Already having a high rate of in-work poverty, care workers are now worse off in real terms than they were two years ago and should be given pay parity with equivalent NHS roles, according to new research.

The new report comes in the wake of the government’s proposed Fair Pay Agreement for social care, recently announced in the King’s Speech. The agreement proposes ‘fair pay and conditions, including staff benefits, terms and training, underpinned by rights for trade unions to access workplaces’.

This paper shows that care worker pay has declined relative to other low paid occupations over the last 15 years, including positions in retail jobs, which offers higher pay for less responsibility.

These shocking findings come only a few short years since the care sector was thanked and praised by the Government for working with bravery and dignity through the Covid pandemic.

The Evidence paper, Work, Wages and Employment in the Adult Social Care Sector is supported by a short Policy Brief. The papers were commissioned and funded by the abrdn Financial Fairness Trust

New research, Building a business case for good jobs: The links between Good Work and innovation, productivity and employee health/wellbeingLink opens in a new window, from the University of Warwick commissioned by the Labour Relations Agency of Northern Ireland has found that employee ownership of businesses can increase staff wellbeing, productivity and innovation. The report is supported with a Policy BriefLink opens in a new window and Case StudiesLink opens in a new window report.

A new paper examines how high-quality jobs can increase innovation and productivity. It found that higher pay does motivate workers, alongside other metrics, but that after a certain tipping point more money does not help job satisfaction.

An evidence review led by the University of Warwick has concluded that the increase of zero hours contracts over the last 20 years has created significant risk for workers as unreliable work can result in a sudden loss of hours and earnings, and an inability to access legal advice for unfair or potentially unlawful employment practices.

Along with colleagues from the ReWAGE expert advisory group, academics at the Institute of Employment Research at the University of Warwick examined the legal and workplace practices associated with zero hours contracts (ZHCs), along with data covering flexibility, pay insecurity, worker ability to assert their rights and worker health and wellbeing.

The ReWAGE Zero Hours Contracts Policy Brief including full recommendations can be read online.