Why is training important in health and social care – build skills and strengthen service delivery

Staff training is important in health and social care because it gives care workers the knowledge, skills and confidence to deliver safe, person-centred care. 

It reduces the risk of harm, helps providers meet Care Quality Commission (CQC) requirements, improves care outcomes and supports staff retention by giving employees a clear path to develop. 

Training is essential to delivering safe, effective and person-centred support. Effective staff training in health and social care helps organisations maintain quality standards, meet regulatory obligations and equip employees with the skills needed to provide outstanding care. 

As care needs become more complex and workforce pressures continue, organisations that invest in learning and development are better positioned to improve outcomes, strengthen retention and reduce operational risk. Discover how OneAdvanced Care solutions support providers in developing skilled, compliant workforces. 

This guide covers the benefits of training, statutory and mandatory requirements, refresher training expectations, and practical steps for building a skilled workforce. 

Why training matters in health and social care 

Meeting regulatory and professional standards 

Training is a legal and regulatory requirement for many health and social care providers. Under regulation 18 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, providers must ensure employees receive appropriate support, training, professional development, supervision and appraisal. 

In addition, regulation 19 requires staff to have the qualifications, competence, skills and experience necessary to perform their role safely and effectively. 

Maintaining consistent training programmes helps organisations meet these obligations while creating a more knowledgeable workforce. It also demonstrates a commitment to continuous improvement and supports a positive inspection experience. 

The CQC's assessment framework highlights the importance of organisations creating environments where staff can learn, reflect and continuously improve practice to deliver safer care. 

Improving safety and reducing risk 

Training helps employees recognise hazards, follow best practice and respond appropriately to challenges they may encounter during care delivery. 

Areas such as safeguarding, infection prevention and control, medication management, moving and handling, and fire safety all rely on employees receiving regular training and updates. When staff understand how to carry out these responsibilities correctly, organisations can reduce avoidable incidents and improve safety for both employees and the people they support. 

Responding to evolving care needs 

Health and social care continues to evolve. People are living longer, care needs are becoming more complex and organisations are increasingly expected to deliver joined-up, person-centred services. 

Ongoing learning and development helps employees: 

• Build expertise in specialist care areas 

• Develop confidence supporting complex needs 

• Stay up to date with changing best practice 

• Improve digital skills and technology adoption 

• Deliver more personalised care 

 

Benefits of staff training in health and social care 

Improved care quality and outcomes 

Training provides employees with the knowledge and practical skills needed to deliver safe, effective and person-centred support. Better trained teams are more confident in decision-making, communication and care delivery, helping organisations improve outcomes and maintain high standards. 

Greater staff confidence and competence 

Employees who receive regular learning and development opportunities are often more confident performing their role. Training supports professional growth, helps staff understand expectations and enables them to respond effectively in challenging situations. 

Better workforce retention and engagement 

Learning and development opportunities play an important role in attracting and retaining talent. Staff are more likely to remain with organisations that invest in their professional development and provide clear progression pathways. 

According to the latest Skills for Care State of the Adult Social Care Sector and Workforce report, workforce vacancies and turnover remain significant challenges across the sector. Structured training and development programmes can help improve engagement, increase job satisfaction and support long-term retention. 

Benefits include: 

• Increased confidence 

• Higher job satisfaction 

• Better employee engagement 

• Clearer career progression 

• Improved retention outcomes 

Improved leadership and succession planning 

Developing future leaders is essential for maintaining long-term service quality and organisational resilience. 

Leadership training can help organisations: 

• Identify future managers 

• Strengthen decision-making capabilities 

• Improve team performance 

• Support succession planning 

• Build a stronger leadership pipeline 

 

What is the difference between statutory and mandatory training? 

Although the terms are often used interchangeably, statutory and mandatory training are different. 

Statutory training 

Statutory training is required by legislation or legal regulations. 

Examples may include: 

• Health and safety training 

• Fire safety awareness 

• Certain moving and handling requirements 

• Oliver McGowan Mandatory Training on Learning Disability and Autism 

Mandatory training 

Mandatory training is required by an employer, regulator or sector guidance to ensure employees can perform their role safely and effectively. 

Examples include: 

• Safeguarding 

• Infection prevention and control 

• Medication awareness 

• Equality, diversity and inclusion 

• Data protection and GDPR 

Most providers combine statutory and mandatory learning into a single workforce development programme. 

 

The Care Certificate and induction training 

The Care Certificate is the recognised induction standard for new health and social care support workers in England. It helps employees develop the essential skills, knowledge and behaviours needed to deliver safe, compassionate and high-quality care. 

The certificate is jointly supported by Skills for Care, Skills for Health and NHS organisations. 

The Care Certificate covers 15 core standards, including: 

• Duty of care 

• Safeguarding 

• Communication 

• Person-centred care 

• Privacy and dignity 

• Health and safety 

For adult social care providers, the adult social care certificate provides a recognised progression pathway and supports greater workforce consistency across the sector. 

A structured induction programme helps employees become competent more quickly, improves confidence and contributes to higher standards of care from the start. 

Oliver McGowan Mandatory Training on Learning Disability and Autism 

The Health and Care Act 2022 introduced requirements for CQC-registered providers to ensure employees receive learning disability and autism training appropriate to their role. 

