Permanent Social Work at Somerset Council

Information about permanent social work at Somerset Council

Statutory changes for children’s agency social workers

There are significant upcoming changes that will affect children’s agency social workers being implemented by 1 October 2025, including:

  • A regional pay cap across the South West of England. Local Authorities will introduce a maximum hourly rate for Experienced Social Workers, Advanced Social Workers, and Team Managers and remove any additional expenses payments that are currently available.
  • A minimum notice period of four weeks.
  • Restricting movement across the South West – if permanent workers leave their role, they will be unable to work as a children’s agency social worker in the South West region for six months.
  • Children’s agency social workers must have at least three years post-qualifying experience in a permanent role within an English Local Authority children’s service.
  • Local Authorities must obtain and provide detailed practice-based references for all children’s agency social workers, using a national template, requiring at least two references before hiring.
2 young girls hugging

Why choose a permanent social work role in children’s services?

Are you currently an agency social worker in children’s services at Somerset Council, and considering becoming a permanent employee?

Whilst there are benefits to both permanent employment and agency work, being a permanent employee enables you to make a meaningful impact and build trusting professional relationships, as well as providing long-term career progression opportunities, job stability and financial security.

Job security and stability

In a profession as demanding as social work, stability is key. Agency roles can offer flexibility, but they often come with uncertainty. A permanent position with a local authority gives you peace of mind—steady pay, job security, and benefits like paid holidays, sick leave, and pension contributions that agency contracts may not include.

New Government statutory guidance is now in place. It means agencies must follow stricter rules when placing social workers in local authorities—making permanent roles an even more reliable choice.

Competitive pay and benefits

While agency jobs might seem better at first glance, permanent roles in local authorities now offer competitive salaries—plus a whole package of extras that really add up:

  • Market supplements worth thousands
  • Generous local government pension schemes
  • Paid annual leave and public holidays
  • Training and development opportunities, including LA-funded professional qualifications
  • Travel discount and loan schemes
  • Health and wellbeing programmes

The pay gap between agency and permanent roles has narrowed in recent years. And when you factor in long-term financial stability and all these benefits, going permanent is a smart move for many social workers.

A sense of belonging and teamwork

Agency social work jobs can sometimes feel somewhat disconnected. You’re in and out, and it’s harder to build strong relationships with your team.

In a permanent role with a local authority, you become part of a supportive, dedicated team. You’ll get to know your colleagues—and the children and families you work with—over time. That means you’ll see the real impact of your work and feel a stronger sense of belonging.

Many social workers who’ve made the switch say it’s made a big difference to their job satisfaction.

Permanent employment benefits

Although agency social worker roles may offer a higher hourly rate of pay, permanent roles across the Somerset Council offer competitive rates of pay as well as a wide range of additional benefits, including:

  • Annual salary incremental rises
  • Generous paid annual leave plus bank holidays, and parental leave (where eligible)
  • Flexible working opportunities supporting work/life balance
  • Local Government Pension Scheme
  • Training and continuous professional development opportunities
  • A comprehensive Employee Assistance Programme, including wellbeing support and free counselling
  • Full sick pay
  • Retention bonus payments (within eligible teams)