Annual Social Worker 
Workforce Report 2025

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Contents
List of figures 
3
Section 3: Employer support 
23
3.1  Employer support for social work practice  
 23
List of tables 
4
3.2  Employer support with fee payment  
 24
Introduction 5
Section 4: Safety and conduct 
26
4.1  Confidence in employer’s policies and processes 
Summary of findings 
6
for practice and conduct issues  
 26
4.2  Raising concerns with the SWRB  
 27
Section 1A: Workforce composition – 
Demographics 8
Section 5: Standing of the profession 
28
1.1 Age  
 8
5.1  Impact of mandatory registration on profession  
 28
1.2 Gender  
 8
5.2  Impact of media on public trust and confidence in 
1.3 Ethnicity  
 9
profession  
 29
1.4 Disabilities  
 9
1.5 Region  
 10
Section 6: Workforce sustainability 
30
6.1  Most rewarding factors about the social work 
Section 1B: Workforce composition – 
profession  
 30
Qualifications, role, and employer 
12
6.2  Barriers to entering the profession  
 30
1.6  Pathway to registration and qualification level at 
6.3  Challenges affecting own role and practice in the 
registration  
 12
workplace  
 32
1.7  Years since joining the SWRB register  
 12
6.4  Biggest challenges for the social work profession  
 33
1.8  Returning to practice  
 13
6.5  Five-year plan for staying in the workforce  
 34
1.9  Employer type  
 13
6.6  Reason for leaving the profession – overall, and 
1.10  Setting of work  
 14
by employer type  
 35
1.11  Field of practice  
 14
6.7  Likelihood of recommending social work as a 
1.12  Level of experience and responsibility in social 
career  
 36
work practice  
 16
1.13  Current role - rural/urban and primary client group  
 16
Closing comments 
37
1.14  Current role – frontline and full-time equivalent 
(FTE) level  
 17
Appendix 1: Survey sample and data 
1.15  Salary distribution – overall, by employer type, 
representativeness 39
and by ethnicity  
 18
Appendix 2: The SWRB’s role as lead agency 
Section 2: Knowledge and skills development  19
for social worker workforce planning 
43
2.1  Continuing professional development needs  
 19
2.2  Area of development for employer types  
 19
2.3  Perceived barriers to CPD  
 20
2.4  Training to respond to emerging issues  
 21
SWRB Annual Social Worker Workforce Report 2025
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List of figures
Figure 1. Age group distribution 2025 
8
Figure 2. Gender distribution 2025 
8
Figure 3. Ethnicity distribution 2025 
9
Figure 4. Disability experience 2025 
10
Figure 5. Geographic distribution 2025 – Practising social workers per 10,000 population 
11
Figure 6. Years since joining the SWRB Register 2025 
12
Figure 7. Employer type 2025 
13
Figure 8. Main field of practice 2025 
15
Figure 9. Main field of practice 2025 – top four employer types 
15
Figure 10. Level of experience in social work practice 2025 
16
Figure 11. Level of responsibility 2025 
16
Figure 12. Population area of work 2025 
16
Figure 13. Primary client group 2025 
17
Figure 14. Current role frontline/client-facing 2025 
17
Figure 15. Current work status (full-time equivalent level) 2025 
17
Figure 16. Salary distribution 2025 – comparing over time 
18
Figure 17. Salary distribution 2025 – top five employer types 
18
Figure 18. Areas of CPD identified as most helpful 2025 – by top four employer types 
20
Figure 19. Barriers to accessing and completing CPD 2025 – by top four employer type 
21
Figure 20. Training needed to respond to emerging issues 2025 
22
Figure 21. Employer support for social work practice 2025 – by top four employer types 
24
Figure 22. Employer support for registration and PC fees 2025 
24
Figure 23. Employer support for PC fees 2025 – by employer type 
25
Figure 24. Employer support for registration fees 2025 – by employer type 
25
Figure 25. Confidence in employer to deal with serious practice/conduct issues – by employer type 2025 
26
Figure 26. Raising concerns of practice and/or conduct with the SWRB 2025  
27
Figure 27. Belief that profession is more respected since mandatory registration 2025 
28
Figure 28. Beliefs about impact of media on public trust and confidence in social work profession 2025 
29
Figure 29. Barriers to entering or re-entering social work profession 2025 – by top four employer types 
32
Figure 30. Challenges affecting own role and practice in the workplace 2025 
33
Figure 31. Challenges for the social work profession now and in the future 2025 – by top four employer types 
34
Figure 32. Plans to leave social work profession in next five years 2025 
34
Figure 33. Plans to leave social work profession in next 5 years 2025 – by age group 
35
Figure 34. Reason for those who plan to leave the profession in the next five years 2025 
35
Figure 35. Reason for those who plan to leave the profession in the next five years 2025 – by top four employer types 
36
Figure 36. Likelihood of recommending social work as a career 2025 
36
Figure A1. Age distribution: 2025 survey participants compared to practising workforce 2024/25 
39
Figure A2. Ethnicity: 2025 survey participants compared to practising workforce 2024/25 and NZ population (Census 2023) 
40
Figure A3. Geographic distribution: 2025 survey participants compared to practising workforce 2024/25 
41
SWRB Annual Social Worker Workforce Report 2025
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List of tables
Table 1. Gender distribution 2025 
8
Table 2. Ethnicity distribution 2025 
9
Table 3. Geographic distribution 2025 
10
Table 4. Pathway to registration 2025 
12
Table 5. Highest qualification at the time of survey 2025 
12
Table 6. Returning to practice 2025 
13
Table 7. Setting of current role 2025 
14
Table 8. Main field of practice 2025 
14
Table 9. Areas of CPD identified as most helpful 2025 
19
Table 10. Barriers to accessing and completing CPD 2025 
20
Table 11. Employer support for social work practice 2025 
23
Table 12. Employer support for registration and PC fees 2025 
25
Table 13. Belief that profession is more respected since mandatory registration 2025 
28
Table 14. Most rewarding factors about social work profession 2025 
30
Table 15. Barriers to entering or re-entering social work profession 2025 
31
Table 16. Challenges for the social work profession now and in the future 2025 
33
Table 17. Plans to leave social work profession in next 5 years 2025 
35
Table A1. Age distribution: 2025 survey participants compared to practising workforce 2024/25 
39
Table A2. Gender distribution: 2025 survey participants compared to practising workforce 2024/25 
39
Table A3. Ethnicity: 2025 survey participants compared to practising workforce 2024/25 and 2023 Census 
40
Table A4. Geographic distribution: 2025 survey participants compared to practising workforce 2024/25 and NZ population 
(Census 2023) 
40
Table A5. Geographic distribution: social workers per 10,000 population 2025 
41
Table A6. Employer type: 2025 survey participants compared to practising workforce 2024/25 
42
Table A7. Pathway to registration: 2025 survey participants compared to practising workforce 2024/25 
42
SWRB Annual Social Worker Workforce Report 2025
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He ara pūkenga, he ara tauwhiro, hei whakamana mātā waka
The many pathways of knowledge, the many pathways of social work, 
upholding the dignity of al
Introduction
This Annual Social Worker Workforce Report presents data collected from the 2025 Social Worker 
Workforce Survey conducted by the Social Workers Registration Board (SWRB). The purpose of the 
survey is to understand trends for the current practising social worker workforce. Social workers are 
invited to share information about their role, experiences, opinions, and beliefs. The survey enables 
us to build an evidence base to support social worker workforce planning and decision-making. 
All social workers who renewed their annual practising certificates (PCs) from May through to 
July 2025 were invited to participate in the voluntary online survey. Responses were received 
from 4,257 out of a total of 8,066 practising social workers who renewed their PC in that period, 
representing a 53% response rate.
The survey sample closely resembled the demographic profile of practising social workers for 
the 2024/25 financial year (Appendix 1). This gives us high confidence that the results of this 
survey are representative of the broader practising workforce across Aotearoa New Zealand. 
The 2025 survey included six key domains, closely following past surveys:
•  workforce composition
•  learning and skil  development
•  employer support
•  safety and conduct in the social work profession
•  standing of the social work profession
•  workforce sustainability.
Tailoring certain domains each year allows for a deeper understanding of topical issues at 
the time of the survey. It helps the SWRB as a regulator to further our understanding of how 
registration supports public safety and supports our lead agency role for social worker workforce 
planning. Many of the survey questions invited social workers to give feedback or reasons for 
their answer. Verbatim comments are included in relevant sections throughout the report to 
reflect the social worker voice alongside statistical findings.
This report is intended for use by decision makers across the health and social services sector, 
key government departments and policy makers, social work employers, members of the public 
and social workers themselves. The workforce survey dataset is a key part of the evidence base 
used by the SWRB in its lead agency role for social worker workforce planning.1 This role was 
designated by the Cabinet Social Wellbeing Committee in 2020. More information about this role 
can be found in Appendix 2.
1 https://swrb.govt.nz/workforce/workforce-reports/
SWRB Annual Social Worker Workforce Report 2025
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Summary of findings
The social worker workforce is an ageing, experienced, qualified, female-
dominated workforce with high Māori and Pacific peoples representation 
•  Social workers who responded to the survey reflect the overall practising workforce of social 
workers, with a median age of 50 and 48% aged 50 or older.
•  Social work is a predominantly female workforce (85% identify as female, 15% as male, less 
than 1% as another gender or unspecified).
•  A quarter of social workers identify as Māori (24%) and 12% identify as Pacific peoples. 
The ethnicity of survey participants closely matches the practising workforce, with a higher 
proportion identifying as Māori and Pacific peoples compared to the general population. 
