If you manage a health or social care service, you’re already juggling a lot. With everything from staffing shortages, rota pressures, regulatory requirements, and the responsibility of keeping both your team and the people you support safe. 

The Employment Rights Act 2025 (ERA) is now adding another layer to that responsibility. 

The ERA received Royal Assent in December 2025 and will be introduced in phases over the next two years. Its aim is to create fairer pay, more secure work, stronger protections, and a more modern approach to workers’ rights. While these changes apply across all sectors, many will have a particularly strong impact on adult health and social care, where flexible working, wellbeing, and people management are critical. 

In this blog, we’ll explain what’s changing, and when those changes are expected to happen, to help you prepare your team with confidence. 

 

What is the Employment Rights Act 2025?

The ERA forms part of the government’s Plan to Make Work Pay. It updates existing employment law and introduces new rights covering: 

• Job security and fair pay 

• Family-friendly working 

• Protection from harassment and discrimination 

• Trade union rights 

• Stronger enforcement of employment law 

Importantly, these changes won’t all take effect at once. Most measures will be introduced on common commencement dates over the next two years, giving employers time to prepare. 

Why this matters for care managers 

Many care services rely on flexible staffing models, agency support, and dedicated frontline workers who often put the needs of others before their own. The ERA raises expectations around fairness, consistency, and protection – which means policies, procedures, and training will need to keep pace. 

Not every change will apply to every provider, but many strengthen existing responsibilities and increase scrutiny around how staff are treated and supported. 

Below, we’ve outlined the key changes and what they may mean in practice for health and social care settings. 

Zero-hours contracts and job security 

The ERA introduces new measures designed to reduce one-sided flexibility, including: 

• Rights to guaranteed hours 

• Reasonable notice of shifts 

• Compensation for short-notice shift cancellations 

These rights will also apply to agency workers. For care managers, this means reviewing how rotas, bank staff, and agency cover are arranged, and providing greater predictability where possible. 

Expected commencement: 2027 

‘Fire and rehire’ restrictions 

Under the ERA, dismissing an employee for refusing changes to key contractual terms will usually be classed as automatically unfair dismissal. 

The only exception is where a business is facing severe financial difficulty and genuinely has no alternative. For care providers navigating funding pressures, this is a significant change and one that will require careful decision-making and clear communication. 

Expected commencement: October 2026 

Unfair dismissal rights

The qualifying period to bring an unfair dismissal claim will reduce from two years to six months. At the same time, the current cap on compensation will be removed. 

For care managers, this reinforces the importance of consistent supervision, clear documentation, and fair disciplinary and grievance procedures, especially during the early months of employment. 

Expected commencement: 2027 

Day-one family-friendly rights 

From April 2026, certain family-friendly rights will be available from the first day of employment, including: 

• Paternity leave 

• Unpaid parental leave 

Parents will also be able to take paternity leave after shared parental leave, offering greater flexibility for modern families working in care. 

Expected commencement: April 2026 

Stronger sick pay protections 

Statutory Sick Pay (SSP) is set to undergo one of its most significant reforms in decades. 

Two key changes are planned: 

• Removal of the Lower Earnings Limit 

• SSP payable from day one, rather than day four 

For care services, where working while unwell can pose serious risks to both staff and service users, these changes aim to reduce presenteeism and improve long-term workforce wellbeing. 

Expected commencement: April 2026 

Harassment, whistleblowing and NDAs 

The ERA strengthens protections for workers by: 

• Requiring employers to take “all reasonable steps” to prevent sexual harassment 

• Introducing employer liability for third-party harassment, including from members of the public 

• Making sexual harassment a qualifying disclosure under whistleblowing law 

• Voiding NDA clauses that prevent staff from speaking out about harassment or discrimination 

These changes are particularly relevant in care environments, where staff may work closely with service users, families, and visitors. 

Expected commencement of whistleblowing update: April 2026
Expected commencement of harassment provisions: October 2026 

Gender pay gap and menopause action plans 

From April 2026, large employers will be encouraged to produce formal action plans outlining how they are addressing their gender pay gap and supporting employees experiencing menopause. 

Although initially voluntary, these plans are expected to become mandatory from 2027. They are intended to go beyond reporting figures, requiring employers to identify causes and take meaningful action across recruitment, progression, retention, and workplace support. 

Expected commencement: April 2026 

New enforcement powers

The ERA introduces the Fair Work Agency, a single enforcement body responsible for overseeing compliance across key employment rights, including: 

• National Minimum Wage 

• Holiday pay 

• Employment agency standards 

• Serious labour exploitation 

The Fair Work Agency is to be established in April 2026.  It will bring enforcement of employment rights under one roof, with stronger powers to inspect businesses, bring Employment Tribunal claims on behalf of employees and issue penalties for non-compliance. 

