Over the past year, the Department for Education (DfE) has introduced sweeping changes to the way children’s social workers can work in agency roles.

From new experience requirements, to pay caps, to regional memorandums of understanding between local authorities, the landscape of locum work is shifting quickly.

Consistency matters – especially for children and families experiencing significant trauma or change.

I understand the motivation behind these changes. For years, local authorities have been fighting to stabilise their workforces, reduce reliance on short-term solutions, and bring down rising agency costs. Consistency matters – especially for children and families experiencing significant trauma or change. It’s hard to argue with the desire for a more settled, resilient workforce.

But as someone who speaks to social workers and employers every day, I also see the unintended consequences – particularly when it comes to the loss of choice for the very people the sector relies on.

Why so many social workers chose the locum route in the first place

Agency work wasn’t a loophole or an easy option. For many children’s social workers, it was a survival strategy.

• Locum roles offered:
• Flexibility in how and where they worked
• Greater control over their hours and work/life balance
• A chance to avoid unmanageable caseloads
• The ability to step back from organisational pressures, while still doing the work they love

In a sector where burnout is not a risk but a constant companion, these factors weren’t luxuries – they were safeguards.

The new rules, particularly the requirement for newly qualified workers to complete three years in a permanent role before ever taking a locum post, remove that safety valve. They assume a level of stability, support, and capacity in local authority teams that many workers simply haven’t experienced.

Good intentions, but difficult timing

The aim is clear: encourage permanence, discourage churn, and level out pay. But the timing is difficult.

Vacancy levels remain high. Caseloads are rising rather than falling. Many local authorities are struggling to retain experienced permanent staff, despite their best efforts.

Removing or limiting the agency option doesn’t resolve those issues – it risks magnifying them. Some social workers have told us they would prefer to leave children’s services altogether rather than be forced into a model that doesn’t reflect their needs or reality. Others are considering switching to adult services, where fewer restrictions currently apply.

Either way, the outcome is the same: fewer skilled practitioners available to support children and families who need them most.

A shrinking pool helps no one

It’s easy to frame this debate as “local authorities vs. agency workers”, but that misses the point.

The real issue is supply.

If experienced social workers step away from the profession – or never enter children’s services in the first place – the whole system feels the impact. Permanent teams carry heavier caseloads. Agency teams become harder to stand up at short notice. Workforce stability becomes more elusive, not less.

This isn’t about protecting the agency model. It’s about recognising that choice is part of what keeps good social workers in the profession, especially in high-pressure areas of practice.

Where do we go from here?

These rules are still new, and local authorities are implementing them in different ways. There’s room – perhaps even a necessity – for ongoing dialogue about how they’re working in practice.

My hope is that, as a sector, we can focus not just on restricting options, but on creating conditions that make social work careers rewarding and genuinely attractive.

This means ensuring that social workers can expect:

• manageable caseloads
• consistent supervision
• clear career pathways
• emotionally intelligent leadership
• wellbeing built into structures, not added on top

If those pieces are in place, the reliance on agency workers will naturally reduce – without the need to shut doors for those who rely on flexibility to stay in the job.

A final thought

Children’s social workers are highly skilled, deeply committed professionals. They deserve a system that values not only their labour, but also their autonomy. Removing choice may bring short-term order, but in the long term it risks pushing people away from a profession already under strain.

We all want the same thing: stable teams and better outcomes for children and families. The challenge now is to make sure the path towards that goal doesn’t unintentionally narrow the workforce we depend on.

Andrew Anastasiou is Managing Director of Pertemps Professional Recruitment (PPR).

PPR comprises six specialist brands, including Pertemps Social Care, which unite to deliver expert recruitment in the public sector, social care and education across the UK.

At Pertemps Social Care, we’re proud to champion the next generation of social workers – those who bring energy, empathy, and determination to one of society’s most vital professions.

This month, we’re thrilled to celebrate the success of Lashonté Royal, who has been named Newly Qualified Children’s Social Worker of the Year 2025.

Lashonté’s journey from student to award-winning practitioner is a powerful example of what makes social work such a meaningful and transformative career. Her story is one of resilience, reflection, and purpose – and it’s already inspiring others across the UK social work community.