•  Most social workers in the survey registered through the New Zealand qualification pathway 
(85%), 12% with an overseas qualification and 3% through the experience pathway: S13.
•  At the time of the survey, 63% of social workers that their highest qualification is a Bachelor’s/
Honours qualification, and 23% have a Master’s qualification. The majority of social workers’ 
highest qualifications are specific to social work.
•  In their current role, the four largest employer types reported by social workers include non-
government organisations (NGOs) (32%), health-based organisations (26%), Oranga Tamariki 
(20%) and iwi-based/kaupapa Māori organisations (7%).
•  The most common fields of practice for social workers in the survey include mental health 
(39%), child/youth/family/whānau support (31%), family violence (27%) and statutory care/
protection (23%).
•  Most social workers report working in frontline/client-facing roles (77%), and a quarter work 
part-time (25%).
•  The highest reported salary category for social workers in 2025 is $100–110,000, and a 
combined total of 47% of social workers report earning more than $100,000 annually. The 
overall salary distribution has continued to increase since survey reporting in 2022. Social 
workers employed in educational institutions (from early childhood through to tertiary 
education) report lower salaries than for other large employers of social workers such as 
NGOs, health and Oranga Tamariki.
Social workers identify a range of areas where they would welcome additional 
knowledge and skills development for their social work practice, and additional 
training to respond to a range of emerging issues
•  Social workers indicated that their highest continuing professional development (CPD) needs 
include managing complexity (45%), social work practice with Māori (42%), and social work 
practice with other ethnic/cultural groups (40%).
•  The main barriers to accessing and completing CPD identified by social workers include a lack 
of protected time (37%) and lack of funding (28%).
•  Social workers employed by health and Oranga Tamariki report more barriers to accessing and 
completing CPD than those employed by NGOs and iwi-based/kaupapa Māori organisations.
•  Social workers identified a range of emerging issues where they need additional training and 
skil s development: use of technology, responding to online child and youth sexual exploitation, 
and supporting people with neurodiversity.
SWRB Annual Social Worker Workforce Report 2025
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SWRB Annual Social Worker Workforce Report 2025
Social workers are supported by their employers in a range of ways, including 
payment of practising certificate fees
•  Social workers report that their employer supports them through providing a supportive team 
environment (68%), protected time for supervision (68%), and relevant training/CPD (63%).
•  Those employed by Oranga Tamariki and in health-based organisations report lower 
employer support across most of the categories surveyed.
•  Almost all social workers report that their employer pays their practising certificate renewal 
fees (93%), and 86% had their registration fees paid in full or in part by their employer.
•  All social workers employed by Oranga Tamariki report that their employer pays their 
practising certificate fees.
Most social workers have confidence in their employer’s policies for dealing with 
social work practice/conduct issues, although there is variation by employer type
•  91% are confident in employer’s policies for practice/conduct issues; confidence varies by 
employer type.
•  96% would raise concerns with the SWRB if not resolved by employer.
•  Barriers to reporting concerns about another social worker include fear of repercussions, lack 
of trust in processes, and a lack of clarity about whether it is their own responsibility or that of 
their employer.
Social workers believe that mandatory registration has resulted in a more respected 
profession, however chal enges with media coverage continue to impact public trust 
and confidence in the profession
•  Two-thirds of social workers believe their profession is more respected since mandatory 
registration (67%, 21% of whom say ‘in part’).
•  81% of social workers believe media coverage has negatively impacted public trust or 
confidence in the social work profession.
Social workers continue to be motivated to make a positive difference and support 
whānau/communities under increasingly complex circumstances, while also 
experiencing high workloads and administrative burden. 
•  Consistent with past surveys, social workers report that the most rewarding factors about 
their work in the social work profession include making a positive difference (86%), supporting 
whānau/communities (83%) and social justice/advocacy (72%).
•  The main barriers to entering or re-entering the social work profession include the complexity 
of social work practice (57%), work–life balance (52%) and salary (34%).
•  Most social workers report high workload/burnout (85%) and/or administrative burden (64%) 
as significant challenges in their own role and practice
•  Social workers identified the biggest challenges for the profession now and in the immediate 
future as being recruitment/retention of social workers (61%), deepening social inequity (53%), 
public perception of social work (51%), and pay parity (48%). Concerns about a reliance on the 
unregulated support workforce are rising, especially in iwi-based organisations.
•  19% of social workers surveyed said they plan to leave the profession in the next five years, 
mainly due to retirement.
•  Despite all of the challenges for this profession, 71% of social workers would recommend social 
work as a career. This is a significant and encouraging finding.
The SWRB wishes to thank all social workers who took part in the 2025 survey. We 
appreciate the time and effort taken by social workers to share their experience 
and support our understanding of their mahi and the workforce as a whole.
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Section 1A: Workforce composition – Demographics
The demographic information provided by survey participants gives a picture of the current 
social worker workforce. This includes age distribution, gender, ethnicity, experience of disability 
and geographic region.
The 2025 survey sample closely resembled the demographic profile of the ‘active’ workforce 
of practising social workers for the 2024/25 financial year, as shown in Appendix 1. This gives 
confidence that the results of this survey are representative of the broader practising workforce 
across Aotearoa New Zealand.
1.1  Age
The average (median) age of survey participants was 50 years old. The age distribution has not 
changed in the past four years of the survey, with the peak age group being 50–59 years (1163 
participants, or 27% of the sample). Both the survey sample and the SRWB’s Register data for 
practising social workers show that 1 in 5 social workers are aged 60 or above. This age profile 
signals that loss to retirement will continue to be an issue for workforce sustainability in the 
coming years. 
Figure 1. Age group distribution 2025
1.2  Gender
The majority of social workers in the survey identified as female (85%). This gender distribution 
is consistent with past results and practising social workers currently registered in Aotearoa 
New Zealand.
Figure 2. Gender distribution 2025
Table 1. Gender distribution 2025
Gender
Number
%
Female
3575
84%
Male
657
15%
Another gender
12
<1%
Unspecified
13
<1%
SWRB Annual Social Worker Workforce Report 2025
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SWRB Annual Social Worker Workforce Report 2025
1.3  Ethnicity
The largest ethnic group identified by workforce survey participants was European (64%), which 
includes NZ European/Pākehā and other European ethnicities. Almost one quarter of participants 
identify as Māori (24%), an increase from 19% in 2022. 12% of social workers identify as Pacific 
peoples, which has also increased from 8% in 2022.
Figure 3. Ethnicity distribution 2025
Participants could select more than one response, so totals exceed the number of survey participants.
The SWRB uses a ‘total ethnicity’ analysis and reporting approach. This allows social workers 
to identify with more than one ethnic group which better recognises and reflects the diversity 
of the workforce. The total ethnicity approach aligns with reporting by Statistics NZ and other 
Government agencies. A social worker may appear more than once across ethnic group 
categories, so totals will add to more than 100% of the sample.
Table 2 shows the 2025 survey and practising workforce distribution by ethnicity compared to the 
most recent census of the NZ population (2023).2 This comparison shows that the 2025 workforce 
survey population and practising social worker workforce continue to have a higher proportion 
of Māori and Pacific peoples than the general population. 
Table 2. Ethnicity distribution 2025
Ethnic group
2025 survey 2025 practising workforce 2023 Census
Māori
24%
25%
18%
Pacific peoples
12%
12%
9%
Total European (incl. NZ European/
Pākehā/other European)
64%
63%
68%
Asian
9%
10%
17%
Middle Eastern/Latin American/African
3%
3%
2%
Other ethnicity
2%
1%
1%
1.4  Disabilities
The SWRB has been asking social workers about disability since 2023. This helps build an 
understanding of how the workforce reflects the general population, and how those with 
specific needs might be better supported. 
In the 2025 survey, 4% of survey participants indicated that they have a permanent disability 
or long-term condition that affects their ability to carry out everyday activities (figure 4). This 
corresponds to a total of 153 participants and has increased from 2% reporting a permanent 
disability or long-term condition when it was first reported in the 2023 survey.
2  https://www.stats.govt.nz/information-releases/2023-census-population-counts-by-ethnic-group-age-and-maori-
descent-and-dwelling-counts/
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SWRB Annual Social Worker Workforce Report 2025
Figure 4. Disability experience 2025
1.5  Region
The geographic distribution of survey participants is shown in table 3. As shown in Appendix 1, 
these closely align with the geographic distribution of all practising social workers on the Register 
in the 2023/24 period. The geographic distribution of social workers in the survey sample closely 
aligns with the NZ population, except for Auckland which has a lower proportion in the survey 
sample.3
Please note, this geographic distribution is based on social workers’ residential addresses as 
recorded in the Register. This may not always reflect the full coverage of area(s) where social 
workers work.
Table 3. Geographic distribution 2025
Region
Number (2025)
% (2025)
% (NZ population)
Northland
203
5%
4%
Auckland
1231
29%
33%
Waikato
347
8%
10%
Bay of Plenty
349
8%
7%
Gisborne
65
2%
1%
Hawkes Bay
171
4%
4%
Taranaki
97
2%
3%
Manawatū-Wanganui
247
6%
5%
Wellington
437
10%
10%
Tasman
28
1%
1%
Nelson
87
2%
1%
Marlborough
37
1%
1%
West Coast
37
1%
1%
Canterbury
643
15%
13%
Otago
188
4%
5%
Southland
88
2%
2%
Unspecified/international
2
<1%
n/a
Total
4257
Figure 5 shows the geographic distribution of practising social workers in New Zealand, 
using a calculation of practising social workers per 10,000 population. This highlights 
the regions where there is a higher number of social workers per capita (Nelson, Gisborne, 
Northland and Hawke’s Bay) and areas where there are a lower number of social workers 
per capita (Tasman, Marlborough and Waikato).
