Statutory and Mandatory Training FAQs

Mandatory courses are training programs implemented by a business as part of their own internal requirements.

The 15 care certificate standards are: understand your role, your personal development, duty of care, equality and diversity, work in a person centred way, communication, privacy and dignity, fluids and nutrition, awareness of mental health, dementia and learning disability, safeguarding adults, safeguarding children, basic life support, health and safety, handling information, and infection prevention and control.

The 15 care certificate standards are: understand your role, your personal development, duty of care, equality and diversity, work in a person centred way, communication, privacy and dignity, fluids and nutrition, awareness of mental health, dementia and learning disability, safeguarding adults, safeguarding children, basic life support, health and safety, handling information, and infection prevention and control.

Mandatory training will be set out by the organisation you work for, but all health and social care workers are required to undertake induction training and annual training reviews to keep up with best practice and any regulation requirements. This mandatory training will typically include health and safety, fire safety, infection prevention and control, food hygiene and safety, moving and handling, and safeguarding courses as well as some other supplementary courses.

Nurses will need to undertake mandatory training set out by their organisation, whether that’s the NHS or a private institution. The specifics of this training may vary, but typically this will include health and safety, fire safety, infection prevention and control, food hygiene and safety, moving and handling, and safeguarding courses as well as some other supplementary courses.

Statutory training is training which employees undertake to ensure that the work they do complies with laws issued by the government. Mandatory training by contrast is training to ensure that safe working practices are followed and organisational risks are limited.

Statutory maintenance is maintenance carried out by an organisation to ensure that the health and safety legal requirements are being met in the workplace.

A statutory public service is a public service that is paid for by the government and which is created by law. A non-statutory public service is not funded by government, and is normally supported by donations as a registered charity.

Mandatory training is carried out by an organisation to ensure that its workforce is adhering to health and safety policies, and safe working practices.

Currently, there isn’t any statutory requirement that calls for care providers to implement a care certificate, meaning the Care Quality Commission (CQC) isn’t able to enforce mandatory care certificates. However, there is a remit with CQC inspectors to enforce regulations around adequate staff training in relation to care, and will want to see proof that adequate training and inductions are carried out which meet the Care Quality Commission’s standards.

Mandatory training is a requirement set out by a specific organisation to meet their own internal compliance standards, rather than a legal requirement.

Manual handling training is not mandatory requirement for all staff, but if a staff member is required to regularly undertake manual handling tasks which involve movements that could cause injury then employers have a duty to address this and implement relevant training.

When you start your first role with the NHS, you will need to undertake the relevant mandatory and statutory training to your job duties.

There aren’t any legal requirements around qualifications as a self-employed carer, it’s important to be fully prepared and undertake a high level of training in order to provide the best level of care possible. The core skills needed to be a carer can be outlined as relatability, empathy, strong communication and patience, all of which will be enhanced by acquiring the relevant qualifications such as diplomas or NVQs. Once you have these, you will need to register as a sole trader or business and familiarise yourself with the legality surrounding self-employed carers, including registering with HMRC as self-employed and securing insurance. From there, you can then approach clients and start work as a self-employed carer.

Statutory and regulatory requirements are requirements which need to be legally complied with, typically including training standards for employees to ensure no legislation or industry rules are broken.

A statutory control is an element of oversight for legislation, usually relating to the relevant agency which handles and regulates a particular industry.

Legal compliance means adhering to a set of rules, regulations and other enforceable legislation set out in law, governing how you should carry out certain actions in order to meet the standards for your industry.

Regulatory law and statutory law are both requirements or rulings that are required and established by law. Statutory law is made up of laws passed by a state government; regulatory law by contrast is written and issued by a regulatory body that has been appointed by a state government.

Unsafe or abusive practices can be dangerous and illegal, causing stress, injury and in rare cases death. Reporting these practices can reduce the likelihood that they will be repeated and can lead to a safer and more responsible workplace and workforce.

Yes – a live-in carer can be self-employed. While there isn’t a requirement for qualifications, as a self-employed live-in carer it would be beneficial to ensure you have adequate training to provide the best level of care possible. Understanding the legalities of self-employed care work is also important if you’re going to be a live-in carer.