A Reflective Journey Shared with Others

Lashonté began documenting her path into social work during her second year at university through her Instagram page, @dearsocialworker_, a reflective log she created on the first day of her placement.

“I wanted to document my journey from an unqualified to a qualified social worker,” she explains. “To share tips, things I’ve learned, books I’ve found helpful – and to create a network for aspiring and qualified social workers. It’s so difficult to connect with other young social workers and ask questions, so I wanted to create that space.”

What started as a personal project has grown into a thriving online community where students, newly qualified practitioners, and experienced professionals connect to support one another, break down stereotypes, and celebrate the realities of life in social work.

Resilience, Growth and Purpose

Just a year into her career, Lashonté reflects on what she describes as a “phenomenal journey” as a newly qualified social worker:

“When I started, I didn’t feel confident. I wasn’t sure what area I wanted to go into or what kind of impact I would make. The only thing I knew for certain was that I wanted to work with vulnerable young people and children.”

The only thing I knew for certain was that I wanted to work with vulnerable young people and children.

“This first year has been one of growth, resilience and purpose. I’ve overcome fears, built confidence and, most importantly, witnessed the lives of young people and families transform. It hasn’t been easy – there have been late nights, long visits, and moments of doubt – but I wouldn’t trade this journey for anything. I’m still passionate. I’m still willing to make a difference.”

Behind her success, Lashonté credits the “phenomenal support” she’s received from her manager, colleagues, and mentors, who have encouraged her to develop her skills and maintain balance in a demanding profession.

Recognition and Reflection

Winning the Newly Qualified Children’s Social Worker of the Year Award marks a major milestone in Lashonté’s early career – and a moment of reflection.

“Being named a finalist was already an incredible achievement – but to win is truly indescribable. I’m filled with gratitude and pride as I reflect on this moment and the journey that has brought me here.”

“I want to thank my team and manager for their constant support and encouragement. I also want to thank my @dearsocialworker_ community – seeing how it has grown is something I’m immensely proud of.”

For Lashonté, the award recognises both her professional achievements and her contribution to the wider UK social work community – something that makes her success particularly inspiring for others starting out in the field.

Supporting the Next Generation of Social Workers

At Pertemps Social Care, we believe stories like Lashonté’s matter. They show that with the right support, reflective practice, and a shared sense of purpose, newly qualified social workers can build fulfilling careers that make a real difference.

As a specialist social work recruitment agency, we’re proud to work with passionate professionals like Lashonté – people who embody the values of empathy, integrity, and service that underpin social work.

Ready to Develop Your Own Social Work Journey?

Whether you’re a student, a newly qualified practitioner, or an experienced professional looking for your next opportunity, Pertemps Social Care is here to support your career.

Congratulations, Lashonté – and thank you for inspiring others to follow in your footsteps.

If you’re a qualified children’s social worker looking for a role where your work truly changes lives, a position in a Duty and Permanence team offers one of the most rewarding opportunities in the profession.

And if you’re open to working in a region that combines supportive practice, progressive councils and strong community values, Merseyside is well worth exploring.

What is a Duty & Permanence Team?

Children’s social work is broad, but few roles offer the same blend of challenge, variety and impact as those in Duty and Permanence teams.

The Duty Team: Responding to Urgent Need

The Duty (or “front door”) team is often where safeguarding begins. When a concern or referral is made about a child, Duty social workers are the first to assess the situation, identify risks, and determine what level of intervention is needed under the Children Act 1989.

You’ll be:

• Conducting statutory assessments and Section 47 enquiries.
• Liaising with partner agencies such as police, health and education.
• Preparing and presenting information for child protection conferences.
• Making rapid but considered decisions to keep children safe.

It’s fast-paced, challenging work.

It’s fast-paced, challenging work that demands excellent judgement, communication and resilience – but it also brings immense professional satisfaction. You see the difference you make, often immediately.

The Permanence Team: Building Stability for the Future

Once urgent risks are addressed and children enter the care system, Permanence teams step in to secure long-term stability, belonging and emotional security.

You’ll work with children, carers, adopters and families to:

• Develop and review care plans that promote lasting relationships.
• Prepare court reports and attend hearings.
• Monitor progress and advocate for each child’s voice, education and wellbeing.
• Help children maintain a sense of identity and continuity.