3  https://www.stats.govt.nz/information-releases/2023-census-population-counts-by-ethnic-group-age-and-maori-
descent-and-dwelling-counts/
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SWRB Annual Social Worker Workforce Report 2025
Figure 5. Geographic distribution 2025 – Practising social workers per 10,000 population
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Section 1B: Workforce composition – Qualifications, role, and employer
This section describes the composition of the social work workforce by registration pathway, 
and time since registration. It includes information about social workers’ current roles and 
employment situations, their primary client group and field of practice.
1.6  Pathway to registration and qualification level at registration
Most social workers who participated in the survey registered through the New Zealand social 
work qualification pathway (85%). 12% registered through the overseas social work qualification 
pathway. 3% of survey participants gained registration through the experience pathway: S13. 
The proportions match those of the ful  practising workforce (see table A7 in Appendix 1).
Table 4. Pathway to registration 2025
Registration pathway
Number
% 
NZ social work qualification
3634
85%
Experience pathway: S13
115
3%
Overseas social work qualification
499
12%
Australian social work qualification
9
<1%
In 2025, social workers were asked about their highest qualification at the time of the survey, 
and whether that qualification was specific to social work. Table 5 shows that 63% of all survey 
participants had a Bachelor’s/Honours (level 7–8) qualification at the time of the survey, and an 
additional 23% had a Master’s (level 9) qualification. 1% reported a doctorate/PhD as their highest 
qualification. For almost all social workers, their highest qualification was specific to social work.
Table 5. Highest qualification at the time of survey 2025
Tertiary qualification level
Number
%
% of qualifications in social work 
Secondary school (Bursary or NCEA)
5 <1%
-
Certificate or Diploma (levels 3-6)
287
8%
92%
Bachelor’s degree/Honours (levels 7-8)
2297 63%
94%
Master’s degree (level 9)
823 23%
89%
Doctorate/PhD (level 10)
53
1%
79%
Other (specify)
131
4%
-
Don’t know/prefer not to say
27
1%
-
1.7  Years since joining the SWRB register
More than half of survey participants have been registered with the SWRB for six or more years 
(58%). The remainder (42%) have been registered for five years or fewer. Of those who registered 
within the last five years, a significant number registered when it became mandatory in February 
2021. They may have been practising for some time beforehand.
Figure 6. Years since joining the SWRB Register 2025
SWRB Annual Social Worker Workforce Report 2025
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SWRB Annual Social Worker Workforce Report 2025
1.8  Returning to practice
A new survey item was added in 2025 asking whether the social worker was returning to practice 
for the 2025/26 year, or if they were continuing to practice from 2024/25. Almost all of those who 
participated in the survey (99%) were practising in the previous year, 2024/25.
Table 6. Returning to practice 2025
Returning to practice
Number
%
No – was practising in 2024/25
4052
99%
Yes – returning after 1-3 years not working as a social worker
28
1%
Yes – returning after 4-10 years
6
<1%
Yes – returning after more than 10 years
13
<1%
1.9  Employer type
In 2025, almost a third of survey participants reported that they work for an NGO (32%), slightly 
higher than the full practising workforce (29%). Just over a quarter of survey participants report 
that they are employed in health (Te Whatu Ora/DHB/PHOs, 26%), and 20% report that they are 
employed by Oranga Tamariki. 7% of participants reported that they work for an iwi-based/
kaupapa Māori organisation. Table A6 in Appendix 1 compares the distribution of survey 
participants by employer type with the full practising Register of social workers.
The proportion of survey respondents reporting that they work for Oranga Tamariki has 
dropped since 2022, when nearly 35% of survey participants reported that they worked for 
Oranga Tamariki, to 20% in 2025.
Figure 7. Employer type 2025
In reporting by employer type, the SWRB acknowledges the ‘real world’ overlap between 
employer categories. Many employer types (particularly those delivering community-based, 
iwi-based and services for Pacific peoples) often deliver both social and health services. 
For the purposes of this analysis, employers are reported as a single category which means 
a social worker’s place of employment is assigned to a single category which is the best fit, 
for example NGO or health/hauora.
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SWRB Annual Social Worker Workforce Report 2025
1.10  Setting of work
Social workers were asked specifically about the setting for the majority of their current role. 
There is close alignment with results by employer type above, as seen in the highest category of 
social workers who report working in community-based/NGO settings (29%). 16% of participants 
report working in hospital-based settings, and 7% work in iwi-based/kaupapa Māori health and/
or social service settings, regional offices or residential sites. 4% of participants report working 
from home or remotely. The findings for work settings closely resemble what has been reported 
by social workers in previous years.
Table 7. Setting of current role 2025
Setting
Number
%
Community-based/NGO
1193
29%
Hospital-based
641
16%
Kaupapa Māori/iwi-based health and/or social services
303
7%
Regional office
296
7%
Residential site
281
7%
Primary health organisation
247
6%
Work from home/remotely
180
4%
ECE/primary/secondary school 
122
3%
Tertiary education academic/educator
98
2%
Head/national office
80
2%
Pacific health and/or social services
69
2%
Tertiary education student well-being
36
1%
Other setting
519
13%
In conducting this analysis, we acknowledge that social work roles often span different settings 
and employer types – for example, a social worker may be employed by an NGO such as the 
Salvation Army, but their day-to-day work is in hospital-based services. 
1.11  Field of practice
Survey participants were asked to indicate the fields of practice that they mainly work in and 
were invited to select up to three. Over a third of participants mainly work in mental health (39%), 
and a similar proportion in child, youth and whānau/family support work (31%). Over a quarter 
report that their main field of practice is whanau/family violence (27%), which has increased 
since 2024 (19%). Close to a quarter of social workers reporting that their main field of practice 
is statutory care and protection (23%), a decrease from 28% in 2024.
Table 8. Main field of practice 2025
Field of practice
Number (2025)
% (2025)
% (2024)
Mental health
1653
39%
36%
Child, youth and whānau/family support work
1336
31%
25%
Whānau/family violence
1160
27%
19%
Statutory care and protection
995
23%
28%
Physical health
705
17%
18%
Addictions
677
16%
10%
Professional supervision
619
15%
9%
Disability
401
9%
12%
Community housing and homelessness services
373
9%
6%
Criminal justice (including youth justice)
351
8%
7%
Aged care
329
8%
6%
Community development work
305
7%
5%
Social work education and research 
286
7%
4%
Social work policy/advice
217
5%
4%
Emergency response
186
4%
3%
Migrant support
114
3%
2%
Other field(s)
364
9%
7%
Participants could select more than one response, so totals exceed the number of survey participants.
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SWRB Annual Social Worker Workforce Report 2025
Figure 8. Main field of practice 2025
Figure 9 shows the responses for social workers employed by the four largest employer types 
(NGO, health, Oranga Tamariki and iwi-based/kaupapa Māori organisations), and their 
reported main field(s) of practice. This shows that over 80% of social workers employed by 
Oranga Tamariki work mainly in statutory care, and over 60% of those employed in health 
work in mental health. Compared to the other two employer types, a higher proportion of 
social workers employed in NGOs and iwi-based/kaupapa Māori organisations report that 
their main field of practice is child, youth and whanau/family support work.
Figure 9. Main field of practice 2025 – top four employer types
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SWRB Annual Social Worker Workforce Report 2025
1.12  Level of experience and responsibility in social work practice
Social workers were asked which category best described their level of experience in social 
work practice. One in ten described themselves as ‘beginning practitioners’ with 1 to 3 years of 
experience (11%). Close to half described themselves as ‘experienced’ (45%), and a third ‘advanced’ 
(34%). The remaining 8% described themselves as ‘developing’. While the response categories for 
this survey question changed slightly between 2023 and 2025, the proportion of social workers 
who described themselves as ‘beginning practitioners’ has remained the same since 2023.
Figure 10. Level of experience in social work practice 2025
Social workers were asked about their level of responsibility at the time of the survey. 
Over a third indicated that they don’t have additional responsibilities over and above their 
own caseload (39%). Of those who did note additional responsibilities, 18% are supervisors, 12% 
report also being student supervisors, and 11% have team leader or line manager responsibilities.
Figure 11. Level of responsibility 2025
1.13  Current role - rural/urban and primary client group
Most social workers reported working in urban (43%) or suburban areas (36%). One in ten 
reported working in rural areas (11%) and across the whole country (10%).
Figure 12. Population area of work 2025
This distribution has not changed since 2022, highlighting a continued risk of a lower rural 
workforce (10%) compared to the New Zealand population who live in rural areas (19%).4
4  https://www.health.govt.nz/system/files/2023-07/rural-health-strategy-oct23-v2.pdf
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SWRB Annual Social Worker Workforce Report 2025
When asked about their primary client group or focus of their practice, the most common 
groups were adults aged 18 and over (33%) and whānau/families (25%). A third of participants 
report that their primary client group is tamariki/children or rangatahi/young people (20% and 
12%, respectively). The distribution across primary client groups has not changed in the past 
three years of this survey.
Figure 13. Primary client group 2025
1.14  Current role – frontline and ful -time equivalent (FTE) level
Social workers were asked if their current role was frontline/client-facing. The majority said yes 
(77%). Those who are not frontline tend to be in professional advisor or team/clinical lead positions.
Figure 14. Current role frontline/client-facing 2025
In 2025, social workers were asked to indicate the FTE level of their current role. Two-thirds (66%) 
said that they work 0.9 or 1 FTE (considered full-time, or more than 30 hours a week, shown with 
a dashed line on the chart below), and a combined total of 25% of participants work part-time, 
or between 0.1 to 0.8 FTE. 9% answered other, or that they would prefer not to say.