The government's recommended programme is the https://www.england.nhs.uk/learning-disabilities/training-and-development/the-oliver-mcgowan-mandatory-training-on-learning-disability-and-autism/. 

The training helps employees: 

• Understand the experiences of autistic people and people with learning disabilities 

• Improve communication approaches 

• Recognise appropriate adjustments 

• Reduce inequalities 

• Deliver more personalised support 

Providers should also review the latest guidance from Skills for Care and https://www.england.nhs.uk/learning-disabilities/training-and-development/the-oliver-mcgowan-mandatory-training-on-learning-disability-and-autism/ before implementation to ensure they meet current requirements. 

 

What should mandatory training cover? 

Mandatory training requirements vary depending on an employee's role and responsibilities, but commonly include: 

• Safeguarding adults and children 

• Infection prevention and control 

• Fire safety 

• Health and safety awareness 

• Moving and handling 

• Equality, diversity and inclusion 

• Medication awareness 

• Data protection and GDPR 

• Dementia awareness 

• Mental health awareness 

These subjects help employees work safely, fulfil their responsibilities and provide care in line with regulatory expectations. 

 

How often should health and social care training be refreshed? 

Refresher periods vary depending on organisational policy, service type and risk profile. Providers should reference the latest Skills for Care Core and Mandatory Training guidance alongside internal policies. 

Training area	Typical refresher period
Safeguarding adults	Every 3 years
Infection prevention and control	Every 1-3 years
Fire safety	Annually
Moving and handling	Every 1-2 years
Basic life support	Annually
Health and safety	Every 2-3 years
Medication training	Every 1-2 years

Providers should always follow their organisational policies where stricter requirements apply. 

 

What happens if care staff are not properly trained? 

Insufficient training can affect care quality, employee confidence and regulatory performance. 

Increased safety incidents 

For example, incorrect moving and handling techniques could lead to injuries for both employees and the people they support. 

Regulatory action 

For example, an inspection may identify insufficient safeguarding or medication-management training, resulting in improvement actions. 

Lower employee confidence 

Employees who are not appropriately trained may feel less prepared to support individuals with complex physical, behavioural or mental health needs. 

Reduced quality of care 

For example, inconsistent communication practices may affect service-user experiences and reduce continuity of care. 

Practical steps for delivering effective training 

1. Align training with organisational priorities

Training programmes should be designed around workforce needs, organisational objectives and regulatory requirements. 

Consider: 

• Skills gaps 

• Compliance obligations 

• Strategic workforce plans 

• Future service requirements 

• Leadership development opportunities 

1. Make learning accessible

Learning should be flexible and available through a variety of formats, including: 

• eLearning 

• Classroom learning 

• Workshops 

• Coaching 

• Mentoring 

• Shadowing 

• Peer learning 

Providing multiple learning pathways can improve participation and knowledge retention. 

1. Monitor progress and refresh training regularly

Training should form part of an ongoing development process rather than a one-off activity. 

Organisations should: 

• Maintain accurate training records 

• Monitor completion rates 

• Track mandatory learning requirements 

• Schedule refresher training 

• Review development needs regularly 

 

Using technology to manage training and workforce development 

Managing mandatory training through spreadsheets becomes increasingly difficult as organisations grow. Care providers need visibility of compliance status, completion rates, upcoming renewals and workforce development plans. 

OneAdvanced Performance Management and OneAdvanced HR Management help organisations: 

• Track statutory and mandatory training completion 

• Monitor training expiry dates 

• Record supervision and appraisal activity 

• Set personal development objectives 

• Identify learning gaps 

• Support employee progression 

With workforce development information stored in one place, managers can make informed decisions about training priorities while supporting compliance and employee growth. 

See how OneAdvanced helps care providers track training and development 

Whether you're looking to monitor mandatory training, improve workforce planning or support employee development, OneAdvanced Care solutions provide the tools needed to build a confident, compliant and highly skilled workforce.  

Invest in training to build a stronger workforce 

Training is one of the most valuable investments health and social care organisations can make. It helps improve care quality, support compliance, reduce risk and prepare employees for the evolving demands of modern care delivery. 

By viewing training as an ongoing commitment rather than a regulatory obligation, organisations can develop confident teams, strengthen leadership capability and achieve better outcomes for the people they support. 

Explore how OneAdvanced Care solutions help providers manage workforce development, compliance and employee performance from a single platform. 

Frequently asked questions 

Why is training important in health and social care? 

Training ensures employees have the knowledge, skills and confidence to deliver safe, effective and person-centred care. It supports compliance, reduces risk, improves care quality and contributes to better outcomes for the people receiving support.  

What is mandatory training in health and social care? 

Mandatory training covers essential subjects that help employees meet legal, regulatory and organisational requirements. Areas commonly include safeguarding, health and safety, infection control, moving and handling, equality and diversity, and fire safety.  

How often should health and social care training be refreshed? 

Training schedules vary based on organisational requirements, regulations and individual job roles. Regular reviews and refresher sessions help ensure employees remain competent and up to date with best practice.  

How does training improve staff retention? 

Employees who are given opportunities to learn and develop are more likely to feel valued and engaged. Training supports career progression, builds confidence and helps organisations retain experienced talent.