This is where long-term, relationship-based practice thrives. You’ll follow children’s journeys over time and witness their growth and progress – an incredibly fulfilling part of the role.

Make a Visible Difference

From crisis response to long-term planning, you’ll be there for the most critical moments in a child’s life. Few roles offer the same chance to see tangible, positive outcomes.

Variety and Professional Challenge

You’ll use every aspect of your training – from risk assessment and report writing to court work and multi-agency collaboration. Every day is different, and every decision matters.

Support and Supervision

Authorities across Merseyside are committed to manageable caseloads, reflective supervision and peer learning. You’ll be part of a team culture that understands the importance of support and balance.

Hybrid Flexibility

Many roles now offer hybrid working, allowing you to combine time at home for report writing with in-person visits and team meetings – a healthy, flexible balance that benefits you and the families you support.

Continuous Professional Development

With access to mentoring, CPD budgets and clear career pathways, you’ll have every opportunity to grow your skills and progress your career.

Why Merseyside?

While the real story here is the work itself, Merseyside provides an exceptional environment in which to do it.

The region’s five local authorities – Liverpool, Wirral, Knowsley, Sefton and St Helens – share a strong commitment to improving outcomes for children and families. Their focus on collaboration and innovation has helped to build stable, well-resourced children’s services teams that value their social workers.

Professionally, you can expect:

• Competitive pay (around £40 per hour).
• 36-hour weeks and hybrid working options.
• Strong local networks across health, education and family support.

Personally, you’ll be working in one of the UK’s most characterful regions – a place known for its warmth, resilience and community spirit.

Why Pertemps Social Care?

At Pertemps Social Care, we connect skilled, passionate social workers with roles that match their values and career goals.

We offer:

• A simple, streamlined registration process.
• Weekly payroll and dedicated consultant support.
• Exclusive access to vacancies across the UK.
• Referral bonuses and incentives when you recommend colleagues.

We’ll help you find the right fit – so you can focus on what matters most: protecting, supporting and empowering children and families.

Ready to Take the Next Step?

If you’re ready for a role that blends challenge, purpose and reward, this is your opportunity. Join a Duty and Permanence team in Merseyside and make a lasting impact – one child at a time.

In our experience, social workers are naturally reflective professionals. You’re committed to your work and constantly asking questions about your practice, your impact, and your wellbeing.

That’s why Continuing Professional Development (CPD) is such an integral part of social work – and why Social Work England places so much emphasis on it. Good learning develops critical thinking, boosts confidence, and creates opportunities for growth across the profession.

Often, its greatest value lies in the protected time it gives you to pause and think, rather than simply carry on doing.

CPD and Re-registration: What’s Required in 2025

As part of your Social Work England registration renewal, every practising social worker must record at least two pieces of CPD through their online account before 30 November 2025.

One of those CPD entries must include a peer reflection — a record of what you have learned from discussing your practice or development with another registered social worker.

This isn’t just a tick-box exercise. Peer reflection is an important space for sharing experiences, exploring challenges, and supporting each other’s wellbeing.

Social Work England recognises that reflection and peer support are essential to high-quality, ethical practice – not an administrative chore.

What Counts as CPD?

Social work offers a broad range of learning opportunities, from formal training and academic courses to informal, day-to-day experiences.

Social Work England welcomes a wide variety of examples, such as:

• A productive team meeting or case discussion that challenged your thinking
• A useful podcast, webinar, or journal article
• Learning from service users, carers, or colleagues
• Reflecting on how you handled a complex situation at work

If you can demonstrate that you’ve learned something that has developed your practice, it counts as CPD.

Making It Manageable

Few social workers welcome another online form – but CPD isn’t about bureaucracy. It’s about staying connected to your professional purpose.

Allocating time for CPD throughout the year helps keep it meaningful and manageable. Writing up your reflections while they’re still fresh makes the process easier – and more authentic.

Tip: Set aside a short block of time each month to note what you’ve learned. It’s far easier than trying to recall a year’s worth of insight in one sitting.

