Staff & Employer Resources
Care employers have a legal duty to provide adequate staffing, training, supervision, and support for their employees. At the same time, care workers have employment rights that protect their welfare and ensure they can deliver safe, effective care. This section covers what employers must provide and what staff are entitled to.
Regulatory Requirements for Employers
CQC Regulation 18 (Staffing) requires providers to employ sufficient numbers of suitably qualified, competent, skilled, and experienced staff to meet the needs of the people they support. This includes ensuring staff receive appropriate support, training, professional development, and supervision to carry out their roles.
The Care Certificate sets out the minimum standards that new health and social care workers should be trained to before they can work unsupervised. It was introduced in 2015 jointly by Skills for Care, Health Education England, and Skills for Health, and replaces the Common Induction Standards (CIS) and National Minimum Training Standards.
Key legislation: Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 — Regulation 18 (Staffing). Employment Rights Act 1996. Working Time Regulations 1998. National Minimum Wage Act 1998. Equality Act 2010.
In This Section
Induction & Training
CQC Regulation 18, the Care Certificate, mandatory training topics, and ongoing continuing professional development (CPD).
Supervision & Appraisal
CQC requirements for one-to-one supervision, annual appraisal, and professional development planning for care staff.
Employment Rights
Contracts, Working Time Regulations, National Minimum Wage, grievance procedures, and trade union support.
Teamwork & Communication
Effective handover, multi-disciplinary working, conflict resolution, and documentation standards in care settings.
Employer Must-Do Checklist
- Provide a written contract with all required employment particulars from day one (Employment Rights Act 1996)
- Complete Care Certificate training for all new care workers within 12 weeks of starting work
- Provide regular supervision — at least 4–6 times per year for each staff member (CQC expectation)
- Pay at least the National Minimum Wage — including for sleep-in shifts where applicable
- Comply with Working Time Regulations — including rest breaks, rest periods, and maximum weekly hours
- Carry out a DBS check before employing anyone in a regulated activity (Regulated Activity Regulations 2009)