The increasing trend towards part-time work continues. In the past few years this has grown 
from 12% who reported working part-time in 2022, to 20% in 2023 and 25% in 2024 and 2025.
Figure 15. Current work status (full-time equivalent level) 2025
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SWRB Annual Social Worker Workforce Report 2025
1.15  Salary distribution – overal , by employer type, and by ethnicity
The most common salary category selected by survey participants was $100,001 – 110,000 
annually (26%). A combined total of 47% of social workers in the survey reported earning more 
than $100,000 annually, up from 43% in 2024. As shown in Figure 16, there is clear trend for 
increasing salary distribution over the past four years that this survey has been conducted. 
It should be noted that participants were asked to report their full-time equivalent (FTE) salary 
when answering this survey question.
Figure 16. Salary distribution 2025 – comparing over time
There has been a noticeable shift in the distribution of salaries by employer type since past 
workforce surveys. Up until 2024, social workers employed by Oranga Tamariki reported a 
significantly higher ‘peak’ in salary distribution than other employer types. However, in 2024 and 
2025, social workers employed by health and NGOs have moved up in salary to match the peak 
of Oranga Tamariki at $100,001–$110,000 (Figure 17). 
Social workers employed by iwi-based/kaupapa Māori organisations also show a positive 
shift in salary distribution, from a peak of $80,001–90,000 in 2024 to $100,001–110,00 in 2025. 
Social workers employed in education (including early childhood, primary, secondary and 
tertiary education) report a salary distribution that remains lower than other employer types.
Figure 17. Salary distribution 2025 – top five employer types
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Section 2: Knowledge and skil s development
This section includes survey results about social workers’ knowledge and skil  development, 
to better understand areas where social workers need additional support and continuing 
professional development (CPD). It is not the SWRB’s role to deliver CPD for social workers. 
However, it is important to support and understand the needs of the workforce as part of 
the SWRB’s guidance for professional standards and regulatory expectations.
2.1  Continuing professional development needs
Survey participants were asked which CPD areas would be most helpful for furthering their 
knowledge and skills development. They were able to select as many options as applied to them. 
For the first time, social workers identified skills for managing complexity as the highest reported 
category for CPD needs (45%), followed by social work practice with Māori (42%) and with other 
ethnic and cultural groups (40%).
Table 9. Areas of CPD identified as most helpful 2025
CPD area
Number
%
Skills for managing complexity
1900
45%
Social work practice with Māori
1772
42%
Social work practice with other ethnic and cultural groups
1714
40%
Legislation and policies affecting social work practice
1703
40%
Ethical practice/dilemmas
1413
33%
Skills for conflict management
1358
32%
Working with whānau living with addiction and substance misuse
1321
31%
Professional supervisor training
1255
29%
Working with whānau who have experienced family harm
1132
27%
Critical thinking
1130
27%
Decolonisation and te Tiriti o Waitangi
1034
24%
Use of technology
830
19%
Quality improvement and project work
819
19%
Report writing
785
18%
Professional boundaries
751
18%
Supporting students on field placements
727
17%
Case management
692
16%
Working in partnerships
652
15%
Activity reporting and use of data
572
13%
Other CPD
135
3%
Participants could select more than one response, so totals exceed the number of survey participants.
2.2  Area of development for employer types
Figure 18 shows the areas of CPD identified by social workers across the four largest employer 
types (NGOs; health; Oranga Tamariki; iwi-based/kaupapa Māori organisations). In most areas 
of CPD, levels of reporting are similar. However, social workers employed by Oranga Tamariki 
indicated higher levels of interest in CPD relating to legislation and policies affecting social work 
practice, and critical thinking. 
As also seen in 2023 and 2024, social workers employed by iwi-based organisations indicated 
higher levels of interest and need for almost all types of CPD compared to social workers from 
other employer types.
SWRB Annual Social Worker Workforce Report 2025
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SWRB Annual Social Worker Workforce Report 2025
Figure 18. Areas of CPD identified as most helpful 2025 – by top four employer types
2.3  Perceived barriers to CPD
In 2025, a new survey question was added to ask social workers if they experience significant 
barriers to accessing and completing CPD. Over a third of social workers reported that a lack 
of protected time is a barrier to accessing and completing CPD and training (37%), and over 
a quarter experience a lack of funding as a barrier (28%).
Table 10. Barriers to accessing and completing CPD 2025
Barriers to CPD
Number*
%*
Lack of protected time for CPD and training
1563
37%
Lack of funding
1182
28%
Specific CPD/training topics aren’t available
731
17%
Unable to access CPD (geographic)
192
5%
Unable to access CPD (technology barriers)
85
2%
Other barriers
116
3%
Participants could select more than one response, so totals exceed the number of survey participants.
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SWRB Annual Social Worker Workforce Report 2025
When analysed across the top four employer types (figure 19), a much higher proportion of 
social workers employed in health and by Oranga Tamariki reported a lack of protected time 
for CPD and training (45% and 50%, respectively), compared to those employed by NGOs and 
iwi-based/kaupapa Māori organisations. The remaining barriers were relatively even across 
the four employer types.
Figure 19. Barriers to accessing and completing CPD 2025 – by top four employer type
Other barriers to accessing and completing CPD identified by social workers expanded on 
themes in the list of barriers, and include:
•  time constraints (specifically, a lack of time due to high caseloads, staffing shortages, 
and competing priorities)
•  financial limitations (high cost of training and public sector funding cuts affecting CPD 
opportunities)
•  availability of training for advanced or specialised roles 
•  organisational barriers such as inability to release staff for training, and a lack of support 
from management for CPD in general.
High demand from daily clinical work… makes it difficult to reserve time to attend extra training.
High cost of training - workplace gives us limited $$ and expect us to do free trainings, but those 
not always relevant.
2.4  Training to respond to emerging issues
A further new question for 2025 was whether social workers felt equipped to deal with a 
range of emerging issues for social work practice. The issues they were asked about have 
been identified by social workers in past workforce surveys, and through feedback from 
employers, as critical to delivering quality services. The effective use of technology and AI 
tools was the highest selected category, with 71% of social workers saying they need training 
in this area (47% basic, 24% extensive training). Social workers employed by Oranga Tamariki 
reported higher levels of need for training in emerging issues relating to children and 
young people (namely online sexual exploitation and trafficking and labour exploitation).
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SWRB Annual Social Worker Workforce Report 2025
Figure 20. Training needed to respond to emerging issues 2025
Other emerging issues identified by social workers as areas where they need training include:
•  Mental health and addictions services: responding to increasing complexity in cases, noting 
a growing need for skills in trauma-informed practice and advanced skills specific to mental 
health and addictions field of practice.
•  Social and economic pressures: crisis response training to support homelessness, financial 
hardship and housing insecurity. Social workers noted cost of living impacts leading to 
increased stress and service demand, whilst funding cuts constrained community services 
availability including access to emergency housing. 
•  Cultural and equity challenges: skills to support refugee and migrant communities, an ageing 
population, and neurodiverse individuals. Overall equity gaps for certain ethnic groups and 
responding to racism and unconscious bias in practice.
•  Family violence/sexual violence and safety: Social workers note rising demand for prevention 
and intervention services and the need for specialist skills, including safety training and 
conflict resolution skil s for frontline workers facing aggression.
•  Use of technology: a growing interest in the ethical use of artificial intelligence (AI) in social 
work practice. Social workers noted minimal knowledge and training. They also noted the 
increased role of social media and harmful online behaviours impacting mental health, 
as well as technology misuse and abuse.
•  System-level and policy issues: developing advocacy skil s to achieve more equitable 
outcomes for certain population groups and improved service delivery, such as reduced 
waitlists for referrals.
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Section 3: Employer support
This section describes results from survey questions about the support provided to social workers 
by their employers, for their social work practice, and financial support for the payment of 
registration and practising certificate renewal fees.
3.1  Employer support for social work practice
The most common forms of employer support for social work practice are a supportive team 
environment (68%), enabling professional supervision through protected time (68%), and with 
relevant training and skills development (63%).
It is important to note that both reflective professional supervision and CPD are a mandatory 
requirement for a registered social work professional, and therefore an obligation for 
employers to meet.
Response categories changed from 2024 to 2025 to better reflect what we were hearing from 
social workers responding to the survey, and the different types of support received from 
employers. This has affected our ability to compare to results from previous years; however, 
our reporting can now distinguish between financial support and protected time as forms of 
employer support for social work practice.
Table 11. Employer support for social work practice 2025
Employer support
Number
%
Supportive team environment
2464
68%
Enables professional supervision (protected time)
2452
68%
Relevant training and skills development, including CPD and 
understanding your obligations as a registered social worker
2283
63%
Funds professional supervision
1940
54%
Caseload management
1584
44%
Funds cultural supervision
1057
29%
Enables cultural supervision (protected time)
776
22%
Assistive equipment (disability-related)
226
6%
Other employer support
73
2%
None of the above
113
3%
Participants could select more than one response, so totals exceed the number of survey participants.
Across the top four employer types, survey participants from Oranga Tamariki and health reported 
lower levels of employer support across almost all the categories (figure 21). This is consistent with 
what was reported in 2024.
SWRB Annual Social Worker Workforce Report 2025
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SWRB Annual Social Worker Workforce Report 2025
Figure 21. Employer support for social work practice 2025 – by top four employer types
3.2  Employer support with fee payment
Registration with the SWRB requires payment of registration application fee(s). Practising social 
workers must also have a valid practising certificate (PC) which is renewed annually. The survey 
asked social workers if their employer pays these fees in full, in part, or not at all, and whether the 
employers pay the SWRB directly or reimburse the social worker. 
