Care Home Workers to be Fully Vaccinated

Care Home Workers to be Fully Vaccinated

Vaccines have appeared as a beacon of hope for millions of people at the highest risk of COVID-19 complications – and nowhere have they been more welcome than in the health and care sectors!

As we write, the latest stats show that:

  • Everybody in priority groups 1-9 has been offered a vaccination.
  • Across England, 91.3% of care home residents have had two doses.
  • 1% of care home workers have had one jab, and 70.2% both.

However, we can’t forget that some people can’t have the vaccine, and others have elected not to, for a wide range of social, cultural, medical or personal reasons.

New government legislation means from October, all staff in any CQC-registered care facility must have a mandatory two doses, although those with medical exemption are not included.

Let’s explore what this means and the impact of compulsory vaccination programmes on the British care sector.

The New Vaccine Rules for Social Care Professionals

While Parliament hasn’t yet approved the legislation, it seems very likely the vaccine rules will become law from October 2021.

In short, they mean that:

  • Staff providing personal or nursing support in a care home must have had two COVID-19 vaccinations (of any kind).
  • All workers employed by a care home or care agency are included, plus volunteers in a care home setting.
  • Healthcare workers who attend care homes and other contractors (such as hairdressers or tradespeople) must also be fully vaccinated.
  • Workers with a medical exemption are omitted and will not be required to have the vaccine if they have a condition that prevents this.

There will be a 16-week grace period, so any care home workers who haven’t yet received both vaccines will have time to book themselves in.

As we all know, elderly and vulnerable patients are at a substantially higher risk of becoming severely ill with the Coronavirus.

The majority of care home residents fall into a priority group, with over 90% now fully vaccinated.

Care professionals have been able to book their vaccines from early on in the rollout, although these new rules make it a legal obligation to do so, applying to around 15% of care staff who haven’t yet received any vaccine dose.

Protecting Care Home Residents Through Staff Vaccinations

The compulsory vaccines will go some way to protecting those patients who are at such significant risk.

But, what happens to valued care home staff that refuse?

As it stands, they may find themselves unable to work or being redeployed away from front-line care to a position that doesn’t involve any patient interaction.

However, the former seems more likely, since the legislation includes all ancillary staff in a care home – including administrative, housekeeping or maintenance roles.

The debate rumbles on since compulsory vaccines are a good thing in terms of patient safeguarding. Still, they may cause significant issues for care homes that already struggle to recruit and retain outstanding staff.

Several organisations have voiced concerns:

  • The British Medical Association says that compulsory vaccine laws are a ‘blunt instrument’, which ‘carries its own risks’.
  • The Chairman of the Independent Care Group, based in Yorkshire, states that they are ‘disappointed’ and foresee the potential for legal disputes.
  • Unison’s General Secretary calls for encouragement, not legislation, calling the announcement the ‘government’s sledgehammer approach’.

Critics advocate for a gentler process, explaining the benefits of vaccination and easing concerns that mean some care home staff feel reluctant to take up the vaccine offered.

Given the public nature of the announcements, we don’t imagine a U-turn ahead, despite some objections to forcing social care staff to be vaccinated, even if against their wishes.

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The Future of Mandatory Vaccinations

As yet, the legislation impacts only care homes, and so there aren’t any specific indications that the government will roll out compulsory vaccine laws elsewhere.

There are, though, some signs that this could be set to change in the future.

The Department of Health and Social Care says that it will launch an extended consultation to evaluate whether vaccine laws will apply to other social care settings and healthcare facilities.

Consultation responses have highlighted the feelings of disparity in care home workers being ‘singled out’, so this extension seems to arise from those concerns.

In the future, there are hints that COVID-19 vaccinations and winter flu jabs will be a condition of employment in a care or healthcare setting.

However, we’ve yet to see any information about how this would be regulated.

For the time being, the Public Health England data on vaccine effectiveness shows that jabs have prevented 14,000 fatalities and 42,000 hospital admissions in older people, based on statistics in England up to 30th May 2021.

Insisting on care home staff vaccinations may mean that the remaining 52,000 care home staff who haven’t been vaccinated and are eligible could further protect vulnerable patients.