In addition, the time limit for most Employment Tribunal claims will increase from three months to six months, extending the period of potential legal exposure for employers. 

Final thoughts 

The Employment Rights Act 2025 is a major step towards fairer and more secure workplaces, but for care managers, it also adds to an already demanding role. With changes being introduced from April this year, keeping training accurate and up to date remains crucial. This is particularly true in care settings where compliance, safeguarding, and people management are closely connected. 

At Careskills Academy, we know how important it is for your training to reflect the law as it stands. That’s why our courses are continually reviewed and updated in line with the latest legislative changes, including the phased introduction of the Employment Rights Act 2025. 

We’re committed to helping health and social care providers stay compliant while supporting the people who deliver care every day. Our training is designed to build understanding, encourage confidence, and support better conversations across your service. 

Care workers will no longer be recruited from overseas; home secretary Yvette Cooper explained to the BBC.

With the government’s recent announcement to outright ban overseas recruitment of care workers by 2028, employers in the sector are facing challenging times. This decision aims to prioritise hiring migrant workers already in the UK, which will significantly impact staffing for care homes that have long relied on overseas talent to fill crucial roles.

It’s common knowledge that the care sector is already overstretched. With battling workforce shortages combined with ever increasing staff turnover, maintaining staff retention is an incredible difficult challenge.

However, these changes present an opportunity for care providers to rethink recruitment strategies and invest in the upskilling and retention of current staff. This method is more cost-effective and helps to reduce long-term staffing issues.

It’s more crucial now than ever before to provide incentives for staff to stay in their jobs, and work towards building a resilient, highly skilled workforce ready to meet the growing demands of health and social care.

What does the ban mean for care homes?

Care homes in the UK have a long history of relying on overseas recruitment to address significant staff shortages.

For many employers, it’s been essential to maintaining services, and vital for providing high-quality care and meeting increasing demand. But with the projected ban, care homes must rely on recruiting locally, particularly targeting migrant workers already living in the UK.

This recruitment shift will be challenging for a few reasons.

Firstly, there is an already limited pool of candidates within the UK, which increases competition. This may also drive an increase in wages to suit a demand-driven market.

Secondly, the short notice and limited transition time for adapting recruitment strategies will add pressure to employers who are already grappling with tight budgets and scarce resources.

Demand for care services is climbing. It’s already a challenge to meet recruitment requirements for both care homes and domiciliary care in order to provide a good service. With an ageing population and increased need for long-term care, a further reduction in recruitment options could exacerbate an already fragile situation.

So – what’s the solution?

Upskilling and retention as a strategic solution

As a care provider, the upcoming recruitment changes may feel daunting. But there’s light at the end of the tunnel.

This situation provides an opportunity to explore a more sustainable strategy for recruitment, whilst improving staff retention.

Upskilling and training the current workforce can offer lasting benefits that not only address staffing challenges, but also elevate the standard of care provided.

Investing in employee development demonstrates a commitment to all levels of staff. This leads to increased job satisfaction, improved morale, and higher retention rates. Workers who feel valued and supported are less likely to leave, reducing the need for continuous recruitment cycles. Not to mention they feel less stressed and better equipped to do their job to an excellent standard.

Upskilling doesn’t just benefit current employees; it transforms the entire organisation. Skilled staff can take on more specialised roles, expand the services on offer, and work more efficiently.

The important role of workforce planning

The overseas recruitment ban means that care providers must take a forward-thinking approach to workforce planning.

Care providers can no longer afford to rely heavily on external hires to fill gaps quickly. Instead, they need strategies that focus on developing internal talent pipelines and planning for long term needs.

This could involve identifying high-potential employees who could benefit from leadership training, and preparing them to step into supervisory roles in the future. It’s also a hugely rewarding approach, seeing the leaders of tomorrow being developed through training and upskilling. It could also mean incorporating apprenticeship schemes and attractive career progression pathways that make staying in the industry more appealing for existing staff.

Effective workforce planning goes hand in hand with creating an organisational culture that makes employee development a priority. When staff see clear opportunities for progression, they’re more likely to stay, helping care facilities maintain stability in their teams.

Moving forward

While the overseas recruitment ban poses undeniable challenges, care homes have an opportunity to adapt and invest in their current teams.

By focusing on upskilling, retention, and strategic workforce planning, employers can create a more resilient and capable team. This not only mitigates the need for external hires but also enhances the quality of care delivered to those who depend on these vital services.

How Careskills Academy can help

For care providers looking to tackle these challenges head-on, we have the ideal solution.

Offering a library of 95+ high-quality online courses, we’re able to help employers build capable, confident teams that are ready to take on the demands of the industry.

