Staff Training Courses: Complete Guide for Healthcare Organisations [2026]

A 2026 UK Guide for NHS Trusts, Care Homes & Private Providers

The UK healthcare workforce is under unprecedented pressure. Staffing shortages, high turnover, and rising patient demand place enormous strain on NHS Trusts, care homes, and private providers alike. Against this backdrop, well-structured staff training is a fundamental pillar of patient safety, regulatory compliance, and workforce resilience.

Healthcare staff training encompasses a broad spectrum of learning, from statutory requirements set by law to mandatory courses required by the Care Quality Commission (CQC) and individual organisations. Whether you manage an acute NHS Trust, a residential care home, or a private clinic, getting your training framework right is essential.

2026 marks a pivotal year for healthcare training in the UK. NHS England has introduced significant reforms to statutory and mandatory (StatMand) training, including universal acceptance of prior training across 262 NHS organisations from May 2025, and the rollout of the Digital Staff Passport. The Oliver McGowan Code of Practice came into full effect in September 2025, making training on learning disabilities and autism a legal requirement for all CQC-registered providers under the Health and Care Act 2022.

This comprehensive guide covers everything healthcare training managers, HR leads, registered managers, and clinical educators need to know, from regulatory requirements and mandatory course types to building a training programme, measuring compliance, and navigating the latest reforms.

Summary

About Healthcare Staff Training
UK Regulatory Frameworks for Healthcare
Types of Healthcare Courses
The Care Certificate
NHS England StatMand Training Reforms 2026
How to Build a Staff Training Programme
Measuring Training Effectiveness
Choosing a Healthcare LMS
Important Training Trends for 2026
Common Challenges in Healthcare Staff Training
Healthcare Staff Training Checklist

About Healthcare Staff Training

Healthcare staff training refers to all structured learning and development activity undertaken by individuals working in health and social care settings. In the UK context, this spans a wide range from legal obligations imposed by Parliament to competency-based clinical development programmes tailored to specific roles.

It is important to distinguish between two often-confused terms:

Statutory training is training required by law. Examples include fire safety training (required under the Regulatory Reform (Fire Safety) Order 2005) and health and safety training (required under the Health and Safety at Work Act 1974).
Mandatory training is training required by the organisation or by the CQC as a condition of delivering safe, high-quality care. It may go beyond what the law strictly demands but is nonetheless compulsory for staff.

Both types are compulsory. Failure to complete them can result in CQC enforcement action, impact on pay progression under Agenda for Change, disciplinary proceedings, and, most critically, increased risk of harm to patients and service users.

Beyond compliance, training matters because it builds competent, confident staff. The shift in recent years has been away from a ‘checkbox’ compliance culture towards genuine competency-based development. Skills for Care’s competence-led refresh approach reflects this evolution: rather than defaulting to annual refreshers for every subject, organisations are encouraged to assess actual competency and refresh training based on role changes, risk, and evidence of practice.

Good training supports staff retention too. Healthcare workers who feel supported, skilled, and valued are more likely to stay. In a sector grappling with chronic shortages, investment in training is investment in workforce stability.

UK Healthcare Training: Regulatory Framework

Understanding the regulatory landscape is essential for any organisation delivering health or social care in the UK. Training requirements are shaped by multiple bodies, each with distinct remits and enforcement powers.

Care Quality Commission (CQC) Requirements

The CQC is the independent regulator of health and social care in England. Its Regulation 18 (Staffing) requires providers to ensure staff are suitably qualified, competent, skilled, and experienced to meet the needs of the people using the service. This is not simply about course completion: inspectors now assess evidence of capability and culture.

Under the CQC’s Single Assessment Framework, training compliance is considered as part of a broader assessment of how well organisations are led and managed, and whether staff have the skills, knowledge, and experience to carry out their roles. CQC Fundamental Standards set out the baseline requirements, and inspectors will look for documented evidence that training is not only completed but that it translates into safe, effective practice.

The Core Skills Training Framework (CSTF)

The Core Skills Training Framework (CSTF), developed by Skills for Health, sets national standards for statutory and mandatory training in the NHS. It currently covers 11 core subjects, providing learning outcomes, delivery guidance, and recommended refresher periods for each.