More than eight in ten participants reported that their employer paid their registration fees 
in full or in part (86%), and 93% reported that their employer pays their PC renewal fees in full 
or in part. This is consistent with 2024 results. The two years prior showed an increase in 
employers paying the full cost of PCs (90–91% in 2024 compared to 83% in 2022).
Figure 22. Employer support for registration and PC fees 2025
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SWRB Annual Social Worker Workforce Report 2025
Table 12. Employer support for registration and PC fees 2025
Fees paid by employer
2025 survey
2024 survey
Registration fee PC renewal fee Registration fees
PC renewal fees
Fees paid in full
83%
91%
83%
91%
Fees paid in part
3%
2%
3%
2%
Employer did not pay fees
14%
7%
15%
7%
Almost all social workers employed by the four largest employer types report that their employer 
pays the PC fees (96% to 100%; figure 23), and this is stable from 2024. All social workers employed 
by Oranga Tamariki reported that their practising certificate fees were paid in full by their employer.
Figure 23. Employer support for PC fees 2025 – by employer type
While social workers may apply for and gain registration with the SWRB before they become 
employed as a social worker, it is still useful to report on employer payment of registration fees 
over time, and by employer type. The majority of social workers report that their employer pays 
their registration fees, and this is consistent across the larger employer types.
Figure 24. Employer support for registration fees 2025 – by employer type
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Section 4: Safety and conduct
A focus for the workforce survey in the past two years has been on safety and conduct for 
social workers. Specifically, social workers were asked about their confidence in their employer’s 
policies and processes for dealing with serious issues with a social worker’s practice and/or 
conduct, and whether they would report practice and conduct issues to the SWRB. 
4.1  Confidence in employer’s policies and processes for practice and conduct issues
91% of participants were confident that their employer has adequate policies and procedures 
in place to deal with serious issues with a social worker’s practice and/or conduct appropriately 
and safely (dashed line in figure 25). 
There was some variation by employer type, as shown in figure 25 (descending order of size 
of the employer type). Social workers employed by NGOs, iwi-based/kaupapa Māori organisations 
and Pacific organisations have the highest level of confidence in their employer’s policies and 
processes. Social workers employed by Oranga Tamariki, educational institutions and other 
government agencies had lower levels of confidence in their employer’s policies and processes 
to deal with serious practice and/or conduct.
Figure 25. Confidence in employer to deal with serious practice/conduct issues – by employer type 2025
For the small number of social workers (9%) who did not feel confident in their employer’s ability 
to deal with serious practice or conduct issues, many felt that their employer was not aware of 
the specific requirements for the social work profession. Respondents’ comments included that 
existing policies are either inadequate, not specific to social work, or not consistently followed, 
or that they had past experience in raising practice or conduct issues that was not addressed by 
their employer. Additional y, concerns were raised about their employer’s poor understanding of 
social work. This was noted particularly for employers with diverse professional workforces such 
as health or education. 
Notable concerns include lack of formal training and inconsistent or avoidant approaches 
to addressing conduct or practice issues. Responses indicate there is a recurring perception 
that unsafe practice, bul ying, and misconduct are frequently ignored or inadequately resolved. 
Processes relating to people and culture (human resources/HR) were also referenced as 
being slow, complex, and a barrier to managing poor performance or misconduct, resulting 
in prolonged unresolved issues.
SWRB Annual Social Worker Workforce Report 2025
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SWRB Annual Social Worker Workforce Report 2025
4.2  Raising concerns with the SWRB
Almost all participants (96%) say they would raise concerns about another social worker’s practice 
and/or conduct with the SWRB (where it was not possible to resolve the issue with the employer).
Figure 26. Raising concerns of practice and/or conduct with the SWRB 2025 
For the small number of participants who would not raise concerns with the SWRB, their reasons 
often centred around not feeling safe to do so for fear of repercussions, including retaliation and 
bullying. Some referred to an unsafe workplace culture or the possibility of negative impacts 
on their own career. The comments reflect workplaces where raising concerns is perceived as 
risky for ‘whistleblowers’. Others expressed a lack of trust in both internal and external reporting 
mechanisms, and that their concerns would be handled in a confidential way. 
There is a perception that it is the employer’s responsibility to address concerns first, and that 
reporting to the SWRB should be a last resort. Many social workers shared that they do not  
feel safe to speak up without negative impacts on their working relationship with colleagues 
and their employer. 
These themes have continued strongly from previous years. Respondents frequently mention 
that processes for raising and resolving concerns are unclear, inconsistent, or ineffective. 
There is confusion about what steps to take, and by whom. A small number of social workers 
were not aware that raising concerns with the SWRB was an option available to them.
I did not see this as an option previously, as a new practitioner you look to guidance from 
clinical leads and service managers to facilitate disciplinary or auditing processes. If anything 
was to arise again and not go addressed, I now know I can [report it to the SWRB].
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Section 5: Standing of the profession
This section explores social workers’ views on how mandatory registration and media coverage 
have impacted the respect, trust and confidence in their profession. 
5.1  Impact of mandatory registration on profession
Mandatory registration for social workers in New Zealand came into effect in February 2021. 
In the years since, the SWRB’s workforce survey has asked social workers if they think the 
profession is more respected now that all social workers must be registered. Close to half of 
those who answered this question said that they thought the profession is more respected (46%), 
and a further fifth said it was ‘in part’ (21%). 
The proportion of social workers who do not think the profession is more respected since 
mandatory registration (18%) continues to be lower in 2025. By comparison this figure in the 
2022 survey soon after registration became mandatory was 30%. This change signals a shift 
in understanding of the benefit of registration as a profession. 
In response to the question about the effect of mandatory registration on respect for the 
profession, many referenced client/public safety and the increase in accountability for safe 
and effective practice. Respondents noted that registration upholds the integrity and mana 
of the profession, as well as protecting the mana of clients.
Figure 27. Belief that profession is more respected since mandatory registration 2025
Table 13. Belief that profession is more respected since mandatory registration 2025
Profession is more respected since mandatory registration
Number (2025) % (2025)
% (2024)
Yes
1853
46%
49%
In part
851
21%
33%
No
741
18%
17%
Don’t know/prefer not to say
627
15%
I don’t necessarily think it changes public perception especial y due to what media put out 
about the social work profession. I think this has the biggest impact on whether the profession 
is respected. Unfortunately, I also still regularly hear of workers being described or label ed as 
‘social workers’ when they are untrained and not registered.
Social workers registration has definitely introduced a mindset of professionalism and sense of 
urgency regarding accountability throughout the mahi.
SWRB Annual Social Worker Workforce Report 2025
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SWRB Annual Social Worker Workforce Report 2025
Figure 28. Beliefs about impact of media on public trust and confidence in social work profession 2025
5.2  Impact of media on public trust and confidence in profession
Survey participants were asked about the impact that media coverage relating to social 
work has had on public trust and confidence in the social work profession. Around eight in ten 
participants thought it had a negative impact (22% extremely; 59% somewhat negative), and 
this matches what was seen in the past two years of survey results.
While those who understand social workers roles have more respect for those practising, others 
without understanding and media continue to undermine or devalue the role.
I think that media continues to taint the social work profession. Quite often when I tell people 
what I do, I get a funny look. It is not until I share success stories that friends and family 
understand that it is a valuable role. It can be difficult to perform a role if your community 
doesn’t understand the impact of your work.
29

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Section 6: Workforce sustainability
This section explores factors related to the sustainability of the social worker workforce. 
Social workers were invited to share what they find most rewarding about social work as a 
profession, barriers to entering or re-entering the social work profession, challenges they face 
in their current role, and what they believe are the greatest challenges for the profession now 
and in the immediate future. The survey included questions about social workers’ plans for the next 
five years, and whether they plan to leave the social worker workforce. Lastly, this section reports 
on whether social workers would recommend social work as a career, which is a useful indicator 
of job satisfaction and workforce sustainability. 
6.1  Most rewarding factors about the social work profession
The three most selected factors identified as being most rewarding about the social work 
profession were: making a positive difference to people’s lives (86%); serving/working with/
supporting whānau and community (83%); and contributing to social justice, advocacy and 
social welfare (72%). Two questions from past surveys were combined for efficiency into this 
new question, as there were two similar questions about reasons for entering and reasons for 
staying in the profession. This does affect our ability to compare to findings from previous years.
Table 14. Most rewarding factors about social work profession 2025
Reason
Number
%
Making a positive difference to people’s lives
3678
86%
Serving/working with/supporting whānau and my community
3516
83%
Contributing to social justice, advocacy, and social welfare
3078
72%
Positive client relationships
2824
66%
Varied nature of the role
2543
60%
Continuous professional development/learning opportunities
2115
50%
Being part of a registered profession
2111
50%
Using my own personal/lived experience to help others
1980
47%
Positive working environment
1923
45%
A known need for social workers
1636
38%
Career opportunities 
1449
34%
Flexible working arrangements
1285
30%
Salary
1217
29%
Other factor(s)
37
1%
Participants could select more than one response, so totals exceed the number of survey participants.
I love this work. I spent my twenties in dead end jobs before final y studying. I feel as though I 
was born to do this
Seeing whānau strengthen and gain their wings of independence.
6.2  Barriers to entering the profession
In 2025, this survey question was revised slightly to better reflect what we were hearing 
from social workers in past surveys. A single category about the ‘complexity of social work 
practice’ was separated out into two categories to allow for a better understanding of specific 
components of social work practice. The most commonly cited barriers to entering or re-entering 
the social work profession were the complexity of clients/cases, personal stress and emotional toll 
SWRB Annual Social Worker Workforce Report 2025
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SWRB Annual Social Worker Workforce Report 2025
of social work (48%) and balancing work and personal life (48%). The proportion indicating that 
balancing work and personal life is a barrier remains higher than previous years (up from 38% 
in 2022 to 48% this year).