Our courses cover essential areas such as health and safety, clinical care, leadership development, and employee wellbeing.

In addition, our Train the Trainer courses give you the perfect blended learning approach. Coach members of your team to deliver expert training to other members of staff, without the cost and hassle of third-party involvement.

It’s more than just training; it’s about building a stronger workforce and ultimately raising the standard of care – despite recruitment challenges.

Explore our course library and find out how we can help you turn challenges into opportunities. Together, we can help you build a brighter, more secure future for your team and those they care for.

We’re making an exciting change to improve your support experience! On Wednesday, 5th February, the Careskills Support Team will be migrating from Outlook to Freshdesk as our dedicated customer support platform. 

What does this mean for you? 

✅ A More Efficient Support System
Freshdesk helps us prioritise, track, and manage support requests more effectively, ensuring quicker responses and smoother resolution. 

✅ Better Visibility & Tracking
With Freshdesk, every support request is logged as a ticket, allowing for clear updates, better tracking, and minimised risk of missed emails. 

✅ Improved Organisation & Collaboration
Our team can collaborate more efficiently, ensuring your queries go to the right person and are processed as quickly as possible. 

✅ No Disruption—Just More Options!
You can still reach us at support@careskillsacademy.co.uk, but now you can also submit a ticket HERE for a faster response. 

The platform comes with lots of other fantastic features which we will be exploring this year – so watch this space for more updates! 🎉 

This transition will enhance your overall support experience, and we’re excited for the improvements ahead! If you have any questions, we’re here to help. Remember you can contact us by phone 02033979734, email support@careskillsacademy.co.uk and now through our NEW ticket form!  

Thanks for being part of this exciting change with us, we appreciate your support! 

The Careskills Academy Support Team  

In recent years, the approach to health and social care in the UK has shifted, moving away from one-size-fits-all solutions towards a more tailored, holistic approach known as person-centred care.  

This approach emphasises the importance of seeing each person as a unique individual and puts individuals at the heart of their care. Caregivers are trained to respect personal preferences, values and needs rather than focussing on just the physical condition.  

According to the National Institutes of Health (NIH), person-centred care has been shown to improve emotional wellbeing, satisfaction and feelings of empowerment, making it an important part of today’s care practices.

What is person-centred care? 

Person-centred care is a holistic care approach that goes beyond treating physical symptoms and prioritises the individual’s wellbeing. It’s built on a foundation of empathy and respect and encourages caregivers to actively listen to and empower individuals to make their own decisions. By recognising the choice and autonomy of a person, this approach helps to create a greater sense of dignity in care and independence, boosting the care quality and individuals’ overall happiness. This involves taking a personalised care approach and tailoring care to the individual, so that they feel respected and understood.  

Key principles of person-centred care 

Respect for individual preferences 

Respecting individual preferences is at the core of person-centred care. Caregivers should take the time to understand each person’s choices and incorporate these into their daily care plan. This could include listening to a person’s meal preferences and respecting how they would like to spend their time. Listening to these choices helps to build trust and ensure that all needs are met.  

Holistic approach 

A holistic approach goes beyond tackling just the physical health needs of individuals. It highlights the importance of the whole person, including their physical, emotional, social, and spiritual needs. Caregivers should view individual as a whole person rather than just a collection of physical symptoms or conditions, taking into consideration factors like social connections, mental stimulation and emotional support. By organising social activities or engaging in hobbies the person enjoys, this can improve their mental and emotional wellbeing.  

Collaboration 

Collaboration is a super important part of person-centred care, where care providers, individuals, and their families are able to freely voice their opinions. Caregivers should ask for feedback and involve both the individual and their family in creating a care plan that everyone is happy with. By involving the person at every stage, caregivers can make the individual in care feel empowered and engaged in their own care journey.  

Empowerment 

It’s particularly important that those in care feel in control of their own lives. Empowering individuals means giving them the support, information and tools they need to engage fully in their own care. This could involve simple actions, like allowing them to choose their clothes or encouraging them to set personal goals. When people feel empowered, they gain the confidence they need to manage their own wellbeing. This also builds a sense of agency, dignity and respect, making sure that the person always stays at the centre of their own care.  

Dignity and respect 

Dignity and respect are the foundation of person-centred care and should be used as guiding principles for how those in care should be treated. Delivering care with dignity and respect means understanding each person’s identity, background, and choices without judgement or discrimination. This approach encourages caregivers to be compassionate and considerate, making sure that those in their care feel safe, valued and respected at all times. Building positive, respectful relationship can also encourage trust and open communication and help to create a more positive care environment.  