Vaccination Support for Care Home Workers

Here at OUTT, we acknowledge the compelling power of the vaccination programme to eliminate the highest risks of COVID-19 and help make UK care homes safer places for all.

However, we also recognise that some care home professionals may have concerns about how the mandatory vaccine rules will affect their careers and future employment prospects.

If you would like further information about the vaccines available, there are several resources out there:

  • The World Health Organization advice page includes details about how the vaccines work and the safety analysis criteria for each type of vaccine being offered.
  • You can download a FAQs document from the NHS England site explaining everything from side effects to ingredients.
  • Centres for Disease Control and Prevention has a detailed list of medical conditions that impact your eligibility for vaccination.

For care home workers who are keen to get booked in well in advance of the new rules, you can book online through the NHS Booking page, which confirms that all social care workers are eligible.

Please get in touch with the OUTT team if you would like to chat about current care home vacancies, other roles in the social care sector, or any information contained in this article.


Time Management Tips for Social Care Staff

Time Management Tips for Social Care Staff

Time seems to be the one commodity social care staff can never have enough of!

You can’t buy it; there is always a finite amount and yet a seemingly never-ending list of jobs that make it impossible ever to catch up.

If that sounds familiar, don’t despair! Time management is a phrase that gets slung about a lot without really meaning anything tangible.

Let’s work through some practical, actionable tips to help you get your agenda back under control – as recommended by the OUTT.com social care recruitment team, who know a thing or two about coping with a crazy schedule!

By thinking about organisation (and accepting that some things won’t ever get to the top of the to-do list!), you can regain your cool and focus on what matters.

The Challenge of Staying on Track in a Care Setting

The first thing we need to do is to be realistic. It’s tough to be organised as a social care worker.

Shifts can be long and overnight, so you don’t get the usual time during the week to sort out your everyday life admin.

When you’re at work, you might have a million individual tasks to do or have very little structure since the care required all depends on the needs of your patients or residents.

Then there are those fixed times in the schedule, such as:

  • Handovers between shifts.
  • Record keeping and paperwork.
  • Dispensing medications.
  • Mealtimes.
  • Ward rounds.

It’s essential to recognise that if you’re feeling a bit frazzled, you’re not alone. No individual can keep track of all of those jobs in their head.

Writing it down or keeping notes in your calendar on your phone is a great start.

Try setting the alarm to buzz ten minutes before each specific job in the shift, and you’ll be prepared and mentally alert – rather than rushing around like a maniac realising you’re five minutes late to a staff meeting and can’t find your report!

Another trick is to use a checklist – you can get an app for your phone if you’re not keen on wandering around with another clipboard to add to your repertoire.

Having a definitive list of tasks to do means staying focused and maintaining direction, working through the jobs methodically and without a whiff of panic.

Ready to join OUTT?

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Prioritising Tips for Care Workers

Next, we’ll think about priorities. There are thousands of things that might change in any one shift, and so it can be challenging to set a concrete list of what you’re planning to do on any given day.

But, what you can do is assign a ranking to your tasks, so you never leave off the major stuff in favour of something less crucial.

Now, you’ve probably guessed that we love a list and add a highlighter to the project, and you’re onto a good thing! But, joking aside, colour coding is an excellent way to gain control over a busy schedule.

It’s not just about having a structure to follow but is also a visual work system that your brain can understand instantly, without needing to work through notes or figure out any rushed scrawl that no longer reads in English.

Try this:

  • Highlighting in green everything that is of top priority. Things that you cannot miss must be done every shift and that you can’t delay.
  • Choosing orange for important jobs that don’t have a specific time limit. Of course, you don’t want to forget these tasks, but you don’t need to put them first if any pressing situations arise.
  • Marking urgent jobs that need to be done quickly but aren’t particularly vital in blue. You might get these out of the way after your green jobs or delegate to another team member or junior.
  • Saving yellow for the less critical jobs. For example, say you’ve meant for months to sort out the supply cupboard – nothing terrible is going to happen if you never get around to it, but you would find it satisfying to get everything neat and tidy.

Traffic light systems are perfect for busy care workers because they require zero time for a stressed mind to comprehend – freeing up your headspace for more important things!