The proportion who indicated salary is a barrier to entering or re-entering the profession (41%) 
has increased from 34% in 2024, as has the public perception of social work (41%, up from 31% 
in 2024). Those who reported other barriers to entering or re-entering the profession (4%) noted 
the increased cost of registration and PCs, and a lack of consistent and sustainable funding for 
services, among other barriers.
Table 15. Barriers to entering or re-entering social work profession 2025
Barriers to entering or re-entering profession
2025 survey
2024 
2023
Number
%
%
%
Complexity of clients/cases, personal stress and 
emotional toll of the work†
1720
48%
n/a
n/a
Balancing work and personal life
1718
48%
52%
41%
Salary
1490
41%
34%
42%
Public perception of social work
1466
41%
31%
35%
Complexity in navigating systems/structural complexity 
(organisational, administrative, financial)*
1029
29%
n/a
n/a
Lack of career progression
1002
28%
20%
23%
Hours of work
984
27%
21%
19%
Concerns about meeting fit and proper requirements 
(such as having previous convictions)
511
14%
5%
11%
Concerns about meeting other entry requirements 
(such as for overseas-qualified social workers)
388
11%
5%
7%
Other barrier(s)
127
4%
4%
3%
I do not see any barriers
419
12%
n/a
n/a
*Category was updated in 2025 to better reflect what we were hearing from social workers about the different types of 
complexity (change from single category about complexity of social work practice to two questions: about complexity 
of client/cases, and about complexity of systems)
Participants could select more than one response, so totals exceed the number of survey participants.
Under resourcing within my workplace for an additional social worker, unrealistic expectations 
for case management given the complexity of the clients.
Already the impact of reduced funding is being seen in increased reports of concern, increased 
numbers of children experiencing poverty and reduction in child wel being.
No caseload protections, and often caseloads are too high, leading to professional burnout 
and some of the other options selected above. [The] caseloads are often not reflected in salary, 
even with the pay equity agreement.
Other barriers cited by participants include:
•  personal barriers specific to social work, often referencing the complexity of social work and 
balancing work and personal life, including high caseloads and workload leading to burnout, 
and vicarious trauma and ethical challenges in practice
•  system-level barriers including public sector cuts to funding and services affecting social work
•  financial barriers including pay equity issues compared to other professions, and the cost of 
study and ongoing training, compounded by unpaid placements and limited financial support 
for ākonga/students. The cost of registration, PCs, and association fees were also mentioned.
31

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SWRB Annual Social Worker Workforce Report 2025
More social workers employed by Oranga Tamariki identified balancing work and personal life 
and hours of work as barriers to entering or re-entering the social work profession. However, 
fewer social workers employed by Oranga Tamariki said that salary was a barrier to the social 
work profession. This is likely to relate to past findings where social workers employed by Oranga 
Tamariki earned higher salaries than social workers from other large employers up until 2024. 
A lack of career progression was seen as a barrier for more social workers employed in health/
hauora compared to the other top four employer types. All of these trends by employer type are 
the same as has been reported from this survey over the past three years.
6.3  Chal enges affecting own role and practice in the workplace
In 2025, a new question was added to the survey asking social workers to rate the impact of 
specific challenges on their roles and social work practice. The challenges were based on what 
had been identified by social workers in past surveys. 
The challenge identified by most social workers as affecting them ‘somewhat’, ‘a lot’ or ‘enough 
to make me want to leave the profession’ was high workload/burnout (a total of 85% affected 
in some way). The next most cited challenge was an imbalance of administrative duties and 
contact time with clients (64% affected in some way).
Figure 29. Barriers to entering or re-entering social work profession 2025 – by top four employer types
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SWRB Annual Social Worker Workforce Report 2025
Figure 30. Challenges affecting own role and practice in the workplace 2025
6.4  Biggest chal enges for the social work profession
Social workers were asked what they think the biggest challenges for the social work profession are 
now, and in the immediate future. As seen since 2022, the biggest challenge is the recruitment and 
retention of social workers (61%). The deepening of social inequity was the next highest challenge 
noted by social workers (53%), which has increased since 2024 (44%). The public perception of 
social workers as a challenge for the profession has also increased to 51%, from 42% in 2024. 
While pay parity was seen as less of a challenge for the profession at the time of last year’s 2024 
survey (31% of participants), it has increased again to 48% in 2025, and an increasing reliance 
on the unregulated support workforce continues to be identified by more social workers as a 
challenge, reported by 38% of social workers in 2025, compared to 18% in 2023.
Table 16. Challenges for the social work profession now and in the future 2025
Challenges
2025 survey
2024
2023
Number
%*
%
%
Recruitment and retention of social workers 
2618
61%
63%
67%
Deepening of social inequity 
2254
53%
44%
51%
Public perception of social workers 
2182
51%
42%
45%
Pay parity 
2037
48%
31%
56%
Not enough time spent with people using the services 
1763
41%
39%
44%
Increasing reliance on unregulated support workforce 
1614
38%
30%
18%
Lack of visibility of social work profession to funders 
1554
37%
24%
27%
Emerging practice challenges 
1349
32%
N/A
N/A
Other regulated professions replacing social work roles 
1282
30%
24%
23%
Other
270
6%
4%
4%
Participants could select more than one response, so totals exceed the number of survey participants.
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SWRB Annual Social Worker Workforce Report 2025
When grouped by employer type, more social workers from Oranga Tamariki identified the 
recruitment and retention of social workers, the public perception of social workers and not 
enough time spent with people using the services as the biggest challenges for the profession 
now and in the immediate future compared to the other three large employer types (figure 31).
Figure 31. Challenges for the social work profession now and in the future 2025 – by top four employer types
Participants could select more than one response, so totals exceed the number of survey participants.
6.5  Five-year plan for staying in the workforce
Two-thirds of survey participants plan to remain in the social work profession over the next five 
years (65%), down from 73% in 2024. 19% of participants plan to leave in the next five years, which 
has increased from 13% in 2024.
This survey finding represents a loss of over 800 social workers from the profession, and if the 
proportion is extrapolated out to the full practising workforce (a total of 8,066 at the time of 
the survey closing), it would indicate a loss of over 1,500 social workers across New Zealand. 
For context, in the 2024/25 period, a total of 583 social workers became registered with the SWRB. 
As of 30 June 2025, 433 of these newly registered social workers obtained a practising certificate and 
joined the social worker workforce. The SWRB maintains the Register of social workers in Aotearoa 
New Zealand and relies on social workers keeping their registration records up to date. However, 
social workers do not always notify the Registrar when they ‘leave’ the social work profession as they 
may choose to remain registered and declare themselves non-practising. In the 2024/25 year, 82 
social workers were removed from the Register. 56 of these social workers had passed away. 16 were 
removed at the social worker’s request, usually for retirement. The remainder were removed by the 
SWRB as part of disciplinary proceedings or because they had not met conditions of their registration.
Figure 32. Plans to leave social work profession in next five years 2025
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SWRB Annual Social Worker Workforce Report 2025
Table 17. Plans to leave social work profession in next 5 years 2025
Number (2025)
% (2025)
% (2024)
% (2023)
No
2516
65%
73%
74%
Yes
738
19%
13%
16%
Don’t know/prefer not to say
636
16%
13%
10%
Figure 33 shows the proportion of each age group planning to leave the social work workforce in 
the next five years. The peak in the older age groups is consistent with retirement as the highest 
reported reason for leaving the profession in figure 34.
Figure 33. Plans to leave social work profession in next 5 years 2025 – by age group
6.6  Reason for leaving the profession – overal , and by employer type
Of the 19% (or 738 survey participants) who indicated that they plan to leave the social work 
profession in the next five years, most gave retirement as their reason (58%). This is a continually 
increasing trend since 2023 when retirement was the main reason cited by 46% of those planning 
to leave and confirms that increasing numbers of social workers retiring will be an ongoing 
challenge to workforce sustainability in the coming years.
Figure 34. Reason for those who plan to leave the profession in the next five years 2025
For the top four employer types, more social workers employed in health planned to leave for 
retirement compared to other reasons. More social workers employed by NGOs and Oranga 
Tamariki were planning to leave for a career change compared to the other top four employer 
types. More social workers employed by iwi-based/kaupapa Māori organisations planned to 
take work overseas or take study leave, however the numbers for this group are small and should 
be interpreted with caution.
35

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SWRB Annual Social Worker Workforce Report 2025
Figure 35. Reason for those who plan to leave the profession in the next five years 2025 – by top four employer types
6.7  Likelihood of recommending social work as a career
In 2025, a new survey question was added asking how likely respondents would be to recommend 
becoming a social worker as a career. Most respondents would recommend social work as a 
career (71% highly likely or likely to recommend).
Figure 36. Likelihood of recommending social work as a career 2025
36

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Closing comments
The SWRB extends their gratitude to the social workers who took the time to share their 
responses and feedback through the 2025 workforce survey. Over half of the practising 
workforce participated, and those who took part in the survey match the demographic profile 
of the full practising workforce. This gives us high confidence that the results in this report reflect 
the reality and diversity of all practising social workers across New Zealand. It enables the SWRB 
to continue building the evidence base to support planning and decision-making in the social 
work sector. These data help the SWRB, as a regulator, to further our understanding of how 
registration enhances social worker professionalism and upholds public safety.
The 2025 workforce survey results show continuing trends of social worker workforce that is 
ageing, experienced, qualified, female-dominated, with a high representation of Māori and 
Pacific peoples. One in five practising social workers aged 60 or over and a median age of 50 
years. The proportion of social workers working part-time has more than doubled since 2022, 
rising from 12% to 25%.
