From October 2025, Awaab’s Law has reshaped how social housing providers across the UK respond to tenant safety.
For residents, it marks a long-overdue step towards safer, healthier homes. But for providers, it brings operational challenges that place recruitment, especially for qualified professionals, at the heart of compliance and service delivery.
What the Law Requires
Awaab’s Law introduces clear, enforceable timeframes for landlords:
- 14 days to investigate reported hazards such as damp or mould
- 7 days after investigation to begin remedial works if a significant risk is found
- 24 hours to act on emergencies
- If a property can’t be made safe within those timescales, landlords must provide suitable alternative accommodation.
The law will initially cover damp and mould but is expected to expand to include other hazards in the coming years. Failure to comply could result in court action, compensation claims, and unlimited fines.
Why Team Structure and Capacity Matter
Meeting these new standards isn’t just about having the right policies. It requires having the right people, in the right roles, at the right time.
Many providers are re-examining their team structures:
- Generalist officers maintain continuity and relationships with tenants but may struggle to meet the new pace and technical demands.
- Specialist teams bring targeted expertise but can create silos if coordination breaks down.
- Hybrid models, where a main contact works closely with technical specialists, are becoming best practice but only if there’s sufficient resourcing and recruitment behind them.
Put simply: even the best systems can’t deliver without the right people in place.
The Contractor Recruitment Challenge
Awaab’s Law lands at a time when the social housing sector is already facing a growing skills shortage.
Providers must now scale both their compliance systems and their contractor networks, ensuring every operative understands the standards and has the capability to meet them.
To meet these demands, providers are adopting a range of strategies:
- Partnering with specialist recruiters to quickly access vetted, compliance-ready talent.
- Investing in upskilling to ensure both internal teams and contractors understand their Awaab’s Law responsibilities.
- Promoting inclusive hiring to attract a broader pool of skilled candidates, including returners and career-changers.
- Embedding compliance in contracts, so every contractor agreement clearly sets expectations for response times and reporting.
Final Thoughts on Awaab’s Law
Awaab’s Law means faster responses, transparent communication, and a clear route to hold landlords accountable when standards slip.
It’s an opportunity to rebuild trust, strengthen delivery, and ensure every home meets the standard tenants deserve. Those who invest early in strategic recruitment and workforce development will be best placed to deliver safe, compliant, and high-quality homes.
Curious about how changes like this affect the housing, property, or architecture space? We’re here to help.
Drop me a line at jlb@oysterpartnership.com, I’d love to chat.