Benefits of person-centred care 

Person-centred care offers and wide range of benefits that positively impact both individuals in care and health and social care staff. This approach can improve patient satisfaction and the long-term health of those in care, as they feel genuinely understood and supported in the ways that matter to them. Through open communication and collaboration, caregivers can create stronger, more trusting relationships with those they support. Individuals also experience a greater sense of independence and control over their lives, empowering them to make choice that reflect their values and boost their overall wellbeing.  

As a result, implementing a person-centred approach can help to reduce hospital admissions, as individuals are more likely to engage in preventative care, follow their treatment plans, and manage physical health conditions more effectively.  

Implementing person-centred care in health and social care settings 

So, how do you effectively implement person-centred care? Get started by considering our practical top tips for applying a person-centred care approach to everyday practice: 

• Engage individuals in the decision-making process to make sure their specific needs and preferences are reflected in their care plans. 

• Develop care plans that are tailored and personalised to each individual.  

• Make sure staff are equipped with the skills and knowledge needed to take on a person-centred approach. At Careskills Academy, we offer a wide range of over 95 CPD-accredited online courses, to support upskilling and health and social care training.   

• Create a positive care environment where individuals, families, and staff can communicate openly, building trust and understanding. 

Person-centred care in the context of UK standards and legislation 

In the UK, person-centred care is deeply ingrained within national standards and legislation. The Care Act 2012 makes person-centred care a legal requirement in assessing and providing care services. It requires local authorities and care providers to prioritise the wellbeing, needs and choices of individuals. 

Additionally, the National Institute for Health and Care Excellence (NICE) has developed a set of guidelines to promote person-centred care within health and social care settings. These guidelines encourage providers to focus on individual preferences and involve individuals in their care planning.  

The Care Quality Commission (CQC) is responsible for monitoring and inspecting care services across the UK. They look at the quality of care being provided, assessing whether an environment is safe, effective and compassionate. They also have specific criteria to make sure those in care are always treated with respect and dignity.  

These policies and guidelines put person-centred care at the forefront of UK care standards.  

Challenges and solutions in delivering person-centred care 

Despite its benefits, delivering person-centred care can present challenges. Time constraints can make it difficult for caregivers to deeply engage with each individuals’ preferences and needs, while staff shortages can increase workloads and cause potential burnout. Also, having to rigid routines can limit staff members ability to be flexible, which is often required for a person-centred approach. 

However, there are practical solutions to help tackle these challenges. Building a team where tasks can be shared, can help to make sure that each caregiver has the support they need to take on a person-centred approach. Implementing check-ins with individuals can make a big difference and by investing in regular staff training, caregivers can understand how they can use person-centred principles within daily routines. By using technology, such as digital care plans or scheduling tools, this can help streamline admin tasks and free up time to engage with individuals more.   

By committing to a person-centred approach, care providers can improve the quality of their service and create a happier, more effective care environment. At Careskills Academy, we’ve got you covered with a range of online training courses tailored to caregivers, and created by healthcare experts, to provide the skills and knowledge needed to adopt a person-centred approach. Our user-friendly platform offers access to over 95 courses, all aligned with the latest health and social care qualifications. We’re here to support your team every step of the way, so that you can transform your care business and meet the highest standards of care.   

Safeguarding in health and social care is designed to protect the most vulnerable individuals in our communities. It focuses on preserving a person’s health, wellbeing, and human rights, while preventing the risk of abuse, harm or neglect. This is especially important within care environments where individuals may be older, have disabilities, or live with complex medical needs, and therefore require extra support.

By promoting the dignity and welfare of those receiving care, organisations help people feel safe, respected, and valued. When the key principles of safeguarding are applied effectively, individuals are empowered to make informed choices about their own care and live free from fear or mistreatment.

In the UK, safeguarding is shaped by important legislation such as the Care Act 2014 and the Children Act 1989, which outline clear responsibilities for both adults and children. Understanding these foundations is vital for anyone working in a health or social care setting.

By committing to the 6 principles of safeguarding, care providers can create safe, supportive environments where every individual is protected, respected, and given the opportunity to thrive.

What is safeguarding? 

Safeguarding in health and social care refers to the processes used to protect the health, wellbeing, and human rights of vulnerable individuals including children, adults at risk, and the elderly. Its aim is to make sure that people live safely, free from abuse, neglect, or exploitation.

Effective safeguarding involves taking proactive measures, building trust, and developing strong relationships with individuals receiving your care. This preventative approach helps to create a secure environment where concerns are quickly addressed, and risks are minimised.

Key principles of safeguarding: 

Understanding the key principles of safeguarding is essential for health and social care professionals. These principles (often referred to as the 6 principles of safeguarding) make sure that care is delivered safely, ethically, and with respect for individual rights.