The Practicalities

Social Work England has continued to refine its online CPD recording system, including:

• A draft-save function so you can pause and return to your work
• Step-by-step guidance and technical support via their website
• Ongoing improvements to make the platform more reliable and user-friendly

If you’re unsure where to start, you’ll find helpful advice in the “How to record CPD” section of the Social Work England website.

Our Advice

• Don’t leave it to the last minute – your re-registration deadline is 30 November 2025
• You must Include at least one CPD record with a peer reflection
• Use Google Chrome for a smoother online experience
• Keep entries concise – exceeding word limits can cause submission issues
• Anonymise your entries and avoid including identifiable information
• Remember to hit “Submit CPD” once your record is complete

Here to Support You

At Pertemps Social Care, we work alongside hundreds of registered social workers every year. We understand the demands of the profession – and the importance of protected time for reflection.

If you’re unsure about the re-registration process or how to record your CPD, speak to your Pertemps consultant. We’re here to help you stay compliant, supported, and confident in your professional journey.

The demand for Special Educational Needs and Disabilities (SEND) professionals has grown significantly in recent years, reflecting the vital role these individuals play in supporting some of the most vulnerable members of our communities.

SEND professionals are not only in high demand – they are essential.

The figures tell the story. As of early 2024, more than 1.6 million pupils in England have been identified as having special educational needs. This represents a sharp increase from previous years and highlights an ongoing trend that is unlikely to slow down. Behind these numbers are real children, families and communities who depend on skilled professionals to provide the tailored support they need to thrive.

What Do We Mean by SEND?

SEND is a wide-ranging term that encompasses conditions such as autism, ADHD, dyslexia, dyspraxia and more. People with SEND often require personalised support to fully access education and enjoy fulfilling lives. Local authority SEND teams play a crucial role in providing that support and ensuring statutory responsibilities are met.

Exploring Local Authority SEND Careers

SEND careers within local authorities are diverse and impactful. Professionals may be working with nurseries to support children with emerging needs, within Inclusion Services to help young people re-engage with mainstream education, or in SEN Assessment Teams guiding families through the Education, Health and Care (EHC) plan process. Many also work in adult services, supporting lifelong learning and greater independence.

What Makes a Great SEND Professional?

Successful SEND professionals combine empathy, resilience and a strong understanding of the statutory framework. Local authorities have clear legal responsibilities to provide for individuals with SEND, making these roles both secure and structured.

But beyond compliance, it is the ability to build trust with families, collaborate effectively with schools and providers, and respond flexibly to changing needs that defines excellence in the field. The most effective professionals are those who are passionate about inclusion and motivated by a genuine desire to make a difference.

How Pertemps Supports the SEND Sector

Pertemps is committed to supporting the SEND workforce and the local authorities who rely on them. We understand the unique demands of the sector and work in partnership with services across the UK to provide thoughtful, responsive solutions that address critical workforce gaps quickly and effectively.

For employers, we offer more than recruitment – we provide insight, support and a trusted relationship designed to deliver sustainable results. For candidates, we offer guidance, practical advice and access to roles that align with their skills, values and career aspirations.

As the SEND landscape continues to evolve, the need for dedicated professionals has never been greater. Pertemps is committed to supporting both employers and professionals in this vital sector, helping to create positive outcomes for children, young people, adults and their families.

There’s a well-known paradox at the heart of health and care for older people. Hospital treatment is often costly and, for many older patients, can lead to worse outcomes over time – loss of independence, physical decline, and emotional stress.

Yet despite this knowledge, a significant proportion of public health funding continues to funnel into acute care rather than into the community-based support that could help people stay well and independent in the first place.

Imbalance

The challenge is clear. Shifting care from hospitals to the community sounds straightforward on paper, but it’s far harder to achieve in practice. One major reason is the imbalance in prioritisation: adult social care often sits in the shadow of the NHS, despite being a vital part of the system. Without putting social care on equal footing – particularly at the neighbourhood level – efforts to reduce reliance on hospital-based care are unlikely to stick.

Deep Experience

What’s often overlooked is that local authorities and social care teams already have deep experience in supporting people where they live. Their involvement in shaping how health and care resources are spent is not just a nice-to-have – it’s essential. Councils are better placed than hospitals to understand local needs, build relationships with residents, and coordinate care that is practical, preventative, and person-centred.

