The social housing sector has one of the highest staff turnover rates in the UK. Inside Housing reports that the voluntary turnover rate for the first quarter of 2023-24 was 2.6%—an effective annual voluntary turnover rate of 10.4%. While in London, turnover rates are even more alarming, with one in five staff expected to leave within the year if trends continue.

High turnover creates significant challenges for housing organisations. Recruitment costs increase, service delivery becomes inconsistent, and remaining staff face added pressure. Meanwhile, introducing stringent compliance requirements like the Competence and Conduct Standard, effective April 2025, further compounds these difficulties. Your organisation must upskill its workforce with the skills and knowledge to navigate increasingly complex regulations and legislation while prioritising tenant safety and trust.

By aligning training programmes with specific sector needs—such as compliance with the Competence and Conduct Standard, tenant communication, and housing legislation—you can boost employee job satisfaction and reduce their stress levels. Tailored qualifications will equip your employees with the skills they need to work confidently and minimise the risk of them leaving because they feel seen, supported, and valued.

According to the local government workforce data published in August 2024, 94% of councils face challenges in recruitment and retention, with 90% reporting at least one skills gap. This shortage affects critical areas like regulatory compliance, effective tenant communication, and health and safety practices.

Moreover, only 62% of organisations invest in targeted training programmes to upskill their workforce, leaving a considerable gap where employees are underprepared to manage complex roles. This, in turn, hinders overall operational efficiency and tenant satisfaction. These knowledge gaps could exacerbate compliance risks and service inconsistencies without urgent intervention.

Tailored training plays a crucial role in bridging these gaps. By focusing on the most in-demand skills, such as understanding and applying housing regulations, fostering strong tenant relationships, and ensuring adherence to safety standards, programmes help employees to navigate the complexities of their roles with confidence. This not only improves individual performance but also enhances the overall stability and effectiveness of your organisation.

By targeting critical areas like regulatory knowledge and customer service excellence, Innovate Awarding helps housing providers build a workforce capable of delivering consistent, high-quality services while meeting compliance standards—an essential step for sustaining operational resilience in an increasingly demanding sector. 

As you’re likely already aware, the social housing sector faces mounting financial pressures due to increased investment in existing homes, rising costs for repairs, maintenance and remediation projects, and higher interest rates. These challenges have weakened the financial positions of many providers. A report by Scottish Housing News highlights that nearly two-thirds of housing providers are diverting resources from other operational areas to meet urgent compliance and safety needs.

This financial strain may have left your organisation with limited resources for workforce development, even though such investment is critical. A lack of professional development opportunities negatively impacts staff morale and contributes to higher turnover rates, creating an ever-increasing cycle of instability.

Tailored training programmes present a practical solution for organisations grappling with financial constraints. These programmes enhance workforce efficiency by equipping staff with the skills needed to excel in their roles and, by focusing on compliance and safety standards, this training will help mitigate the risk of regulatory penalties, protecting both financial and reputational stability.

The latest workforce data shows that a significant proportion of your social housing staff are older employees, indicating potential future skill shortages as these workers retire. According to the latest Equality, Diversity, and Inclusion in Housing report from the National Housing Federation the majority of the sector's workforce falls between the ages of 25 and 64, leaving a noticeable gap in younger representation.

This age gap results from misconceptions that social housing roles lack clear career progression or development opportunities. Younger workers often view these jobs as temporary or unattractive compared to private-sector roles. As a result, organisations are struggling to attract the talent needed to modernise and sustain their workforce.

Innovate Awarding’s bespoke qualifications are tailored to the social housing sector and help address this challenge directly. Regulated by Ofqual and listed on the Government’s ESFA register, we design programmes that close skills gaps while showcasing clear pathways for career progression, helping to reshape perceptions of social housing as a rewarding and impactful career choice.