Empowerment

Empowerment involves supporting individuals to make informed decisions about their own care. By encouraging independence, healthcare staff promote dignity, autonomy, and self-confidence.

Prevention

Preventing harm before it occurs is a core safeguarding priority. This includes risk assessments, proactive planning, and regular staff training to help teams recognise early signs of abuse or neglect.

Proportionality

Actions taken in safeguarding should always be appropriate to the level of risk. This means that the necessary support is always provided without unnecessarily restricting a person’s freedom, rights, or choice.

Protection

Some individuals may be unable to protect themselves. Safeguarding allows them to receive the advocacy, care, and tailored support they need to stay safe and maintain their wellbeing.

Partnership

Safeguarding relies on collaboration between health and social care professionals, local authorities, law enforcement, and community services. Working together strengthens the protective network around vulnerable people.

Accountability

Clear roles, responsibilities, and transparent processes help build trust in care services. Accountability makes sure that staff understand their duties and uphold the highest standards of practice.

These principles are also closely linked to child safeguarding principles, which emphasise the safety, rights, and wellbeing of children and young people.

Safeguarding legislation in the UK 

Safeguarding legislation in the UK provides the legal foundation for protecting vulnerable children and adults. Key legislation includes:

Care Act 2014

The Care Act 2014 sets out the legal framework for adult safeguarding. It emphasises wellbeing, prevention, and the responsibilities of local authorities to protect adults at risk.

Children Act 1989

This act underpins principles of child protection and explains the legal duties of local authorities to safeguard the welfare of children.

Mental Capacity Act 2005

This legislation protects individuals who may lack the capacity to make certain decisions, making sure that their choices are made in their best interests.

Safeguarding Vulnerable Groups Act 2006

Only suitable individuals are allowed to work with children and vulnerable adults by regulating the vetting and barring process.

Compliance with these laws is essential for everyone working in the health and social care sector, allowing for high-quality and legally compliant care at all times.

Best practices for safeguarding in health and social care 

Creating a culture where safeguarding is prioritised takes ongoing commitment. Here are some best practices to support effective safeguarding:

Staff training

Regular training means staff can confidently recognise, manage, and respond to safeguarding concerns.

Careskills Academy offers over 95 highly comprehensive, CPD-accredited online care courses tailored to support essential care knowledge, including safeguarding, dementia care, infection control, and first aid.

Clear reporting procedures

Implementing straightforward procedures for reporting and responding to safeguarding concerns is essential for quick and effective intervention. These procedures should be easily accessible and clearly communicated to all staff members, so they understand how to report a concern and what steps will be taken afterward. This helps to prevent delays in response, and improve the level of protection provided to vulnerable individuals.

Regular policy reviews

It’s super important to carry out regular reviews of safeguarding policies to make sure they remain up to date with the latest standards, regulations, and best practices. This involves assessing existing policies, identifying any gaps or areas for improvement, and updating documentation as needed. Regular policy reviews help care organisations stay compliant with legal requirements and maintain a proactive approach to safeguarding.

By implementing these best practices, health and social care organisations can create an environment where safeguarding is prioritised, and the wellbeing of individuals is always put first.

The role of multi-agency collaboration 

Multi-agency collaboration connects healthcare professionals, local authorities, law enforcement, and community organisations in a shared effort to keep vulnerable individuals safe.

By sharing information and expertise across services, potential risks can be identified earlier, and support plans coordinated more effectively. This collective approach strengthens community safety and enhances protection for those who need it most.

Final Thoughts

Safeguarding is a fundamental part of providing safe, high-quality, and compassionate care. By understanding and applying the key principles of safeguarding, and by embedding the 6 principles of safeguarding into daily practice, health and social care providers can create environments where every individual feels respected, protected, and valued.

Through regular training, professionals can remain confident, compliant, and fully equipped to fulfil their safeguarding responsibilities.

Get in touch today to learn more about the wide range of health and social care training Careskills Academy provides and explore how we can support your care organisation.

You can now claim funding for Careskills Academy’s qualifications. Read all about it here and follow the links to get the best understanding of the funding service available to you right now!

Learning and Development Support Scheme for the adult social care workforce

Known as the LDSS, the department of Health and Social Care now have guidance on how to make a claim for funding for the financial year 2024-2025.

Please note that the overall funding pot is limited, so you must register your claims before the pot is exhausted otherwise you will not receive reimbursement.

Careskills Academy cannot guarantee funding as reimbursement is applied for by the employer, and any reimbursement is directly paid to you.