Take Somerset’s Independent Living Centres, for example. These centres offer free advice and hands-on support to people who need help living independently. A Social Care Occupational Therapy-led team works with individuals to identify what kind of equipment or support might make daily life easier. That could be as simple as a bath board or walking frame, or as high-tech as telecare devices that monitor health conditions or alert carers in an emergency.

Crisis Prevention

These kinds of interventions don’t just improve quality of life – they prevent crises. A well-timed handrail or stairlift can mean the difference between someone staying in their own home or ending up in hospital after a fall. This approach is more sustainable for the system and more dignified for the individual.

Somerset is not alone. Across the country, similar initiatives are taking root. In Leeds, the city’s Neighbourhood Teams bring together nurses, therapists, and social workers to support older people at home, reducing unnecessary hospital admissions. In Wigan, the Deal for Adult Social Care and Health emphasises working with residents rather than doing things to or for them – resulting in more independence and better outcomes. In Scotland, technology-enabled care services are being expanded to help people manage long-term conditions without leaving their homes.

These programmes all share one thing in common: they invest in community-based care and recognise that independence, not dependence, should be the goal.

Moving forward, it’s vital that adult social care leaders are not just consulted but actively involved in the decisions that shape neighbourhood health and care. We can’t afford to treat social care as an afterthought when it is so often the first line of defence.

Catch 22

The ‘catch 22’ is real – but it’s not unsolvable. By supporting local initiatives and giving social care a stronger voice, we can create a system that works better for older people, keeps them safe and well in their own homes, and makes smarter use of public resources. It’s not just about reducing pressure on hospitals – it’s about giving people the chance to live the lives they choose, with the right support in the right place at the right time.

Last week, we were lucky to welcome a bright and ambitious work experience student to our London office. From day one, Kaylen brought enthusiasm, curiosity, and a thoughtful approach to the world of recruitment.

Here’s what he had to say about his time with us – and the aspirations driving him forward.

Dreaming Big: A Future in Law

When we asked Kaylen about his dream job, his answer was clear: “Lawyer.” Why? “Because I enjoy helping people in need, and I like voicing my opinions in a discussion to prove my point.” It’s clear Kaylen has a strong sense of justice and isn’t afraid to speak up – two qualities that will take him far, wherever he ends up.

Top of the Class

Kaylen is currently enjoying his studies, with English, Business, and Sociology among his favourites. This trio of subjects reflects both analytical thinking and a deep interest in how people, systems, and language interact – ideal for someone interested in a future in law or professional services.

Life Outside the Classroom

When he’s not studying or gaining work experience, Kaylen enjoys playing football, catching up on TV shows and movies, and spending time with friends. He describes himself as more of a homebody but still enjoys getting out and socialising from time to time – striking a nice balance between downtime and connection.

A Week in the World of Recruitment

During his week with us at Pertemps, Kaylen got stuck into a wide variety of tasks, learning fast and adapting quickly. From creating and posting job adverts online, to messaging potential candidates, he got a real taste of what it’s like behind the scenes in recruitment.

Kaylen also helped with payroll admin, confirming hours worked and chasing up any outstanding details. One of the highlights? Getting the chance to listen in on real phone calls between our recruiter, Freya, and her candidates. “It gave me an understanding of how conversations flow between a recruiter and a job candidate – it was nice to see that in person.”

Skills Gained and Lessons Learned

Over the course of the week, Kaylen developed several key skills: patience, professionalism, and the ability to adapt to conversations with new people. He also got hands-on with admin tasks and digital tools – gaining confidence with systems and processes essential to a recruitment office.

Waiting for replies is a big part of recruitment, and this experience taught me that things can take time.

Looking Ahead

Reflecting on the experience, Kaylen said:
“I would definitely look into recruitment more in the future as a potential career. I enjoyed the flexibility within the job and seeing how everyone in the office works together and socialises – it creates strong friendships.”

Final thoughts?

“Overall, the experience has been amazing, and I would love to work here in the future. I’m thankful for the opportunity.”

We’re grateful to have hosted such a motivated and thoughtful student for the week – and who knows? Maybe we’ll see him back here at Pertemps one day. It’s early days for Kaylen, but whatever path he takes, we wish him every success.