Yes – if you’re planning on working as self-employed then you must register with HMRC so you can fulfil your obligations to pay your own income tax and National Insurance.

Improving compliance comes from your whole business buying into what you need to comply with, whether that is legal regulations, data privacy laws or otherwise, and how everyone’s role feeds into these. By having each individual staff member understand their role in larger compliance needs and the accountability related to this, employees can fulfil their obligations completely and be aware of wider compliance issues. Ensuring that your business is applying the industry standard for compliance in your sector gives you a solid base from which you can go further and include more rigorous standards if you want to improve your business compliance further.

There aren’t any legal requirements around qualifications as a self-employed carer, it’s important to be fully prepared and undertake a high level of training in order to provide the best level of care possible. The core skills needed to be a carer can be outlined as relatability, empathy, strong communication and patience, all of which will be enhanced by acquiring the relevant qualifications such as diplomas or NVQs. Once you have these, you will need to register as a sole trader or business and familiarise yourself with the legality surrounding self-employed carers, including registering with HMRC as self-employed and securing insurance. From there, you can then approach clients and start work as a self-employed carer.

Improving compliance comes from your whole business buying into what you need to comply with, whether that is legal regulations, data privacy laws or otherwise, and how everyone’s role feeds into these. By having each individual staff member understand their role in larger compliance needs and the accountability related to this, employees can fulfil their obligations completely and be aware of wider compliance issues. Ensuring that your business is applying the industry standard for compliance in your sector gives you a solid base from which you can go further and include more rigorous standards if you want to improve your business compliance further.

The common topics covered in mandatory training regularly include manual handling, fire safety, infection prevention, safeguarding adults and children, equality and diversity, and food safety and hygiene.

A compliance policy is a workplace policy which ensures that compliance risks, those being the risk that employees may not comply fully with the law in their work practices, are minismised and mitigated where possible.

A statutory act is an act of law which is created by a legislative institution. This law is written by the government and regularly codified into different subjects.

Mandatory training in health and social care refers to training that must be undertaken if it is one of the following:

• A statutory requirement required by law
• Training that all staff in the organisation require
• Training required by a local or union authority

Statutory compliance in HR refers to the various laws which an organisation or business must follow regarding the wellbeing and safety of their employees.

Compliance is considered to be the ability to conform to any rules, regulations, policies and laws which apply to organisations within your industry. These all need to be taken into consideration when your business takes any actions to ensure you aren’t breaking anything which could result in negative repercussions, such as penalties, lawsuits, etc.

Training in health and social care is professional training surrounding the careers fields of health, care and social workers. There are a variety of courses, both online and offline, which can include topics such as basic medical training and mental health training.

To become a care worker, there are no academic requirements in the traditional sense, such as A-levels or a degree. However, undertaking an NVQ course in health and social care up to levels 2 and 3, is generally regarded as being a necessity for those wishing to undertake a career in care.

Mandatory training in care homes is training on variety of modules which are required by statutory law, required by a local or industry authority, or which all employees across the business must undertake.

It is important to train staff in health and safety both for legal reasons and reasons of wellbeing. The Health and Safety at Work Act means that employers are legally obliged to ensure that staff are trained in carrying their work out safely. Failing to do so can result in fines or other punishments levied against the business. From a wellbeing point of view, risks to staff are minimised when the workforce is trained in the various aspects of health and safety.

It is important to train staff for a variety of reasons. These can include:

• A more efficient workforce
• Safer working practices
• Better reputation as a business
• Better reputation as an employer

Mandatory training is important for an employer because in many instances it is a legal requirement as listed under UK law. It is also regularly carried out for health and safety reasons to minimise the risks and hazards which might be present in the workplace.

Professional development is important because it allows a person to develop their career and their abilities, opening up new opportunities in their working life. It proffers the chance to stay updated in their chosen field and to take on new skills which can prove to be helpful outside of employment.

Statutory training is important is because it is the law and failing to host statutory training sessions can result in legal action against a company. Mandatory training is important because it enables employees to work in a safe and healthy manner, promoting their own, and their patient’s, wellbeing and safety.

Training is important for nurses for many reasons since it:

• Allows nurses to stay up to date with medical developments
• Allows nurses to work in a safe and risk-free way
• Teaches nurses how to deal with the stresses and pressures involved in their work practices