To qualify for the LDSS, individuals must be employed by an employer (including local authorities) that meets all of the following criteria. The employer must:

• provide an ASC service
• directly employ care staff in England
• complete, or have already completed, the Adult Social Care Workforce Data Set (ASC-WDS)

The qualifications that Careskills Academy offer, which can be funded are as follows:

• Level 2 Certificate in Understanding the Safe Handling of Medication in Health and Social Care
• Level 3 Award in Education and Training

How to claim

Accessing the fund

This scheme is administered by the NHS Business Services Authority (NHSBSA) on behalf of DHSC.

NHSBSA operates a new digital online claims service, which employers of eligible care staff can use to submit claims for the LDSS. This claims service is now live. ASC employers can express their interest in being invited to use the service by completing this form.

For all this information and more detail please follow the link for Funded qualifications.

In the world of social care, staff turnover is a well-known challenge and one that every care home manager knows all too well. But don’t worry – it’s not all doom and gloom. The solution could be as simple as integrating online training into your staff development strategy.

The social care sector is undeniably under pressure, with recruitment and retention challenges at the forefront. There are multiple reasons behind this, ranging from workload pressures to the desire for career growth. However, with these challenges lies an opportunity to transform how we approach staff training and development, by embracing online training.

Why is staff training important in health and social care?

At the core of the staff turnover crisis is a need for a more engaged, motivated, and well-trained workforce. This is a particular challenge in the social care sector, where the emotional and physical demands of the job can sometimes lead to burnout or dissatisfaction. While traditional training methods can be effective, they often fall short in meeting the evolving needs of social care staff. These conventional approaches tend to be rigid, time-consuming, and unable to adapt to the rapid changes and unique challenges faced by the social care industry.

That’s where online training can help, offering a flexible, comprehensive, and engaging approach to skill development. With online training, staff can access a wide range of courses on a variety of topics at their convenience, allowing them to fit training into their busy schedules. It’s a practical way to ensure your team feels supported and valued.

The benefits of online training in social care

Flexibility and accessibility

One of the best things about online training is its flexibility. Care staff can access courses and training materials whenever it suits them, fitting learning around their daily responsibilities. This makes training more accessible, creates greater opportunity for skill development and promotes a healthier work-life balance.

Personalised learning

Not everyone learns the same way, and online training can help with that. With a variety of formats and approaches, online training caters to different learning styles. These methods provide flexibility and adaptability, allowing staff to learn in a way that best suits their needs. This tailored approach makes sure that all staff members can easily benefit from training and skill development. Online training can also be accessed anytime and anywhere, making it a convenient solution for busy professionals.

Continuous development

Social care is always evolving, and staying updated with the latest practices and regulations is super important to make sure your team is providing high-quality care. This requires a commitment to continuous development and online training can play a vital role in achieving this. Online courses can be quickly updated to provide staff with training that’s tailored to the latest industry standards. By choosing online training over more traditional learning methods, care home managers can make sure that their team’s knowledge is up-to-date, and their skills are always developing to stay complaint with the latest regulations and provide the best quality of care possible.

Boosting job satisfaction

Investing in staff development through online training demonstrates a commitment to employee growth and wellbeing. This not only boosts morale but also increases job satisfaction, as staff feel valued and supported in their roles. Providing opportunities for professional development gives staff the opportunity to gain new skills and expertise, which can also lead to getting a better job done. Having a well-trained team can also help to create a more positive and productive work environment.

How online training tackles staff turnover

Looking to cut down on staff turnover? Online training might just be the answer. By tackling the main reasons people leave their jobs, it can really boost retention rates. Online training can make a real difference by providing opportunities for development, improving job satisfaction, and creating a supportive learning environment.

But it’s not just about keeping people from leaving, it’s about building a more engaged team that’s ready to deliver top-notch care. With better-trained staff, the overall quality of care improves, leading to happier residents and a stronger reputation for your care home.

Having a dedicated team that feels appreciated and empowered, will allow you to better deliver the very best care to those who need it most. Online training can be an important tool for supporting employee retention and quality care.

Choosing the right Learning Management System (LMS) for your care home

Picking the right Learning Management System (LMS) is super important and can make a huge difference when it comes to training your staff. You’ll want an LMS that offers care-specific courses tailored to the needs of the care sector. It needs to be easy to use, making sure that your team can navigate the system without hassle. It should also come with loads of support and resources, to help you get the most out of the platform.

Careskills Academy offer over 95 highly comprehensive, CPD accredited online care courses to help you build a stronger, more resilient team. If you’re a care home manager looking to transform your team training and boost staff retention, exploring our innovative LMS with care-specific courses might just be the game-changer you need. Ready to get started?

Book an intro call with a member of our friendly team today!

Running into hurdles managing a care home? You’re not alone. Care home management involves juggling several different responsibilities daily, many of which take up your valuable time that’s vital for providing the best possible care to residents.