Social workers identify a range of areas where they would welcome additional knowledge and 
skills development for their social work practice, and training to respond to a range of emerging 
issues. For the first time, ‘managing complexity’ topped the list of professional development 
needs at 45%, suggesting practitioners are experiencing their work as increasingly complex 
and seeking support to navigate this shift. Other CPD priorities include social work practice 
with Māori (42%) and with other ethnic and cultural groups (40%). Social workers employed by 
NGO and iwi-based/kaupapa Māori organisations generally report higher levels of employer 
support through protected time for CPD, and fewer barriers to CPD, compared to social workers 
employed by health and Oranga Tamariki. 
Social workers are supported by their employers in a range of ways, including payment of 
practising certificate fees. Most social workers have confidence in their employer’s policies for 
dealing with social work practice/conduct issues, although there is variation by employer type. 
Social workers report that their employers do not always understand the requirements and 
standards required of the social work profession. 
Social workers believe that mandatory registration has resulted in a more respected profession, 
however challenges with media coverage continue to impact public trust and confidence in the 
profession. Registration appears to be strengthening professional identity, with half of practitioners 
(50%) citing ‘being part of a registered profession’ as rewarding, and 66% believing the profession 
is more respected since mandatory registration (when including those who answered ‘in part’) – 
representing growth from 30% who saw no benefit in 2022. However, public perception presents 
ongoing challenges, with 51% identifying it as a major issue (up from 42% in 2024) and 81% feeling 
media coverage negatively impacts public trust. This creates an interesting dynamic where 
internal professional identity is strengthening while external perception remains difficult.
Social workers continue to be motivated to make a positive difference and support whānau/
communities under increasingly complex circumstances, while also experiencing high workloads 
and administrative burden. Workload and burnout emerge as significant workforce sustainability 
concerns, with 85% of social workers affected to some degree. An imbalance between 
administrative duties and client contact time was identified by more than half of social workers 
surveyed. Departure intentions have increased notably, with 19% of practitioners planning to 
SWRB Annual Social Worker Workforce Report 2025
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SWRB Annual Social Worker Workforce Report 2025
leave within five years — up from 13% in 2024. This represents a potential loss of approximately 
1,500 social workers in the next five years. Retirement accounts for 58% of planned departures, 
and career change represents another 19%, indicating that retention challenges extend 
beyond succession planning to include mid-career social workers actively choosing to leave 
the profession. Notably, 71% would still recommend social work as a career despite workload 
pressures and other challenges. The critical question for the sector is ensuring organisational 
structures and resources support this commitment over sustainable long-term careers, rather 
than relying on individual resilience to bridge the gap between values and working conditions.
Combining our data and information sources we aim to better understand the social worker 
‘pipeline’ from attraction and training pathways to becoming a registered social worker, and 
beyond to ensure we have enough qualified, fit to practise social workers to meet population 
needs across Aotearoa New Zealand. Social workers are invited to give feedback and reasons 
for their survey answers, reflecting the social worker voice alongside statistical findings. We 
welcome feedback, comments and suggestions on ways to improve this survey or specific 
topics that might be useful to explore in the future.
We continue to build on our suite of workforce survey reports, including ‘spotlight’ reports 
focusing on subsets of the social worker workforce such as those employed by Oranga Tamariki, 
in health and NGOs (2023), and social workers employed by iwi-based/kaupapa Māori 
organisations and those employed in TEOs (2024). We continue to gather and report data on 
the education pathway into social work through our Annual Education Survey reports, and in 
2025 we reported on our inaugural Social Work Employer Survey.
In the SWRB’s role as lead agency for social worker workforce planning, we continue to collect 
evidence and share insights on the voices of the social work profession. We collect and analyse 
social worker workforce data and information and share with others to use in their workforce 
planning and development activities. Along with this knowledge base, we have made substantial 
progress in strengthening our networks and making connections for key agencies and employers 
to share their priorities for tackling workforce issues. We are taking a dual approach (cross-
government and cross-sector) to encourage to collaborate on a system-wide and integrated 
social worker workforce strategy and associated action planning. We continue to build our 
links with other agencies that have a workforce function including the Ministries of Health 
and Education, Oranga Tamariki and the Ministry of Business, Innovation and Employment. 
Our insights have highlighted opportunities for decision-makers on coordinated approaches 
to resolving known workforce challenges and have fed into the development of a cross-sector 
workforce strategy and action plan that is a key priority over the next 2-3 years.
38

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Appendix 1: Survey sample and data representativeness
This appendix compares survey participant demographics with the full practising social worker 
workforce to better understand representativeness of the results.
In every demographic category shown in the tables below, the survey subset matches the profile 
of the full social worker workforce to within 1-2%, which gives high confidence that the survey 
results can be generalised to the wider workforce. 
The ‘practising’ workforce refers to all social workers on the Register with an active practising 
certificate (PC) as of 30 June 2025 (the end of the financial year in which the survey was conducted).
Table A1. Age distribution: 2025 survey participants compared to practising workforce 2024/25
Age group
Survey participants
Practising workforce
Number
%
Number
%
20–29
298
7%
733
8%
30–39
776
18%
1907
21%
40–49
980
23%
2153
24%
50–59
1163
27%
2336
26%
60–69
909
21%
1656
18%
70–79
128
3%
266
3%
80 or older
2
<1%
12
<1%
Unspecified
1
<1%
2
<1%
Total
4257
9065
Figure A1. Age distribution: 2025 survey participants compared to practising workforce 2024/25
Table A2. Gender distribution: 2025 survey participants compared to practising workforce 2024/25
Gender
Survey participants
Practising workforce
Number
%
Number
%
Female
3575
84%
7646
84%
Male
657
15%
1362
15%
Another gender
12
<1%
25
<1%
Unspecified
13
<1%
32
<1%
Total
4257
9065
SWRB Annual Social Worker Workforce Report 2025
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SWRB Annual Social Worker Workforce Report 2025
The chart and table below compare the workforce survey and practising workforce distribution 
by ethnicity to the most recent census of the NZ population (2023).5 The 2025 survey sample and 
practising workforce of social workers have a higher representation of Māori and Pacific peoples 
than the general population.
Table A3. Ethnicity: 2025 survey participants compared to practising workforce 2024/25 and 2023 Census
Ethnicity
Survey participants Practising workforce
2023 Census
Number
%
Number
%
%
NZ Māori
1036
24%
2278
25%
18%
Pacific Peoples
497
12%
1129
12%
9%
European (incl. NZ European/Pākehā/
other European)
2744
64%
5741
63%
68%
Asian
399
9%
887
10%
17%
Middle Eastern/Latin American/African
133
3%
267
3%
2%
Other
72
2%
133
1%
1%
Both Census and workforce survey use ‘total response’ ethnicity calculations, al owing participants to identify more than one 
ethnic group. Totals will add to more than 100%.
Figure A2. Ethnicity: 2025 survey participants compared to practising workforce 2024/25 and NZ population 
(Census 2023)
Table A4. Geographic distribution: 2025 survey participants compared to practising workforce 2024/25 and 
NZ population (Census 2023)
Region
Survey participants
Practising workforce
2023 Census
Number
%
Number
%
%
Northland
203
5%
466
5%
4%
Auckland
1231
29%
2669
29%
33%
Waikato
347
8%
751
8%
10%
Bay of Plenty
349
8%
714
8%
7%
Gisborne
65
2%
153
2%
1%
Hawke’s Bay
171
4%
383
4%
4%
Taranaki
97
2%
226
2%
3%
Manawatū-Wanganui
247
6%
474
5%
5%
Wellington
437
10%
995
11%
10%
Tasman
28
1%
60
1%
1%
Nelson
87
2%
175
2%
1%
Marlborough
37
1%
72
1%
1%
West Coast
37
1%
67
1%
1%
Canterbury
643
15%
1293
14%
13%
Otago
188
4%
384
4%
5%
Southland
88
2%
174
2%
2%
Unspecified/international
2
<1%
9
<1%
-
Total
4257
-
9065
-
-
5  https://www.stats.govt.nz/information-releases/2023-census-population-counts-by-ethnic-group-age-and-maori-
descent-and-dwelling-counts/
40

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SWRB Annual Social Worker Workforce Report 2025
Figure A3. Geographic distribution: 2025 survey participants compared to practising workforce 2024/25
Table A5. Geographic distribution: social workers per 10,000 population 2025
Region
2023 Census Practising social workers
Survey participants
Number
Number
Per 10,000
Number
Per 10,000
Northland
194,007
466
24
203
10
Auckland
1,656,486
2669
16
1231
7
Waikato
498,771
751
15
347
7
Bay of Plenty
334,140
714
21
349
10
Gisborne
51,135
153
30
65
13
Hawke’s Bay
175,074
383
22
171
10
Taranaki
126,015
226
18
97
8
Manawatū-Wanganui
251,412
474
19
247
10
Wellington
520,971
995
19
437
8
Tasman
57,807
60
10
28
5
Nelson
52,584
175
33
87
17
Marlborough
49,431
72
15
37
7
West Coast
33,390
67
20
37
11
Canterbury
651,027
1293
20
643
10
Otago
240,900
384
16
188
8
Southland
100,143
174
17
88
9
Unspecified/international
633
9
-
2
-
Total
4,993,923
9065
National 
average: 20
4257 Survey participant 
average: 9
41

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SWRB Annual Social Worker Workforce Report 2025
Table A6. Employer type: 2025 survey participants compared to practising workforce 2024/25
Employer type
Survey participants
Practising workforce
Number
%
Number
%
Non-government organisation (NGO)
1361
32%
2663
29%
Health (Te Whatu Ora/DHB/PHO)
1102
26%
1947
21%
Oranga Tamariki
832
20%
2170
24%
Iwi-based/kaupapa Māori organisation 
(incl. iwi-based health)
313
7%
703
8%
Educational institution (school; university)
173
4%
340
4%
Self-employed/private practice
208
5%
435
5%
Other government
89
2%
188
2%
Pacific organisation
56
1%
106
1%
Other
15
<1%
31
<1%
Unspecified/not currently employed
108
3%
482
5%
Total
4257
9065
Table A7. Pathway to registration: 2025 survey participants compared to practising workforce 2024/25
Pathway to qualification
Survey participants
Practising workforce
Number
%
Number
%
NZ social work qualification
3634
85%
7773
86%
Experience pathway: S13
115
3%
249
3%
Overseas qualification
499
12%
1018
11%
Australian social work qualification
9
<1%
25
<1%
42

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Appendix 2: The SWRB’s role as lead agency for social worker workforce 
planning
The SWRB’s vision for its lead agency function is to support the health and social care system 
to have the right social workers with the right skills, knowledge, and competencies in the right 
place, at the right time to support and enhance the wellbeing of New Zealanders. We work 
together and in collaboration with employers, sector organisations, government agencies, 
funders, education and training providers, taking a cross sectoral, strategic and col aborative 
approach. We collect and analyse social worker workforce data and information and provide 
insights and evidence for others to use in their workforce planning and development activities. 