Mapping Out Time Allocations

There is a way to try and pinpoint where your time keeps disappearing – and it sounds a little fuzzy, but bear with us!

Time mapping means you have a grid of the day and separate each hour into a box.

You then use that planner to decide what tasks you are going to accomplish in the day. You can assign each job a time slot with an appropriate colour, so you know whether it takes precedence even if you’ve underestimated the time needed or stops at the cut-off.

Mapping out your day in this way is also perfect for:

  • Working out whether you can do it all. If you’re endlessly on the back foot, there’s a chance you’re taking on too much. If you have a ten-hour shift, and all of your jobs require 12 hours, it’s time for a rethink with your manager.
  • Seeing where time is lost. We all faff a little, and being disorganised can take up even more time when we search for things we’ve misplaced or try and decide how to keep up. Writing down your day can quickly show you the missing pieces or help you identify that you need to cut down on something.
  • Separating work and personal time. We’ve looked here at tips for the workday, but it’s equally crucial you rest. An over-tired mind won’t have the strength to navigate a hectic day, so you need to have a non-negotiable cut-off, at which point you reserve your energy for home life and relaxation.

Creating a visual image of your day is a simple job, but means it’s easy to see where you spend most time, which tasks you’re trying to cram into an impossibly short time, and where perhaps you have leeway to let go of less essential work that somebody else may have more time to accommodate.

Time management in itself can sound like a tedious task you don’t have time for – but trust us; it’s a valuable investment that will help your busiest days run like clockwork!

Minimum Holiday and Break Periods for the UK Social Care Sector

Minimum Holiday and Break Periods for the UK Social Care Sector

Nobody wants to be that person who’s brand new to a team and starts niggling about breaks and downtime – however, all care professionals must make sure they’re getting the right amount of rest.

Care work can be very physical and emotionally challenging, so you need to take advantage of tea breaks, lunch and holidays to ensure you have the resilience and health to deliver fantastic care.

OUTT.com regularly hears from candidates who are shocked (in a good way!) to receive full PAYE benefits with flexible shifts, excellent pay rates, and proper support. That highlights that it’s well worth taking the time to recap the legal minimums.

If you’re ever worried that you aren’t getting the proper holiday entitlement or days off to recharge those batteries when you’re running on empty, check out the OUTT.com social care recruitment platform for a better way to work.

In the meantime, let’s work through the bare minimum you can expect from a social care employer.

Minimum Rest Breaks for Care Workers

Now, every organisation will have a different policy about rest breaks. Some might play it by ear and recommend taking a load off in between shifts when things are quiet.

Others put in place structured rests, usually in care facilities where it’s impossible to anticipate a slower part of the day.

Staggered rest breaks can be a great way to make sure everybody gets a break without having a mass exodus to the tea room all at once.

UK legislation states that:

  • Workers are entitled to one 20-minute rest break without interruption during a typical day of over six hours.
  • Your breaks can be taken as lunch or can be a quick tea break.
  • Rest periods don’t have to be paid for – although great social care employers will grant you at least a 20-minute recharge without docking the time from your payslip.

Many employers will expand on that, offering smaller breaks during the day and a more extended lunch break.

A lot depends on the nature of the care organisation you work for – it can be pretty tricky getting an hour away for lunch if you’re a home care worker, providing one-on-one support, for example.

Ready to join OUTT?

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Break Periods During Night Shift Work

We hear you; a typical eight-hour office day isn’t remotely comparable to social care shifts! If you’re working nights or a longer 12-hour shift, you still have the right to a proper break.

There are three types of a break for adult social care workers:

  • First, rest breaks you take at work.
  • Then daily rest – i.e. in between shifts.
  • Finally, weekly rest, which is the amount of time off you need during the working week.

If you work somewhere that is staffed 24-hours a day, you are entitled to 11 hours of consecutive rest.

Of course, if you’re working overnight in a care home on a 12.5-hour shift, that’s cutting it fine, but it still means you get at least 11 hours away from work.

Say you can’t have 11 hours away, then you are entitled to compensatory rest breaks – as long as it all works out within the legal limits over an average week. You should be getting at least 90 hours off work during any seven days.