The 11 CSTF subjects are:

Conflict Resolution
Equality, Diversity and Human Rights
Fire Safety
Health, Safety and Welfare
Infection Prevention and Control
Information Governance
Moving and Handling
Preventing Radicalisation (Prevent)
Resuscitation / Basic Life Support
Safeguarding Adults
Safeguarding Children

NHS Trusts and healthcare organisations can declare CSTF alignment, which is the formal process by which an organisation confirms that its training content meets CSTF learning outcomes. CSTF alignment is now essential for participating in the May 2025 StatMand portability agreement (see below).

Below is a summary reference table for the 11 CSTF subjects:

CSTF Subject	Who It Applies To	Typical Refresher Period
Conflict Resolution	All patient/public-facing staff	3 years
Equality, Diversity & Human Rights	All staff	3 years
Fire Safety	All staff	Annual
Health, Safety & Welfare	All staff	3 years
Infection Prevention & Control	All staff (multiple levels)	Annual
Information Governance	All staff	Annual
Moving & Handling	All staff / clinical staff	3 years / Annual
Preventing Radicalisation (Prevent)	All staff	3 years
Resuscitation / Basic Life Support	All staff / clinical staff	Annual
Safeguarding Adults	All staff (tiered)	3 years
Safeguarding Children	All staff (tiered)	3 years

Many of these subjects are covered in The Care Certificate, which involves 16 modular courses accredited by Skills for Care.

View All CSTF Courses

Key UK Legislation Affecting Training

Healthcare training requirements are underpinned by a substantial body of UK legislation. Key statutes include:

Health and Safety at Work Act 1974: imposes a general duty on employers to provide safe systems of work, including appropriate training. See also: Health and Safety awareness training
Health and Care Act 2022: introduces the statutory requirement for Oliver McGowan Mandatory Training on Learning Disability and Autism for all CQC-registered providers.
Equality Act 2010: requires organisations to take active steps to eliminate discrimination and promote equality, including through staff training.
Data Protection Act 2018 / UK GDPR: imposes obligations around the lawful handling of personal data, including patient records, requiring all staff to receive appropriate information governance training.
Safeguarding legislation: including the Care Act 2014 and Children Act 1989/2004, requires staff to be trained to recognise and respond to abuse and neglect.
Regulatory Reform (Fire Safety) Order 2005: requires employers to train staff in fire prevention, evacuation procedures, and emergency responses.

Professional Body Requirements

For regulated professionals, training obligations extend beyond statutory and mandatory requirements to include professional revalidation and continuing professional development (CPD).

Nurses and midwives must meet NMC revalidation requirements every three years, including 35 hours of CPD, five practice-related feedback discussions, and five written reflective accounts.
Doctors are subject to GMC requirements including appraisal and revalidation every five years, which includes evidence of ongoing learning and development.
Allied health professionals regulated by the Health and Care Professions Council (HCPC) must meet CPD standards as a condition of maintaining registration.

Types of Healthcare Staff Training Courses

Statutory and Mandatory Training (Core CSTF Subjects)

Health and Safety

Health and safety training is required under the Health and Safety at Work Act 1974 and covers a range of subjects relevant to all healthcare settings. Core topics include manual handling and moving and handling, risk assessment, COSHH (Control of Substances Hazardous to Health), Display Screen Equipment (DSE), and slips, trips and falls prevention.

Moving and handling training is particularly important in care settings where staff regularly assist residents or patients with mobility. Role-specific training should be provided alongside general awareness training. For example, staff using hoists or specialist equipment should receive specific training in using this equipment, as well as general courses.

Fire Safety

Fire safety training is a legal requirement under the Regulatory Reform (Fire Safety) Order 2005 and applies to all staff in healthcare settings. Training typically covers fire awareness and prevention, safe evacuation procedures, use of fire extinguishers, and individual responsibilities in the event of a fire. Refresher training is generally required annually.

For clinical settings where evacuation is more complex, such as inpatient wards or care homes, fire safety training should include practical elements such as evacuation drills and the use of patient evacuation equipment.