Care home managers often find themselves navigating a labyrinth of unique challenges, from the juggling act of managing staff , sticking to budgets, and keeping up with the endless paperwork, all in a day’s work. Training up staff can be one of the biggest challenges for care homes, as it requires a balance of time, resources, and expertise to make sure everyone gets the best care possible.

Let’s chat about the top five care home management challenges and why online training might just be the game-changer you need.

Staff recruitment and retention

We know the care sector has its share of challenges, especially when it comes to finding and keeping staff members. It’s not just about skills; it’s about finding people with big hearts, ready to provide compassionate care.  The demanding nature of the work, along with the need for more support, can make maintaining a stable workforce tricky.

Online training offers accessible and comprehensive training options that can boost staff skills and job satisfaction. By investing in employees’ professional development through online courses, care home managers can significantly improve retention rates, by showing an investment in staff growth which helps to make employees feel valued at work.

Maintaining compliance with regulatory standards

Keeping up with regulatory standards can sometimes be a bit of a headache for care home managers. These standards cover a wide range of criteria, from hygiene and nutrition to medical care and safety protocols. It’s super important that care homes adhere to these standards, not just for ticking those boxes but for keeping both residents and staff safe and sound.   managers are regularly preparing for inspections from regulatory bodies, such as the CQC in England and the Care Inspectorate in Scotland.

Through online training, you can make sure your team not only knows the details  of the latest regulations but also how to put those best practices into action. By providing easy access to courses anytime, from any device, care home managers can promote a culture where staff are always up to date with evolving regulations. This approach not only reduces costs and staff downtime but also makes sure everyone has compliant information at their fingertips.

Providing high quality care on a tight budget

Let’s face it, budget constraints are a reality for most care homes, and  can make managing day-to-day operations challenging. Whilst providing top-quality care always remains a priority – it’s often the other tasks that end up falling further down the to-do list. With rising operational costs and increasing demand for services, these financial constraints can put significant pressure on care homes.

Who needs costly in-person sessions when you have the internet? Online training is a game-changer for care homes, cutting travel costs, saving time, and resources. With online training options, you can train your whole team with flexibility and at a time that is convenient for you, while maintaining cost effectiveness. It’s all about smart spending without cutting corners on care quality.

Keeping up with technology

Understanding technology can sometimes feel a bit overwhelming, especially if you’re not a tech whiz. But the rapid pace of technological change means care homes need to continuously adapt their operations and care practices to include new technologies. That’s where online training can help!

Through online training, care home managers can make technology simple and accessible for their teams. This approach helps carers not only understand and use new care technologies with ease but also get comfortable with these tools without the usual stress. By embracing the technology available, teams are better able to learn together and make care homes the best they can be.

Effective training and development

Finding the right training and development opportunities for a diverse team can be tricky, especially when there are varying skill levels, backgrounds, and learning styles present within the team. This can impact the ability to provide personalised and effective care. But we’re here to help!

Careskills Academy provide a learning management system (LMS) that was built to be ready for  s and other regulatory inspections. Through our online training platform, we offer a wide range of courses on various aspects of care, management, and operational efficiency. Our courses are crafted with care provider expertise, as we were founded by care providers who understand the needs of our customers. This is reflected in our course selection, which includes over 95 CPD accredited courses, and the high quality of these courses.

All our courses are competitively priced for the value they offer. By using our platform, you’ll not only save money but also reduce the time spent on training administration. Plus, with our flexible setup, staying on top of training is a breeze – your team can access courses anywhere, at any time. It’s a win-win!

Ready to explore how Careskills Academy can transform your care home management?

Care home management comes with its share of challenges, but there’s a bright side! The comprehensive online training that Careskills Academy offers can really turn things around. Not only does it boost compliance and keep staff happy, but it also gives care home employees the know-how to deliver top-notch care.

By embracing online training, care homes can tackle everyday hurdles and raise the bar in resident care.

Browse our courses and sign up today >

Update – 25th June 2024

On 22 May 2024 the Prime Minister asked His Majesty the King to dissolve Parliament in preparation for a general election. Parliament was dissolved on Thursday 30 May and the General Election will take place on Thursday 4 July.

The pre-election period started at 00:01 on Saturday 25 May. During this period there are restrictions on the conduct of government business, including information sharing and communications. This arises from the special character of government business during an election campaign, and from the need to maintain, and be seen to maintain, the impartiality of the Civil Service.

The Department of Health and Social Care (DHSC) has assessed that further decisions or communications activity relating to funding under the Adult Social Care Training and Development Fund (TDF) should be suspended over the pre-election period.

DHSC aims to provide further information when the general election period concludes and they are in a position to do so.