We’ve established that a minimum 20-minute rest is required for any work over six hours, and that same rule applies no matter what time of day (or night!) you happen to be on duty.

You’re also required to have at least one day off per week.

Legal UK Holiday Entitlements

Next up, let’s think about holidays. Whether that’s languishing on a tropical beach with a fruity cocktail or finally getting around to that garden makeover project, every care worker must get some proper time off every year.

Missing holidays can cause no end of challenges, and it’s in an employer’s best interests to ensure their staff are supported, rested, and valued.

Working flat out without ever taking a break can cause:

  • Fatigue, illness, mental health conditions, and burn out.
  • Loss of job satisfaction, commitment and drive.
  • Decreases in quality of care, professionalism and standards.
  • Resentment, with exhausted staff feeling demotivated.

There are national standards in place, applicable to all roles in any employment sector. For example, UK workers should receive at least 28 days (5.6 weeks) of paid leave every year.

That is the statutory entitlement, and anything beneath that for a full-time worker is a breach of employment law.

Employers can choose to include public holidays – although having every bank holiday off is probably a pipe dream in many care roles where patients and residents need support regardless of the date on the calendar!

Leave Periods for Part-Time Care Workers

If you work part-time, don’t worry; you still have a legal right to a minimum amount of holiday every year. Legally, anything under five days per week is considered part-time, although if your shift patterns chop and change, it tends to work on averages.

You still get the 5.6-week entitlement, although your number of working days included in 5.6 weeks will be lower.

Employers usually adopt a straightforward pro-rata system – so they’ll offer you the same as a full-time worker, reduced by the relevant number of hours.

For example:

  • Lisa works 40 hours per week, full-time, eight hours per day. She is entitled to 5.6 weeks or 28 days of holiday – and might split that into half days or take off, say, two weeks at a time.
  • Stefan works 16 hours a week, part-time, also eight hours a day. He still gets that 5.6 weeks off, but it works out as 89.6 hours or just over 11 days of holiday.
  • As a temporary care professional, you get this same calculation, but based on each hour you get paid for. Your holiday pay is accrued and will show on your payslip, you can request this money to take paid leave or every week, it’s yours to manage as you need.

Some employers will offer a holiday entitlement over that statutory limit. Others will have policies about booking leave a specific period in advance or not taking more than two weeks of holiday consecutively.

The point is that, whatever job you do, you must get time away – whether that’s grabbing a coffee or taking a whole week to reset your energy stores.

We all work at our best when we feel enthusiastic and positive, and making sure you’re getting enough holiday, and a decent number of coffee breaks is essential to your health as well as job performance!

Coming Back to Social Care After a Break

Coming Back to Social Care After a Break

Returning to any career after some time away can feel massively daunting!

The world of social care has innovated and flexed in the past few months. As a result, there have been substantial employment drives to recruit experienced staff to help fill these vital vacancies.

OUTT.com has been leading this movement as a social care recruitment specialist, appointing thousands of trained care workers or new candidates.

Care work is an outstanding career opportunity, with demand and progression routes far above most other employment industries. It’s also an invaluable sector, in good times or bad, so it offers long-term job security that we all aspire to.

Still, knowing all the benefits and what you can do to kick-start your social care employment after a break are two different things!

We’ll provide some advice and resources available to refresh your skills, update your learning, and find fast-track employment options with immediate placements available.

How to Return to Social Care After a Short Pause

There are all sorts of reasons you might be looking into social care jobs – some of the typical scenarios include:

  • Having faced redundancy and looking for more stable employment.
  • Returning to the sector after years away in another career.
  • New candidates looking for care work as a first step on the career ladder.
  • Medical professionals seeking more flexible working opportunities.
  • Social care staff that have taken a break to raise children.

The best way to get back into the swing of things depends on how long that break has been.

If you’ve had a short hiatus, you’re likely in a great position to dive back in and can register with OUTT.com and start browsing through the shift vacancies immediately!

However, it’s also crucial to ensure you feel ready and aren’t concerned that policies or practices have changed.

Knowledge is power, so being prepared is ideal for making sure your new career path goes to plan.

Integrating Back to Social Care Through Support Roles

Should you want to ease yourself back in gently, there are all sorts of options.

