Visiting Angels : How Carer-Centric Operating Drives 88% Retention at Visiting Angels

The Visiting Angels UK Carer Centric Panel Interview brings together three franchise owners, Andrew, Helen, and Georg, to walk prospective UK partners through what carer-centricity actually delivers operationally and how it shows up in their day-to-day businesses across recruitment, retention, client outcomes, and team culture.
On retention: Andrew (two-plus years in business) describes very low carer turnover at his Visiting Angels office. The few exits he's had have been life events, including one carer relocating to Australia's Gold Coast, for whom Andrew's office wrote references. Across the network, Visiting Angels UK reports 88% carer retention versus a national home-care sector average roughly half that, making retention a measurable franchise-level differentiator for partners pitching to schools, councils, and clients.
On client outcomes: Helen connects high carer retention directly to client benefit. Clients who have used home-care services before consistently react with surprise to seeing one to three consistent carers (depending on package size) rather than the churn of faces other agencies deliver.
On recruitment culture: Georg, as a newer Visiting Angels owner, reports initial scepticism from candidates when she explains carer-centric operating: paying travel time, servicing carer vehicles, paying above sector rates, the 5% annual wage increase target. Most carers have never experienced any of those conditions in prior roles. Once they start working under the model, the disbelief converts into advocacy and the brand's recruitment flywheel kicks in.