At AssuredBID, we work with social care providers across the UK every single day. We help them write bids, sharpen their compliance, and position themselves to win contracts that genuinely match their strengths. And right now, one topic comes up in almost every conversation we have: staffing.

The social care workforce crisis isn’t new. It’s been building for years. But in 2026, it has taken on a new urgency, and much of that is down to the latest round of changes to UK immigration and visa rules. The government has tightened pathways for overseas workers, including adjustments to the qualifying period for indefinite leave to remain. For a sector that has leaned heavily on international recruitment to fill essential roles, this is a serious blow. If you want to understand how to turn your real workforce data into the kind of evidence that scores highly, our guide on evidence mapping for tender submissions shows you how to capture proof from your daily operations.

The Numbers Behind the Social Care Workforce Crisis in 2026

Let’s put some numbers around this. In 2024/25, nearly 20% of the adult social care workforce came from outside the UK and EEA, which is more than double the proportion just five years earlier. At the same time, the number of British nationals working in the sector has been falling year on year. International recruitment was a lifeline. Now, with tighter visa restrictions and far fewer people entering on the health and care visa route, that lifeline is fraying.

Why International Recruitment Can No Longer Be Your Primary Strategy

The changes to the health and care visa route mean that providers who built their entire workforce model around overseas recruitment are now facing a structural gap. This isn’t a short-term disruption; it is a policy shift that will reshape the labour market for years to come. Providers who haven’t already begun investing in domestic recruitment pipelines, apprenticeships, and retention-focused strategies are at a significant disadvantage, both operationally and in how they present themselves in tenders.

What the Workforce Crisis Means for Your Tender Responses

Here’s where our experience as bid writers really comes in. When we review tenders from social care providers, one of the most common weaknesses we see is in the workforce section. Too many providers treat it as an afterthought, writing a couple of generic paragraphs about values, culture, and training programmes. That’s not going to cut it anymore.

Commissioners are reading these responses with sharper eyes than ever. They know what’s happening in the labour market. They know recruitment is tough. And they’re not looking for providers who pretend everything is fine. They’re looking for providers who are honest about the challenges and specific about what they’re doing to address them.

Move Beyond Generic Workforce Statements

Your bid needs to go beyond the surface. Talk about your actual retention rates. Explain the strategies you’ve put in place, including flexible shift patterns, career progression pathways, grow-your-own apprenticeship programmes, and partnerships with local colleges or community organisations. Generic language about “attracting the best talent” is exactly the kind of response that scores a 2 or a 3 on the scoring matrix. Specificity is what pushes you into the 4s and 5s.

Use Real Data to Evidence Your Workforce Strategy

If you’ve introduced wellbeing initiatives that reduce burnout and turnover, say so. If you’ve got data that shows your staff stay longer than the sector average, include it. Commissioners in 2026 want numbers, timelines, and measurable commitments. A statement like “our 12-month retention rate is 91%, compared to the sector average of 69%” is worth more than three paragraphs of aspirational language.

Why Honesty Is a Competitive Advantage in 2026 Bid Writing

One thing we always tell our clients at AssuredBID is this: honesty is a competitive advantage. Commissioners don’t expect perfection. They’ve seen enough bids to know when someone is dressing things up. What impresses them is a provider who demonstrates genuine self-awareness, a realistic understanding of the environment, and a clear plan for managing risk.

Acknowledge the Challenge, Then Show Your Plan

If you’re struggling with recruitment, and let’s be honest, most providers are, don’t hide it. Acknowledge it. Then show what you’re doing differently. Maybe you’re investing in international pastoral support for overseas staff. Maybe you’re running targeted local campaigns. Maybe you’ve redesigned your induction programme to improve early retention. Whatever it is, make it concrete and make it yours. Evaluators can spot a copied template from a mile away, and what they reward is authenticity backed by evidence.

Turn a Perceived Weakness Into a Genuine Strength

The providers who score highest on workforce questions are not the ones with zero challenges. They are the ones who demonstrate that they understand the risks, have a mitigation plan in place, and can prove it is already working. Framing your workforce reality as a challenge you are actively managing, rather than a problem you are ignoring, tells the commissioner that you are a low-risk, self-aware partner.

This is exactly the kind of strategic repositioning that has helped our clients win contracts. As one provider shared, AssuredBID’s team was professional, knowledgeable, and incredibly supportive throughout the entire process, helping them prepare a bid where the attention to detail and strategic approach truly stood out, resulting in a contract win. Read their story and others on our testimonials page.

Our Advice: Face the Workforce Crisis Head-On in Every Bid You Write

The workforce crisis isn’t going away any time soon. But providers who face it head-on, both in their operations and in how they write their bids, will be the ones who come out stronger. We’ve helped dozens of providers rewrite their workforce narratives and turn a perceived weakness into a genuine strength. It’s one of the things we’re most proud of at AssuredBID.

If your bids still rely on generic promises about “recruiting the best talent,” it’s time for an upgrade. The commissioners have moved on. Make sure your bids move with them.

To see how a strategic, evidence-led approach to workforce presentation helped a West Midlands domiciliary care provider win a competitive local authority tender by demonstrating strong staff training, retention, and safeguarding practices, read the full case study here.

If tenders or compliance feel overwhelming, you’re not alone, and we’re here to help. At AssuredBID, we support UK social care providers to prepare stronger bids and win the right opportunities. Come and book a consultation with our friendly tender experts, have a look at our services, and give us a follow on social media for practical updates, insights, and guidance you can actually use. We’d love to hear from you!