Perhaps you’d like to consider different roles within a caring environment. Remember that your experience and skills are equally valuable across the sector, so you don’t necessarily need to work with direct patient care if you’d like some time to adjust.

There are thousands of vacancies in care work support staff, and if you’ve been away from social care doing a different job, you might have picked up some new knowledge that would make you a great fit.

To explore some of these options a little further, please visit OUTT.com.

We provide an overview of each type of social care work environment, with information about the kinds of roles available, such as:

Alternative social care jobs include catering staff, activities coordinators, administrative support, maintenance roles, and managers – so you’re not restricted to looking for vacancies in the specific position you filled before.

Ready to join OUTT?

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Updating Social Care Employment Skills After a Career Break

Another common scenario is when a care professional has been away for some years.

There is more demand than ever for excellent social care workers, so don’t ever feel that because your skills are a little rusty, there won’t be hundreds of available placements.

We’ve touched on the need to have personal confidence in your abilities. Should you have been away from social care for several years, it can be worthwhile to access training to ensure you’re entirely up to speed with any changes in the interim.

OUTT.com offers full PAYE employment benefits, with the backing of a qualified team of social care recruiters – and the resources you need to get your certifications up to date.

The OUTT Academy is free of charge to all candidates, without a catch!

From our perspective, it makes sense! We offer free qualifications and accreditations across the board.

In return, we provide a pathway for experienced care workers to return to the sector where their skills are so vital and ensure they have great rewards and consistent pay rates, so it’s worth sticking around.


OUTT.com Free Social Care Training Courses

To clarify, we’re kind of like an agency, but better. Our candidates are paid a baseline minimum of £10 per hour for any role in any placement.

Candidates pick and choose their shifts, leave ratings for employers, and accumulate their testimonials and feedback to assist in ongoing career progression.

The Academy is packed with resources, recognised qualifications and training modules to ensure you have everything you need to step back into the world of social care. Courses available include:

  • Understanding Learning Disabilities for Social Care Professionals
  • Falls Prevention for Social Care Settings
  • Conflict Resolution
  • Information Governance (including GDPR)
  • COVID-19 Safety Awareness
  • Epilepsy Awareness
  • Mental Wellbeing at Work
  • Dementia Care
  • Understanding Mental Health Conditions

These are a snapshot of the skills hub courses available!

We also provide social care blogs and news updates covering everything from legislation changes to advice for safe working, government guidelines to improving your commute to work.

This learning Academy aims to support all social care professionals, including:

  • People returning to the workforce after long or short breaks.
  • Care workers looking to improve their skills.
  • Professionals seeking career development opportunities.
  • Those who would like to enhance their CV to find more flexible roles.
  • Staff that wish to build on their experience and gain new qualifications.

Whether you’ve been away from care work for years or have been a social care professional for a great deal of time, it is always beneficial to access free training resources and ensure you’re entirely up to date with sector guidance.

For more information about OUTT.com social care employment, our Academy, or any of the courses listed above, simply register online – and let’s get started!

Your social care career is under your control, so if you’d like to spend some time studying before you pick which vacancies you’d like to apply for, that’s up to you.

All OUTT.com training modules are available through any Internet-enabled device, offering total flexibility over how, when and where you decide to refresh your knowledge.

Five Tips for Social Care Professionals Looking to Take the Next Step on the Career Ladder

Five Tips for Social Care Professionals Looking to Take the Next Step on the Career Ladder

Social care professionals have all been in a job where we know we’re overqualified or have developed a great set of skills that means we’d be able to apply for a more senior position.

However, taking that leap of faith and putting yourself out there at an interview can be nerve-wracking. Still, it’s a good kind of nerves and all-important to recognise when you are ready to progress to the next step in your career.

There are so many factors to consider:

  • Do you apply for an internal promotion or start somewhere new?
  • How can you showcase your experience on a CV that stands out from the crowd?
  • Should you choose positions in the same sector or branch out?
  • How do you know you’re qualified enough for an advertised vacancy?

Add to those questions a bundle of anxiety about handing in your notice and establishing yourself in a brand new team. It’s easy to put progression on the back burner in favour of staying where you’re comfortable.