Infection Prevention and Control (IPC)

Infection prevention and control training is critical for all healthcare workers and takes on heightened importance in the post-pandemic environment. Core topics include standard precautions, correct use of personal protective equipment (PPE), hand hygiene, decontamination, and outbreak management. IPC training is delivered at multiple levels depending on staff roles and responsibilities. Clinical staff with direct patient contact require more in-depth training than, for example, administrative staff.

Infection prevention and control training is available online.

Safeguarding

Safeguarding training is mandatory for all healthcare and social care workers and must be delivered at appropriate levels according to role and the populations served. Training covers recognition of abuse and neglect, reporting responsibilities, local safeguarding procedures, and the principles of Making Safeguarding Personal.

The intercollegiate frameworks provide tiered guidance:

Safeguarding Adults: Levels 1 to 4, with higher levels required for those with specific safeguarding responsibilities
Safeguarding Children: Levels 1 to 5, again tiered by role and level of involvement

Information Governance and Data Protection

With healthcare organisations handling vast quantities of sensitive personal data, information governance training is essential for all staff. Key topics include UK GDPR compliance, patient confidentiality and the Caldicott principles, NHS Data Security Standards, and cybersecurity awareness.

Staff must understand their responsibilities around data access, sharing, and storage, and be aware of the consequences of data breaches, both for patients and for the organisation. For GDPR training, visit

Resuscitation and Basic Life Support (BLS)

Resuscitation training is required for virtually all healthcare staff, with the level of training varying by role. Adult Basic Life Support (BLS) is required for most staff members, while paediatric BLS is required for those working with children, and newborn BLS for those in maternity or neonatal settings. Immediate Life Support (ILS) and Advanced Life Support (ALS) are required for clinical staff in relevant settings. Refresher training is typically annual.

Equality, Diversity and Human Rights

All healthcare staff must receive training in equality, diversity and human rights, covering the nine protected characteristics under the Equality Act 2010, unconscious bias, and the delivery of person-centred, non-discriminatory care.

Conflict Resolution

Healthcare workers frequently encounter challenging behaviour, and training in conflict resolution equips staff with the skills to de-escalate situations, prevent violence and aggression, and, for appropriate roles, breakaway techniques. Training aligns with NHS Protect standards and is typically required for all patient/public-facing staff, with refreshers every three years.

See:

Preventing Radicalisation (Prevent)

The Prevent duty requires all healthcare organisations to train staff to recognise the signs of radicalisation and understand the referral pathways available. Training covers the counter-terrorism context, identifying vulnerability, and making appropriate referrals via the Channel programme. See: https://caredemy.co.uk/product/the-prevent-strategy-online-training-course/

Oliver McGowan Mandatory Training on Learning Disability and Autism

Since September 2025, Oliver McGowan Mandatory Training is a legal requirement for all health and social care providers registered with the CQC, under the Health and Care Act 2022. This training is named after Oliver McGowan, whose preventable death in 2016 highlighted the urgent need for better understanding of the needs of people with learning disabilities and autism.

The training is structured in two tiers:

–	Tier 1	Tier 2
Target audience	All health and care staff	Staff providing direct care/support to people with learning disabilities or autism
Part 1	E-learning (1.5 hours)	E-learning (1.5 hours)
Part 2	Interactive group session (half day)	Face-to-face full day (co-delivered by people with lived experience)
Legal basis	Health and Care Act 2022	Health and Care Act 2022
Mandatory since	September 2025	September 2025

A defining feature of Tier 2 is that it must be co-delivered by people with lived experience of learning disabilities or autism, ensuring training is grounded in authentic perspectives. Funding for this training is available to eligible social care providers via the Learning and Development Support Scheme (LDSS).

For organisations that have not yet implemented Oliver McGowan Training, this is now a priority compliance matter. Inspectors will look for evidence of completion as part of CQC assessments.

