SASW & SWU Statement: Social Work Pay Levels & Working Conditions

Members have been contacting SASW (the Scottish Association of Social Work) and SWU (the Social Workers Union) with concerns that pay levels and working conditions for social workers are falling behind other public service professionals.

Over the last 5 years SWU, BASW & Bath Spa University social work surveys evidence growing dissatisfaction with working conditions citing high caseloads, unmanageable pressures, limited control, lack of support, burdening bureaucracy as drivers for burnout and exodus.  In March 2023, Dr Jermaine Ravalier noted that this year past is the first time during the study that social workers have brought up pay as a contentious issue[1].

In the surveys, social workers report an increasing feeling of lack of recognition in the vital role they play in the lives of people who are struggling because of their circumstances. This increases their concern that this, and the negative public perceptions of social work, are being reinforced in pay gaps in comparison to other professionals.  For example, teachers have received a 14.6% pay increase taking their starting salaries to £38,650.[2]  NHS staff in Scotland got an average 7% (5.4 – 11.3% across all bands) in 22-23 and 6.5% for 23-24.2 Junior Dr’s have now been offered a 14.5% pay award, a government investment of £61.3 million, said to be the biggest in 20 years and matches the award accepted by nurses and other NHS staff.3

This disparity appears to be happening without reference to or full understanding of social work responsibilities, and the complexity of the decision-making that can have life changing impact on individuals and families.  While we stand in solidarity with teachers and other public sector colleagues, feelings of frustration for social workers are valid.

The news is currently full of stories about pay negotiations between the Scottish Government, Trade Unions and employers, union ballots, in some sectors industrial action.  Striking can be a divisive mechanism for staff groups and trade unions.  It can also be an opportunity for employers and the government to play unions off against each other to the detriment of workers.  This has been evident in England where a majority of 14 unions agreed to accept a pay deal whilst RCN and Unite rejected it.  Such splits can be highly problematic for workers and employers.4   

The UK Government continues to take measures to limit the impact of strikes by bringing in the Anti-Strike Bill to minimise the impact of strike action in bargaining.  SWU and SASW/BASW will continue to oppose such measures.

SWU General Secretary John McGowan has regularly reassured social workers that SWU is keenly aware of the high level of frustration among social workers and the increasing pressures that everyone in the social work profession is under. SWU continues to campaign and lobby government to address this and to create a sustainable workforce.  John keeps members informed of the challenges we face because of our exclusion from collective bargaining which means that SWU is not legally able to ballot members about industrial action. 

SWU, together with IPSO (The Independent Press Standards Ombudsman), has created a reporting process for unjust reporting about social workers.  This is rudimentary progress to recognise and protect social workers in line with public service peers.  Social workers can submit links or images of media reports for investigation to campaigns@swu-union.org.uk.

SWU continues to work with the Campaign Collective who have supported SWU members to run 11 successful national campaigns, such as part-time workers and recognition of neurodiversity and student bursaries.  We have the resource to develop one more campaign. This year  We heartily encourage SWU/SASW members to submit their campaign ideas through the https://swu-union.org.uk/swu-campaign-fund.

What can social workers do now?  Activism can be potent in many forms.  There are alternatives to striking.  For example, you might choose to work to the terms of your contract. You are entitled to stop to take your lunch.  Take regular breaks.  Limit the number of visits, meetings and appointments you can realistically undertake each day.  Finish at the time you are meant to.  Do not take work home.  When you cannot finish a pressing task or meet a legal requirement escalate this to your responsible line manager as soon as this becomes apparent.  Outline the reasons why.  Record your working times thoroughly and accurately.  Being able to evidence what you can and cannot reasonably do is true accountability demonstrating understanding and responsibility for the decisions you make, knowing why you make them and calculating the impact those decisions might have.  It also gives your managers evidence about what their services can realistically deliver with the resource currently allocated.

SWU and SASW will work with our members and colleagues in professional bodies, other unions, and affiliates, to accomplish sustainable changes which go beyond pay and help create a working environment that not is only effective in supporting our citizens, but offers a healthy and sustainable career.

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[1] Compass Jobs Fair, March 2023, paper to follow in summer 2023

[2] Henry Hepburn. Scottish teachers’ pay offer officially accepted (Tes Magazine, 14th March 2023)

2 Severin Carrell.  Health unions call off strike action in Scotland after new pay offer (The Guardian, 12th December 2022)

3 Junior doctors in Scotland offered 14.5% pay rise - BBC News  

4 Jordan Pettitt. Nurses to ballot for more strikes as Government imposes pay deal (Independent, 2nd May 2023)