BUT you must take opportunities when they arise and be proactive about moving forward – after all, amazing jobs don’t land in our laps very often!

Let’s look at five tips from the social care recruitment team at OUTT.com to help you prepare for a successful transition and nail that senior post you’ve been dreaming of.

1. Listen and Learn from Your Social Care Supervisor

Our first piece of advice is to use the resources you already have available!

We get it; a regular supervision review might feel like a drawn-out analysis of your performance – but it’s a brilliant way for social care professionals to pick the brains of your manager!

Think of it like this:

  • If you tell your supervisor you’d like to progress, they might keep you in mind for any vacancies that crop up.
  • Asking for feedback showcases your appetite for success and will help a supervisor guide you to ensure you have the best possible experience. So be prepared to work on any areas for improvement, and you’ll make a great candidate for promotion!
  • Expand your horizons. Offer to help out in new areas, fill gaps in other teams, run social events, or attend further staff training – it all means you continue to grow.

Even if you’ve no interest in staying in your current workplace, a supervisor can provide a tremendous amount of information, peer-to-peer guidance, and support with finding options for new courses or experience.

2. Take Advantage of Opportunities to Upskill as a Social Care Professional

Say you yearn for greater responsibility or more senior tasks, but find it tough to showcase your skills.

In that case, we’d recommend looking at your training experience and searching for ways to bulk out your CV with practical learning.

Again, it doesn’t need to be a formalised accreditation – check out:

  • Vocational qualifications and courses.
  • On the job training offered by your current employer.
  • The OUTT.com social care Academy resources.

Often, a willingness to learn and apply yourself to gain new skills demonstrates just as much value as having a raft of high-level certifications – don’t ignore any opportunities to expand your knowledge, even if they don’t seem crucial to your current position.

Social care professionals with a comprehensive knowledge of safety protocols, best practices, and management techniques will appeal to employers looking for senior staff. These general training courses can put a big tick in your corner.

3. Social Care Career Progression – the Beauty of the Sidestep

OK, so the next thing to consider is where you’d like to work.

Once you’ve got an idea about the sort of placements you’re interested in, you can start narrowing down the vacancies and shortlisting positions.

There are two primary options here:

  • The sidestep. Moving sideways means you apply for a similar job, or perhaps the same role, but in a different setting or working with another care patient group. This option is ideal if you feel like you’ve still got experience to gain but can transition to an employer with more significant opportunities for promotion.
  • Upward progression. If you’re all set, have the qualifications you need, and feel confident in your skills, then the only way is up. Upwards career moves mean you opt for a role of greater responsibility – that might be a senior position in your existing workplace or an advanced role somewhere brand new.

Don’t ever think that you’re stuck in a job you don’t love and where there seems zero possibility of an internal promotion!

Sideways career moves can open up a tonne of opportunities with employers who offer training, experience or the potential to apply for senior roles down the line.

Social care is a critical workforce with rock-solid career stability. So, if you feel like it’s time to move on but don’t yet feel comfortable that you have established enough skills to qualify for a managerial role, there is always room for manoeuvre with thousands of employers crying out for quality care staff.

Ready to join OUTT?

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4. Applying for a Care Employment Promotion – Getting Your Ducks in a Row

Next up, before you click on a single application form, you need to have all of your information correct and up to date.

You might be resolute in that you are ideally qualified for a role, but if you can’t demonstrate that to your ideal employer, it’s probably not going to happen.

The easiest way to get all your application information together is to resort to good old pen and paper. Make lists of:

  • Every training course you have done – whether or not you got a certificate. Include in-house training, policy meetings, webinars, external courses and any general training received during work.
  • Your skills – if you struggle, try taking a pad with you to work. Make notes of all the things you do, and you’ll quickly start to rack up an impressive list! Remember that employers want to know what you can do, not just what you’ve learned, so practical skills are just as valuable as qualifications.
  • Experience – you’ll need a complete timeline of all of your roles, both in and outside of social care. Work in an office role can demonstrate organisational skills and teamwork, for example, so don’t cut out valuable work experience because it isn’t directly related to your dream job.

