Understanding pay across the UK care sector
Pay across the UK care sector continues to vary by role, responsibility and setting. Using recent data from Care England and Skills for Care, this overview outlines current salary insights for carers, senior carers, registered managers, and Children’s Services roles.
The aim is to provide clarity and context, supporting informed workforce planning and transparent conversations across the sector.
Carers and healthcare assistants
From April 2026, the National Living Wage (NLW) will increase to £12.71 per hour for workers aged 21 and over. This uplift has important implications for care providers, given the sector’s close alignment with statutory minimum pay.
Prior to the increase, data showed that 58% of care workers were paid below the incoming NLW rate, highlighting the scale of adjustment required across services.
Pay progression remains limited. As of late 2024, there was only a 4p hourly difference between care workers with over five years’ experience and those with just one year. Historically, median care worker pay has remained close to the statutory minimum and has often lagged behind entry-level roles in retail or the NHS.
For employees, this underlines the importance of understanding progression pathways beyond hourly rate alone. For employers, it reinforces the value of training, development and role clarity in retaining experienced staff.
Overseas care staff (Health and Care Worker visa route)
For international recruitment, pay thresholds have become a central consideration.
From 2026:
-
Most new applicants require a minimum salary of £31,300 per year
-
Certain roles on the Immigration Salary List (ISL), or those paid on national pay scales, may qualify at a lower threshold of £25,000 per year
Compliance is critical. As an agency on the NHS Ethical Recruiters List, RJS Resourcing ensures all international placements meet current Home Office requirements and ethical recruitment standards, providing reassurance to both employers and candidates.
Senior Carers
Senior carers often hold additional responsibilities, including shift leadership, medication oversight, mentoring colleagues and acting as a point of contact for families and professionals.
National workforce data indicates that pay differentials between carers and senior carers remain relatively narrow, despite the increase in responsibility. Clear role definitions and transparent progression criteria can help support retention and encourage experienced carers to step into senior positions with confidence.
Registered Managers in care settings
The national average salary for a Registered Manager in the UK typically falls between £44,980 and £45,800, reflecting the scale of accountability attached to the role. In high-demand regions or specialised services, salaries can reach £65,000 or more.
Registered managers are critical to:
-
Operational performance
-
Safeguarding and compliance
-
Workforce stability and service quality
Competitive and transparent remuneration remains an important factor in attracting and retaining experienced managers capable of meeting regulatory and operational expectations.
Regional insight: Devon and Cornwall
While pay frameworks are broadly consistent across the UK, the South West presents distinct workforce dynamics.
In Devon and Cornwall, smaller labour pools and wide geographic coverage often influence recruitment and retention more than national averages alone. Travel requirements, service reach and local competition for entry-level staff can all shape workforce planning.
For this reason, we recommend that employers:
-
Model budgets against the £12.71 NLW
-
Consider non-pay benefits such as flexible scheduling, paid travel time, training and progression opportunities
-
Benchmark roles against local retail and service-sector employers, not just care-sector averages
Children’s Services roles
Children’s Services roles operate within a distinct context, involving higher safeguarding responsibility, emotional resilience and multi-agency working.
While often discussed alongside adult social care, these roles require tailored workforce support, including clear role structures, realistic caseloads and appropriate supervision. Stability and continuity remain key considerations for both employers and practitioners working with vulnerable children and families.
Key takeaways for employers and professionals
-
The NLW increase to £12.71 has significant implications for care providers
-
Pay progression for carers remains limited, particularly by experience alone
-
International recruitment requires careful salary and compliance planning
-
Registered managers play a pivotal role and require competitive remuneration
-
Regional dynamics, particularly in Devon and Cornwall, shape real-world recruitment decisions
If you are looking to benchmark your team's salaries or seeking your next career step in the South West, contact our specialist team today.
Sources
https://www.careengland.org.uk
https://www.skillsforcare.org.uk
https://www.carehomeprofessional.com/study-on-best-uk-cities-for-carers/
https://www.communitycare.co.uk
https://www.gov.uk/government/organisations/department-for-education
https://www.cqc.org.uk
https://nationalcareers.service.gov.uk