With an emphasis on being data driven and evidence based, we developed a ‘know, grow, 
develop’ strategic approach to embedding our social worker workforce planning role since 
it was assigned to us three years ago.
We developed an approach to articulate what the lead agency role means focusing on three 
components of work – KNOW, GROW, DEVELOP.
KNOW 
The ‘know’ phase is about knowing our workforce. The Register of social workers provides 
us with valuable demographic information about the workforce. We build on this through 
our annual workforce survey by capturing responses from practising social workers to feed 
into our Annual Social Worker Workforce Report. Our evidence base is further supplemented 
with other data, surveys and reports such as our Annual Social Work Education Report. 
Combining our data and information sources we aim to better understand the social worker 
pipeline from attraction and training pathways to becoming a registered social worker, and 
beyond to ensure we have enough qualified, fit to practise social workers to meet population 
needs across Aotearoa New Zealand.
GROW 
The ‘grow’ phase is about growing the evidence base and building connections. We continue 
to strengthen our relationships with a range of stakeholders who have responsibilities for 
social worker workforce planning and development, whether they are government agencies, 
employers of social workers or others with a connection to the workforce. We have supplemented 
our Annual Social Worker Workforce Report with spotlight reports examining sections of the 
workforce by employer groupings, including those social workers employed by Oranga Tamariki, 
in health organisations and in the non-government organisation (NGO) sector.
DEVELOP 
Final y, as we enter the ‘develop’ phase of our approach, we move from building the evidence base 
and growing connections, to strategic pieces of work that bring these together. We continue to look 
for areas where we can work across the system to support meaningful action and encourage 
change. Providing additional insights to decision makers on opportunities for coordinated 
approaches to resolving known workforce challenges wil  complement our existing and planned 
regular workforce reports. Developing a cross-sector workforce strategy and action plan is a 
key priority over the next 2–3 years. In addition, within the SWRB, we are seeking to build the 
connection between workforce planning and our regulatory activities. They are increasingly 
complementary to each other.
SWRB Annual Social Worker Workforce Report 2025
43

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Document Outline

• Table 1. Gender distribution 2025
• Table 2. Ethnicity distribution 2025
• Table 3. Geographic distribution 2025
• Table 4. Pathway to registration 2025
• Table 5. Highest qualification at the time of survey 2025
• Table 6. Returning to practice 2025
• Table 7. Setting of current role 2025
• Table 8. Main field of practice 2025
• Table 9. Areas of CPD identified as most helpful 2025
• Table 10. Barriers to accessing and completing CPD 2025
• Table 11. Employer support for social work practice 2025
• Table 12. Employer support for registration and PC fees 2025
• Table 13. Belief that profession is more respected since mandatory registration 2025
• Table 14. Most rewarding factors about social work profession 2025
• Table 15. Barriers to entering or re-entering social work profession 2025
• Table 16. Challenges for the social work profession now and in the future 2025
• Table 17. Plans to leave social work profession in next 5 years 2025
• Table A1. Age distribution: 2025 survey participants compared to practising workforce 2024/25
• Table A2. Gender distribution: 2025 survey participants compared to practising workforce 2024/25
• Table A3. Ethnicity: 2025 survey participants compared to practising workforce 2024/25 and 2023 Census
• Table A4. Geographic distribution: 2025 survey participants compared to practising workforce 2024/25 and NZ population (Census 2023)
• Table A5. Geographic distribution: social workers per 10,000 population 2025
• Table A6. Employer type: 2025 survey participants compared to practising workforce 2024/25
• Table A7. Pathway to registration: 2025 survey participants compared to practising workforce 2024/25
• Figure 1. Age group distribution 2025
• Figure 2. Gender distribution 2025
• Figure 3. Ethnicity distribution 2025
• Figure 4. Disability experience 2025
• Figure 5. Geographic distribution 2025 – Practising social workers per 10,000 population
• Figure 6. Years since joining the SWRB Register 2025
• Figure 7. Employer type 2025
• Figure 8. Main field of practice 2025
• Figure 9. Main field of practice 2025 – top four employer types
• Figure 10. Level of experience in social work practice 2025
• Figure 11. Level of responsibility 2025
• Figure 12. Population area of work 2025
• Figure 13. Primary client group 2025
• Figure 14. Current role frontline/client-facing 2025
• Figure 15. Current work status (full-time equivalent level) 2025
• Figure 16. Salary distribution 2025 – comparing over time
• Figure 17. Salary distribution 2025 – top five employer types
• Figure 18. Areas of CPD identified as most helpful 2025 – by top four employer types
• Figure 19. Barriers to accessing and completing CPD 2025 – by top four employer type
• Figure 20. Training needed to respond to emerging issues 2025
• Figure 21. Employer support for social work practice 2025 – by top four employer types
• Figure 22. Employer support for registration and PC fees 2025
• Figure 23. Employer support for PC fees 2025 – by employer type
• Figure 24. Employer support for registration fees 2025 – by employer type
• Figure 25. Confidence in employer to deal with serious practice/conduct issues – by employer type 2025
• Figure 26. Raising concerns of practice and/or conduct with the SWRB 2025 
• Figure 27. Belief that profession is more respected since mandatory registration 2025
• Figure 28. Beliefs about impact of media on public trust and confidence in social work profession 2025
• Figure 29. Barriers to entering or re-entering social work profession 2025 – by top four employer types
• Figure 30. Challenges affecting own role and practice in the workplace 2025
• Figure 31. Challenges for the social work profession now and in the future 2025 – by top four employer types
• Figure 32. Plans to leave social work profession in next five years 2025
• Figure 33. Plans to leave social work profession in next 5 years 2025 – by age group
• Figure 34. Reason for those who plan to leave the profession in the next five years 2025
• Figure 35. Reason for those who plan to leave the profession in the next five years 2025 – by top four employer types
• Figure 36. Likelihood of recommending social work as a career 2025
• Figure A1. Age distribution: 2025 survey participants compared to practising workforce 2024/25
• Figure A2. Ethnicity: 2025 survey participants compared to practising workforce 2024/25 and NZ population (Census 2023)
• Figure A3. Geographic distribution: 2025 survey participants compared to practising workforce 2024/25
• List of figures
• List of tables
• Introduction
• Summary of findings
• Section 1A: Workforce composition – Demographics
  • 1.1 Age
  • 1.2 Gender
  • 1.3 Ethnicity
  • 1.4 Disabilities
  • 1.5 Region
• Section 1B: Workforce composition – Qualifications, role, and employer
  • 1.6 Pathway to registration and qualification level at registration
  • 1.7 Years since joining the SWRB register
  • 1.8 Returning to practice
  • 1.9 Employer type
  • 1.10 Setting of work
  • 1.11 Field of practice
  • 1.12 Level of experience and responsibility in social work practice
  • 1.13 Current role - rural/urban and primary client group
  • 1.14 Current role – frontline and full-time equivalent (FTE) level
  • 1.15 Salary distribution – overall, by employer type, and by ethnicity
• Section 2: Knowledge and skills development
  • 2.1 Continuing professional development needs
  • 2.2 Area of development for employer types
  • 2.3 Perceived barriers to CPD
  • 2.4 Training to respond to emerging issues
• Section 3: Employer support
  • 3.1 Employer support for social work practice
  • 3.2 Employer support with fee payment
• Section 4: Safety and conduct
  • 4.1 Confidence in employer’s policies and processes for practice and conduct issues
  • 4.2 Raising concerns with the SWRB
• Section 5: Standing of the profession
  • 5.1 Impact of mandatory registration on profession
  • 5.2 Impact of media on public trust and confidence in profession
• Section 6: Workforce sustainability
  • 6.1 Most rewarding factors about the social work profession
  • 6.2 Barriers to entering the profession
  • 6.3 Challenges affecting own role and practice in the workplace
  • 6.4 Biggest challenges for the social work profession
  • 6.5 Five-year plan for staying in the workforce
  • 6.6 Reason for leaving the profession – overall, and by employer type
  • 6.7 Likelihood of recommending social work as a career
• Closing comments
• Appendix 1: Survey sample and data representativeness
• Appendix 2: The SWRB’s role as lead agency for social worker workforce planning

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