Qualifying as a social worker is a major achievement – but stepping into your first role can feel like a leap into the unknown.

For Newly Qualified Social Workers (NQSWs), the transition from university into frontline practice can be exciting, challenging, and a little overwhelming. The good news? With the right support structure, it’s a leap you won’t have to take alone.

What to Look for in Your First Social Work Role

Whether you’re exploring opportunities in a city borough or a rural authority, look for employers who offer structured support for NQSWs. Some key things to consider:

• An early career framework: You want to know there’s a clear pathway from qualification through to progression. A robust ASYE (Assessed and Supported Year in Employment) programme is a must.
• Team-based learning: Being embedded within your actual team – rather than separated from it – helps you build confidence, develop strong working relationships, and apply your knowledge in real situations from day one.
• Protected learning time: A good employer will balance caseloads with time set aside for reflection, training, and development.
• Access to experienced colleagues: Regular supervision, mentorship, and guidance from seasoned social workers is critical to your growth.
• Induction that sets you up to succeed: Shadowing opportunities, training, and reflective spaces can make all the difference early on.
• Practical Tips When Applying for NQSW Roles

To help you prepare and stand out during applications and interviews, here are a few tried-and-tested tips:

• Read the role profile carefully and align your application to the key responsibilities.
• Do your homework on the authority you’re applying to – find out their practice models (Signs of Safety, trauma-informed, restorative practice, etc.).
• Highlight transferrable skills from placements, previous work, or personal life – especially those involving communication, safeguarding, or working with families.
• Use real examples in interviews. Link your answers to your own experiences to show insight and readiness.
• Don’t be afraid to ask questions during interviews and take your time to give considered answers.

If you’re looking for a council that takes NQSW support seriously, Westmorland and Furness Council offers a well-regarded programme through its Children’s Social Work Academy.

Here’s what sets them apart:

• You’re based in your team from day one, learning directly alongside experienced colleagues.
• You get a structured induction covering training, shadowing across services, and reflective supervision.
• You’ll have dedicated support from an ASYE Assessor within your team and additional backing from the Academy team.
• The ASYE programme starts after your first few weeks, giving you time to settle before formal assessments begin.
• There’s a rolling application window, so you can apply when the time is right for you – and even interview before you’re registered with Social Work England, with the option to start as a Child and Family Worker.

Students on placement in Westmorland and Furness also benefit from fast-track interviews and personalised application support – an approach built on real feedback from past NQSWs.

Don’t Forget…

Starting your social work career is a big step – but you’re not expected to do it alone. The right local authority will invest in your development, ease your transition, and give you the tools to thrive. If you’re looking for a council that gets it right from the start, consider what Westmorland and Furness Council has to offer.

If you’re a qualified adult social worker considering agency work, you’ll already know about the core teams within most local authorities – safeguarding/front door, mental health, review and CHC teams, hospital discharge, learning disability, community or neighbourhood teams, and services for older people or those with physical disabilities.

But what you may not realise is that, when you work with the right agency, there’s the potential to access even more diverse and impactful opportunities – including the chance to join one of our specialist teams.

What is a Project Team in Adult Social Care?

These teams are often formed to tackle a specific area of need within a local authority, such as continuing healthcare reviews. These short- to medium-term teams play a vital role in ensuring that service users are receiving the right support, at the right level, and at the right time.

They often sit outside of ‘business as usual’ structures and are commissioned to deliver targeted outcomes within set timeframes. That means work is focused, purposeful, and often more flexible in structure than traditional team settings.

“By working collaboratively and staying focused on key objectives, we were able support the provider and save significant public money – all while preserving a complex care package that truly meets the service user’s needs.”

Why Do Social Workers Enjoy Project Work?

Locum social workers who have worked in specialist teams through Pertemps tell us that they enjoy the ability to concentrate on a particular type of work, without the distraction of an overloaded caseload. There’s a real sense of achievement in seeing measurable progress – whether that’s improving the quality of life for service users, helping local authorities make best use of their resources, or both.

Project roles also tend to offer greater autonomy, clear goals, and supportive management focused on delivery rather than bureaucracy. If you’re a social worker who thrives on getting things done, these environments can be a fantastic fit.

What Skills Do You Need?