As a registered Assessment Centre with our Awarding Body, TQUK, Careskills Academy can offer recognised qualifications that are eligible for Government funding when they launch the new Adult Social Care Training and Development fund.

Claims for reimbursement will be made through a digital online claims service, which will go live in summer 2024. Further information will be confirmed later in the year, prior to the online claims service going live.

Below are the details of our funded qualifications, but the most important thing is that you are ready to make your claim for reimbursement of these qualifications.

Funding Eligibility Criteria

Funding is available for non-regulated members of the adult social care workforce in England, including deputy and Care Quality Commission registered managers and agency staff. To qualify, their employer (including local authorities) must meet all the following criteria:

• provide an adult social care service.
• directly employ care staff in England
• have completed the Adult Social Care Workforce Data Set (ASC-WDS).

The NHS Business Services Authority (NHSBSA) will administer the fund on behalf of the Department of Health and Social Care (DHSC)

NHSBSA will send invitations to ASC employers to access the online funding service when it is available, therefore, to be ready, and receive your invitation for reimbursement funding you must meet the criteria and register with the ASC-WDS.

Reimbursement will generally be made following training or course completion; however, the government are exploring whether they can make partial payments in advance for completion of some courses, particularly accredited qualifications. No decision on this has been made yet.

For the most up to date information from the government website, click here

Careskills Academy Funded Qualifications

Train the Trainer

Careskills Academy include the following qualification in our Train the Trainer Programme, to ensure that you are a recognised and accredited trainer, and this qualification is now funded, so you will be able to claim back reimbursement for this.

• Level 3 Award in Education and Training

*Please note that reimbursement claims for this qualification will only be available for completions after April 1st, 2024, based on current Government information.

Medication Train the Trainer

This course is coming soon and is a great addition to our very successful Train the Trainer Programme. To be eligible for this course, you must hold a minimum of a level 2 medication qualification.

If you are not eligible, Careskills Academy will provide the following qualification, as part of your Medication Trainer course, and this qualification will be funded, so you can claim back reimbursement for this.

• Level 2 Certificate in Understanding the Safe Handling of Medication in Health and Social Care

Register your interest in Medication Train the Trainer here

Read more information about this training here

Level2 Adult Social Care Certificate

The Level 2 Adult social Care Certificate is a new qualification, due to be launched in Summer 2024. As a Recognised Assessment Centre, Careskills Academy intend to provide this qualification, which will be funded, if you are eligible to claim back reimbursement.

The purpose of this qualification is to develop the learner’s knowledge and understanding of the underlying principles and skills required for a variety of job roles in the adult health and social care sector.

This qualification develops competence therefore learners must be in paid work to enable assessment to take place.

Entry Requirements

This qualification is suitable for learners of 19 years of age and above. Employer specific induction and mandatory training is to be completed prior to the learner starting the qualification. However, the employer can decide if the qualification can be completed alongside employer specific induction and mandatory training.

There are 15 Mandatory units that must be completed to achieve this qualification.

Register your interest in level 2 Adult Social Care Certificate here

Read more information about this qualification here

Important information

Please note that Careskills Academy are unable to make funding claims on your behalf. Access to the fund is for direct employers of care staff only, therefore we can only offer advice and guidance, based on the information provided on the Government website or is provided by Skills for Care.

Welcome back to the Careskills Academy blog, where we keep you up to date on all the latest news and developments in the care sector!

We know that many of our valued customers have been relying on fully funded training opportunities in the past, and we understand the impact of the recent changes.
But fear not, because at Careskills Academy, we are always one step ahead in supporting you to upskill your workforce and access reimbursement for training.

Exciting news is on the horizon with the upcoming launch of the Adult Social Care and Training Development Fund by the Government, scheduled to go live in the summer of 2024. This fund will enable Adult Social Care Providers in England to receive reimbursement for Careskills training, including the brand new Level 2 Adult Social Care Certificate.

As a registered Assessment Centre with our Awarding Body (TQUK), Careskills Academy is already preparing to offer this qualification. We are hard at work planning and developing the new Care Certificate qualification, which is poised to become the gold standard for all new care workers entering the profession. With 15 essential standards, our goal is to make the process of obtaining this qualification as seamless as possible for you and your staff. While funding for the qualification will not be provided by Skills for Care, reimbursement will be facilitated through a digital online platform by the Department of Health and Social Care.

Rest assured, Careskills Academy will equip you with the necessary evidence and support to successfully claim reimbursement through the new system. Be sure to stay tuned for updates on our progress as we work towards introducing this qualification and funding opportunity.

Thank you for being part of the Careskills Academy community. We are here to empower you and your team with the knowledge and resources needed to thrive in the evolving care sector. Let’s continue this journey together towards excellence in care provision!