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Charles Armitage, CEO of Florence, highlights what nursing and care home managers need to be mindful of during Brexit uncertainty and the social care staffing crisis.

It’s April 2019 – and although the UK was set to leave the European Union on 29 March, we’re still here – for now. Whatever the final outcome around Brexit may be, the uncertainty is set to remain for the foreseeable as the country feels its way through these turbulent times.

Many of us feel a bit helpless watching Brexit play out in the corridors of power. However, the reality on the ground is that there is a very real impact to consider when it comes to staffing for the care sector. Nursing and care home managers are well aware that they can’t afford to rest on their laurels where staffing is concerned. Recruiting and retaining quality staff to tight budgets is one of the single most challenging issues they face in their day to day.

So, what do nursing and care home managers need to be mindful of and what steps can they take to manage the fallout around Brexit?

Widening workforce gaps

We all know the UK’s population is ageing yet more nurses are leaving the profession than joining. Alongside these worrying facts, many of the country’s existing health and social care professionals – an estimated 95,000 (7%) of the 1.3 million workers in England’s adult care sector – hail from other EU countries. It is easy to see how the possible end of free movement could make the recruitment and retention problem worse and put the sector under immense strain.

On a good note, many EU nationals currently living and working in the UK are eligible for indefinite leave to remain, if and when Brexit happens. However, it could be argued that the health and social care profession should be given special status so that skilled nurses and carers would still be allowed to come to the country. Read more

Also Read: Grassroots Tories want to hold no-confidence vote in Theresa May

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