practitioners continue to experience a rise in the severity of need and trauma among the people being referred to them. These scores emphasise the urgency of investing in early help, trauma informed‑ practice, and workload management, ensuring staff are equipped to respond safely and sustainably to increasing levels of complexity.

Administrative duties continuing to impact capacity 
Adults scored 47(showing no improvement since 2025), while Mental Health scored 39, (a decrease from 43 last year). These results indicate that a significant proportion of practitioners still feel burdened by administrative tasks that add little or no value to the outcomes for people using services. This highlights a clear opportunity for organisations to streamline processes, reduce unnecessary paperwork, and free up more practitioner time for direct, meaningful work with individuals and families.

Together, these findings reinforce the need for focused, proactive action, both to manage caseloads in the context of rising levels of need and to ensure that practitioners’ time and expertise are being used where they make the greatest difference. Strengthening support in these areas will not only improve workforce wellbeing but also enhance the effectiveness and responsiveness of services.

Non-registered social care workers  

The highest ranking‑ statements from the Non – registered social care workers highlight a strong sense of commitment and purpose among both Adults and Mental Health staff groups. Employees report high levels of personal dedication, with nearly nine in ten respondents agreeing that they strive with all their energy to perform their job. There is also a clear belief that their work makes a meaningful difference to clients and colleagues, reflected in similarly strong scores across both groups. In addition, most employees feel that their immediate manager values their contribution, reinforcing a positive connection between staff and frontline leadership. Together, these results indicate a motivated workforce that recognises the importance of its work and feels supported by line managers.

These actions should be used as examples of best practice to strengthen and enforce effective recruitment and retention across the organisation. 

Consistent with last year’s results for registered social workers, the lowest scoring‑ statements for non‑registered social care workers were those relating to workplace pressure and increased burden. These results point to a continued need for organisations to actively address workload management, resource allocation, and the impact of ongoing change on day-to-day‑‑ practice.

Please explain one to three things that your employer does well that encourage you to stay at your current workplace" 

Please explain one to three changes that your employer could make to encourage you to stay at your current workplace" 

In your opinion, how could the social work profession be improved to encourage social workers to remain in the profession? 

In addition to variation between professional groups, the 2026 findings also show meaningful differences across regions. While there is some variation, averages across the standards in every region were consistently in the ‘strong’ (75-100) range. 

This year’s results show variation across regions, providing insight into how different local approaches to workforce experience are evolving over time. Most regions recorded positive movement in their average responses to Standards 1–8, indicating that local actions and initiatives are beginning to have an impact. For example, the East Midlands showed strong momentum, increasing from an average of 69 in 2025 to 75 this year, while the South East also strengthened its responses, rising from 76 to 79.

A small number of regions experienced some reduction in average responses, including the North East (from 84 to 81) and the North West (from 81 to 79). These shifts may reflect emerging pressures or changing local circumstances and highlight the importance of understanding local context rather than focusing solely on headline averages. Overall, regional averages this year ranged from the mid‑70s to low‑80s, with several areas demonstrating either sustained strengths or clear improvement over time.

Taken together, this pattern of variation highlights opportunities for peer-to-peer learning and shared reflection. The next step is to work within regions to explore and share local results at place or organisational level, enabling teams to engage with their own data, learn from nearby peers, and identify practical actions that are grounded in local experience.

Nationally, the average response rose slightly from 78 in 2025 to 79 this year, demonstrating gradual but steady improvement in how the standards are being received across the country. Continuing to build on this upward trend will require regions to translate insight from the local, regional and national findings into targeted action. 

The adults’ social care workforce continues to operate in a context of rising demand, increasing complexity of need, and sustained pressure on local systems. The Employer Standards exist to ensure that registered social workers and wider social care staff are supported, protected, and enabled to deliver high quality‑, safe and effective practice. This year’s Health Check findings highlight encouraging progress across the standards, with strong performance maintained nationally and improvements seen across most regions and service areas. However, they also underline persistent challenges, particularly for Mental Health services, where additional support and targeted action remain essential.

The results demonstrate that both registered social workers and non‑registered social care workers continue to value the support they receive from colleagues and managers, and many feel equipped with the tools, digital capability, and guidance they need to work effectively. High scores in areas such as professional registration, leadership, and access to technology reflect a strengthened foundation for practice. The growth in participation, up 9 per cent from 2025, also signals a workforce that is increasingly engaged, motivated to share their experiences, and committed to shaping sector-wide improvement.