Job Introduction
MASH24 Social Worker
Salary - £44,075 - £49,282 (Grade 7)
Hours - 37 hours
Contract type - 1 full time permanent
Work Style - Field: working in communities across the city
In this role, you will be responsible for applying threshold for referrals processed through the City of Wolverhampton’s front door. This includes undertaking timely and proportionate threshold decisions, analysing information, and making consistent, defensible and child‑focused decisions about thresholds and next steps.
Social workers in the MASH24 team within a 6-week rolling rota, day and night and providing a on call. Subject to the requirements of the service, and following appropriate local consultation processes, the working week of individual employees may be arranged over a 7-day period, including weekends, providing that the employees’ average core hours over a pre-determined reference period does not exceed 37 hours. The Council supports a flexible approach to working, and employees will not be required to be office‑based at all times in order to undertake the role.
In Wolverhampton, we are ambitious for our social workers. We are passionate about excellent, relational social work practice and courageous in our approach to innovation. Our leaders are visible, responsive and committed to supporting frontline practice.
We are looking for people like you – professionals who want to make a real difference to the lives of children and families and who will help us deliver high‑quality services to the most vulnerable children in our city.
At the award‑winning City of Wolverhampton Council, we work restoratively with children, young people and families, building strong relationships and meaningful connections to support lasting and sustainable change.
Our vision for Children and Young People’s Services is clear:
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to develop respectful and empowering relationships with children, young people and families
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to ensure children are at the centre of everything we do
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to have high aspirations and high expectations for both families and professionals
We are a forward‑thinking, responsive and innovative organisation. We want our social workers to spend their time building strong relationships with families to achieve real, meaningful change. We are committed to manageable workloads, a clear and supportive development pathway, and a comprehensive training and development offer that responds directly to practice challenges. Our senior leaders are accessible and take the time to listen to frontline staff.
If you are passionate, determined and committed to excellent social work practice – and to achieving the very best outcomes for children, young people and families – we would love to hear from you. We will inspire, support and champion you to be the social worker you want to be.
Join us.
What we offer
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A strong learning and development offer, including access to Research in Practice, regular social work briefings and conferences
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A clear Social Work CPD and career progression pathway
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Annual reimbursement of Social Work England registration fees (for permanent social workers)
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Reimbursement of Blue Light Card membership fees
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Additional payments for practising Practice Educators
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Supportive and flexible working arrangements, including opportunities for home working
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Vibrant and active employee networks, including four staff equality forums (Race, Religion and Belief; Disability and Age; Gender, Maternity and Paternity; and LGBT+)
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Access to an independent and confidential employee reporting service (“Safe Place”)
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A strong commitment to staff wellbeing, work–life balance and employee support, including an employee assistance and wellbeing offer
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Access to eight Strengthening Families Hubs across the city to support direct work with children and families and provide flexible touch‑down space
These posts are subject to an Enhanced Disclosure and Barring Service (DBS) check. You must be registered with Social Work England and have completed the Assessed and Supported Year in Employment (ASYE) or an equivalent post‑qualifying pathway.
To find out more about working with us, please visit: www.wolvessocialworkjobs.com
Interview process
As part of the selection process, candidates will be required to complete:
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a children’s panel interview
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a written exercise
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a formal panel interview
Written exercises will take place during the week commencing 11th August 2026.
Formal panel interviews will take place during the week commencing 18th August 2026.
Children’s panel date to be confirmed.
Applicants will be notified of the outcome of their application as soon as possible following the closing date. Please note that there are no alternative dates available for the children’s panel or formal interview.
Further vacancies may arise across Children’s Services during this recruitment campaign. Candidates deemed appointable may be offered an alternative post.
This post is subject to a satisfactory Disclosure and Barring Service (DBS) check.
For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification.
Should you wish to discuss this opportunity further, please contact Lyndcee McLauchlan-Brown - [email protected]
or Ruth Richards – [email protected]
NJC Pay Award for 2026 / 2027:
The annual pay increases for 2026/27 for NJC Local Government Employees are currently being negotiated and, once agreed, will be effective from 1 April 2026.
Our working arrangements
All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.
Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.
For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies, employee benefits and much more please click here.
Diversity
We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.
Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential.
We've received the Stonewall Gold Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace.
As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.
As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post.
We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums here
Recruitment of Ex-Offenders
We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here
Employment Information & Support
If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more - Learn more here