Trust us; when you’ve got a good list of everything, it makes writing an application infinitely easier! Just make sure to cut it back if you end up going over two pages – keep it concise, professional, and to the point.

5. Establish Your Ability to Manage

Offer to mentor new staff – this is a good one!

Mentoring doesn’t mean you need to be of particular seniority in most social care jobs – it can be things like new team member inductions and helping them settle in.

However, if you’re keen to climb that career ladder, this kind of one-to-one support for more junior staff is a brilliant way to stand out as a great management candidate.

Many senior jobs will have some qualification requirements – for example; you might need to work on a Level 3 Diploma in Health and Social Care if you want to step up from a care assistant role to a team leader.

But, if you’ve put time and effort into establishing a well-rounded set of skills, have shown a commitment to progression, and have done your homework in creating a fantastic CV, you’ll be in a great position to succeed.

Please visit us online for access to the OUTT.com Academy (psst, it’s FREE for all candidates!) or register to browse the shift vacancies currently available.

OUTT Bucks The Trend To Create 5000 New Social Care Jobs

OUTT Bucks The Trend To Create 5000 New Social Care Jobs

In a move to challenge the misfortune of 2020, the social care temporary recruitment app OUTT is creating over 5000 new social care jobs in 2021.

Where many industries have endured shock waves of redundancies and business closures, social care remains vibrant, but as a sector, continues to be blighted with double-digit vacancy levels.

OUTT is a newly launched digital temporary recruitment app, backed by a share of £50 million InnovateUK funding. This valuable governmental support has aided the speed of development, the goal to increase post Covid employment opportunities and fill temporary shift vacancies quickly. OUTT sidesteps the need for traditional agency support by allowing the employer to connect directly with suitable candidates at a much-reduced cost.

5000 new social care jobs

By matching candidate availability with employer demand, the app removes barriers to employment. It offers complimentary skills training to support returning social care workers who wish to refresh their knowledge, meaning that flexible opportunities are available for those feeling the impact of the COVID-19 jobs crisis.

Recognition from InnovateUK cements the status of this new digital recruitment concept as part of the drive to regenerate the UK. The awarding body grants funding to businesses at the sharp end of accelerated innovation, with OUTT selected as an app that facilitates faster staff appointments and a dynamic way to meet workforce demand.

While agencies and contingent staff have long been the backbone of UK social care, OUTT confronts this unpredictable reliance. It introduces a contemporary way of working that reduces the time and cost constraints associated with agency fees, with additional opportunities for professionals to gain recognition through an employer review base to help them develop skills, experience, and knowledge.

Steve O’Brien, OUTT Founder & CEO, says, “Our initial concern was addressing the growing shortfall in social care keyworkers across the UK, then COVID-19 simply changed the way we all live and work. This allowed OUTT to embrace the change and fast track the social care sector into the 21st century. Our aim is to provide 5000 new social care jobs in 2021.

In addition, agency worker rights are too often tarnished with negatives such as workers charged for payroll or forfeiting holiday pay; this practice has got to stop. Technology provides social care with a transparent platform where candidates can take control and get the pay they deserve.”


Help us understand reality?

Recruitment Compliance

As a vital component to the successful recruitment app, OUTT delivers full compliance testing protocols, with verification processes more usually aligned with banks and credit cards, thus increasing hiring speed and enabling rapid deployment where needed. This has never been more essential, especially with the changing legality of self employed worker through IR35, where the liability firmly lies with the end hirer. 

It is anticipated that, as demand for social care roles, homecare services, care homes, homelessness provisions and mental health services continue to skyrocket, digital innovation will provide the key to meeting those needs in a way that benefits the sector as a whole.

About OUTT

London based OUTT is a next-gen social care temporary recruitment app born from the COVID-19 pandemic. This UK Government-funded project provides a rapid route back to work for the UK, with expedited registration and compliance technology.

Registering with OUTT delivers opportunities for social care professionals to find work, build a review base, gain free skills training, and to take back control of where, when, and how they work.

Workforce managers have the opportunity to reduce overheads, fill vacancies quickly, plus significantly cut costs.

About Innovate UK

Innovate UK is part of UK Research and Innovation.

For more information, visit www.innovateuk.ukri.org


Care Home Management