We typically place experienced adult social workers into these roles – professionals who are confident in their practice, and comfortable working at pace. A background in reviewing or reassessing packages of care is a plus, but not essential.
You’ll need strong communication skills, an understanding of strengths-based practice, and the ability to produce clear and timely documentation. Project Teams often involve direct liaison with providers and families, so being solution-focused and collaborative is key.

How We Support Our Locums

At Pertemps, we work closely with local authorities to shape and staff these specialist teams. Because of that, we’re often first to know when a new project is launching – and we’re trusted to match them with the right locum professionals.

Our consultants will always take time to understand your preferences and strengths before recommending a project role, and we’ll support you throughout the assignment with regular check-ins, prompt payments, and honest advice.

One of our locum social workers recently said: “Working in a project team has been one of the most rewarding experiences of my locum career. The focus on reviewing care packages meant I could really make a difference — not just ticking boxes, but ensuring people received the right level of support for their needs. The pace was fast, but the expectations were clear, and I felt part of a team that was genuinely driving positive change. It’s been refreshing to work in such a focused and purposeful way.”

Interested in finding out more?

We’re currently working with several local authorities across the UK who are running adult social care project teams. If you’re an experienced locum looking for something a little different – or a permanent social worker curious about trying agency work – we’d love to chat.

Graham Leatham is a Senior Manager at Pertemps Social Care. He can be reached on 07484 513909 or by email: Graham.Leatham@pprsocialcare.co.uk

Occupational therapy is all about helping people overcome the barriers that prevent them from living full, independent and meaningful lives.

Rather than focusing solely on a condition or limitation, occupational therapists (OTs) take a holistic, person-centred approach – considering not just the diagnosis, but the individual behind it. Whether working in hospitals, homes, schools, or communities, occupational therapists play a vital role in supporting health and wellbeing through daily routines, purposeful activity and empowerment.

Why Choose a Career in Occupational Therapy?

A career in occupational therapy is incredibly rewarding. It’s a versatile profession that allows you to make a tangible difference in people’s lives every single day. From supporting someone to relearn everyday tasks after an accident, to helping a person manage their mental health through meaningful activity, no two days are the same.

Occupational therapists work across a wide range of settings, including:

• Adult mental health services
• Community rehabilitation
• Paediatric and special educational needs
• Hospitals and acute care units
• Social care and housing teams
• Palliative and end-of-life services

If you’re looking for a profession that combines science, creativity, empathy and problem-solving, occupational therapy might just be your perfect fit.

Real-Life Pathways into Occupational Therapy

Many occupational therapists describe their decision to enter the profession as a calling – something that aligns deeply with their values and desire to do meaningful work.

For some, it leads to a role in adult mental health, supporting individuals in psychiatric or acute care settings. In these environments, OTs often use everyday activities – like cooking, budgeting, gardening, or creative expression – as both assessment tools and therapeutic interventions.

Others are drawn to working with people facing life-limiting conditions, often in community or palliative care settings. These roles require adaptability, ingenuity and a strengths-based, rights-focused approach. Figuring out how to fit essential equipment into a compact, terraced home or designing personalised routines around someone’s physical abilities can be immensely satisfying for those with a problem-solving mindset.

How We Help Occupational Therapists Build Fulfilling Careers

At Pertemps, we specialise in helping qualified occupational therapists find roles that match their skills, values and ambitions. Whether you’re newly qualified, returning to practice, or looking to specialise, we’re here to support your journey every step of the way.

We offer:

• Access to a wide range of roles across NHS trusts, local authorities, private healthcare providers and charities
• Career advice and support from consultants who understand the sector
• Help with interviews, CVs and compliance
• Opportunities to gain experience in new settings or move into leadership roles

We believe that great occupational therapists deserve to work in environments where they can thrive, and we’re committed to connecting you with roles that are both professionally rewarding and personally meaningful.

Thinking of Becoming an Occupational Therapist?

If you’re considering a career in occupational therapy, it’s worth exploring resources like the Royal College of Occupational Therapists to learn more about the profession.

Don’t underestimate the value of your previous experiences – whatever you’ve done before, like working in retail, hospitality, or care, having people skills and real-world insights can set you apart. They’re worth highlighting in your personal statement and during interviews.