1. Severe Talent Shortages Will Persist
As the global population continues to age, the demand for elderly care will increase significantly. However, the supply of qualified care staff is not growing at the same pace, leading to ongoing and potentially worsening shortages.
• The UK, like many developed nations, faces a dual challenge: an ageing population and an ageing care workforce.
• A large proportion of experienced nurses and care workers are approaching retirement age, creating an urgent need for new entrants into the sector.
• International recruitment will become essential, particularly sourcing from countries with an available pool of trained healthcare professionals.
• Care providers will increasingly rely on visa sponsorship and the development of international talent pipelines.
• By 2030, it is estimated that over 20 million care workers will be needed globally, intensifying the competition for skilled staff.
2. Technology Will Supplement, Not Replace Staff
Technology is evolving rapidly, but it is no substitute for the compassion and emotional intelligence provided by human carers. Instead, digital tools will play a supportive role — enhancing the working environment and allowing staff to focus on delivering high-quality care.
Key Areas Where Technology Will Help:
• Administrative Efficiency: AI-driven scheduling and rota planning will reduce paperwork and help managers optimise staff coverage.
• Real-Time Communication: Mobile care apps and digital records will streamline updates and improve compliance.
• Health Monitoring: Wearables and smart sensors can detect early signs of health deterioration, reducing emergency hospital admissions.
• Resident Engagement: Devices such as Alexa (in Care Mode) can support video calls, reminders, music, and cognitive games — helping to reduce loneliness and promote wellbeing.
In short: technology will empower, not replace, carers — allowing them to focus on meaningful, person-centred care.
3. Employee Retention and Training Will Be a Priority
Retention is no longer a bonus — it is essential. The cost of high turnover is unsustainable, impacting both the quality of care and a care home’s financial stability.
Why Retention Matters:
• Reduced recruitment, onboarding, and training costs
• More consistent, dependable care for residents
• Improved staff morale and teamwork
• Better satisfaction from families and regulatory bodies
Strategies to Improve Retention:
• Offer competitive pay, flexible shift patterns, and staff recognition programmes.
• Provide access to mental health and wellbeing support.
• Create clear career progression pathways and fund additional qualifications where possible.
• Invest in leadership development to build a supportive, inclusive workplace culture.
Utilise VR (Virtual Reality) and AR (Augmented Reality) tools for effective training:
• VR can simulate the lived experience of dementia, increasing empathy.
• AR allows safe, immersive training in manual handling and clinical procedures.
Employers who invest in their people will reduce burnout, increase retention, and ultimately deliver better care outcomes.
Summary
The future of elderly care staffing will depend on how proactively providers respond to current and emerging challenges. Those who embrace proactive recruitment, adopt supportive technologies, and prioritise staff wellbeing and training will be best positioned to provide safe, high-quality care in the years ahead.
