Developing a human resource framework to enhance employee well-being among Zimbabwe care workers in the UK: a case study of Marbleside Care

Abstract

The study developed a Human Resources Framework to enhance employee wellbeing among care workers in the UK. The wellbeing of employees has become a critical concern, particularly among migrant care workers in the United Kingdom care sector. Zimbabwean care workers constitute a growing part of the UK care workforce in addressing workforce shortages however, they often face a combination of workplace and migration-related challenges that affect their wellbeing negatively. These challenges include working long hours, workplace discrimination, family separation, high workloads, cultural adjustment difficulties, visa -related problems and financial pressure arising from remittances obligations. Despite the migrant care worker contribution, existing Human Resources (HR) practices often fail to adequately address the unique needs and experiences of migrant care workers. The study was guided by five objectives and a mixed method approach was used in the study. The study targeted a total of 80 participants who are employed by Marbleside care and other stakeholders involved in the provision of care. Data was collected using questionnaires and interviews. The findings revealed that employee wellbeing is formed by the interaction of workplace factors and transnational pressures. Workplace factors included long working hours, high workloads, workplace discrimination and inadequate organizational support. Transnational pressures included family separation, remittance obligations, financial responsibilities towards family members in Zimbabwe, migration and visa-related uncertainty, and emotional strain associated with maintaining responsibilities across the UK and Zimbabwe. The interaction of these workplace and transnational pressures increased stress and negatively affected the wellbeing of Zimbabwean migrant car .Based on these findings, a Transformational Integrated Migrant Wellbeing Framework (TIMWF) was developed to address both workplace and transnational challenges. The study concluded that enhancing employee wellbeing among Zimbabwean care migrant workers involves an integrated and culturally responsive HR framework that appreciates the realities of work and migration. The study recommended an integrated approach involving UK care employers, policy makers, HR practitioners, and relevant Zimbabwean institutions. Within the UK context, care organizations should strengthen culturally responsive HR practices and provide wellbeing support for migrant care workers. Within the Zimbabwean context, relevant government and diaspora institutions should strengthen engagement with Zimbabwean care workers and develop accessible diaspora support service