Role-Specific Clinical Training

Medicines Management

Medicines management training covers the safe handling, storage, and administration of medications, with specific components for controlled drugs, covert administration (where permitted), and role-specific competencies. As medication errors remain one of the most common causes of avoidable patient harm, robust training and competency assessment in this area are essential. For a comprehensive range of medicines and medication training, visit https://caredemy.co.uk/medicine-medication-training-courses/

Clinical Skills Training

Role-specific clinical skills training covers a broad range of practical competencies depending on the setting and staff group. Common areas include venepuncture and cannulation, wound care, catheter care, and use of the National Early Warning Score 2 (NEWS2) for identifying deteriorating patients. For clinical online courses, visit https://caredemy.co.uk/clinical-online-courses/

Mental Health Awareness

As the healthcare sector faces growing demand for mental health services, awareness training for all staff has become increasingly important. Topics include Mental Health First Aid, suicide prevention, and dementia awareness and care. This training supports staff in recognising early signs of deterioration and responding appropriately, whether in mental health, primary care, or general hospital settings.

End of Life Care

Staff working with patients at the end of their lives require specialist training in palliative care principles, advance care planning, communication skills for difficult conversations, and bereavement support. High-quality end of life care depends on confident, compassionate staff. For training in this area, visit Bereavement and Death.

Professional Development Training

Leadership and Management Development

Clinical leadership and management development is essential for those taking on supervisory or management roles in healthcare settings. Training covers team management, delegation, performance management, and creating a positive culture of safety and learning.

View care management training courses.

Communication and Soft Skills

Effective communication underpins safe, person-centred care. Training in this area covers patient communication, breaking bad news, complaints handling, and the Duty of Candour, which is the legal requirement to be open and honest with patients and their families when things go wrong. See Communication in Care Training

The Care Certificate

What Is the Care Certificate?

The Care Certificate is an agreed set of standards that defines the knowledge, skills, and behaviours expected of new health and social care workers in England. It was developed jointly by Skills for Health, Skills for Care, and Health Education England and is designed to be completed by new starters during their induction period. These roles may include health and social care support workers, healthcare assistants, and assistant practitioners.

The Care Certificate is not a qualification in itself, but it demonstrates that an individual meets minimum competency standards for working in health and social care. As of March 2025, it has been updated to 16 standards, with the addition of a new standard on learning disability and autism awareness.

The 16 Care Certificate Standards

The 16 standards are:

Explore our full suite of Care Certificate courses.

Completing the Care Certificate

The Care Certificate is typically completed within the first 12 weeks of employment, combining self-directed learning with workplace assessment and observation. It is the employer’s responsibility to sign off competency; completion of online modules alone is not sufficient. Training is also available to support leaders in assessing competence for the care certificate.

NHS England Statutory and Mandatory Training Reforms [2026]

The StatMand Reform Programme

NHS England has been undertaking a significant programme to optimise, rationalise, and redesign the statutory and mandatory training landscape across the NHS. The aim is to reduce the administrative and operational burden of training compliance while maintaining and in many cases improving staff safety and capability. At the heart of this is the new National People Policy Framework for Mandatory Learning, which sets out the principles and requirements for StatMand training across NHS organisations.

Universal Acceptance of Prior Training (May 2025)

In a landmark development, from May 2025, all 262 NHS organisations have signed up to a new agreement that core StatMand training completed at one NHS employer will be accepted at another, without the need for repetition. This is estimated to save 200,000 days of staff time annually and is particularly significant for resident doctors who rotate between trusts, as well as bank and agency workers.

For this portability to apply, training must align with CSTF learning outcomes, and a valid record must be held on the NHS Electronic Staff Record (ESR) or an equivalent compliant system.

Digital Staff Passport

The Digital Staff Passport is a key enabler of training portability. It allows staff to carry verified training records with them as they move between NHS employers, linking to ESR national competencies and reducing duplication of training, administration, and cost. For employers, this means accepting prior CSTF-aligned training within specified timeframes while retaining responsibility for local orientation, induction, and competency assessment.

What This Means for Employers

For NHS Trusts, the reforms require a shift in approach. Organisations must accept prior training for core CSTF subjects within the agreed timeframes, maintain their own CSTF declaration of alignment, and ensure that competency assessment processes are robust enough to stand independently of course completion records. Local induction and orientation requirements remain the employer’s responsibility and are not covered by the portability agreement.

For independent and social care providers, these changes do not directly apply in the same way, but they signal a broader direction of travel towards portability and reduced duplication across the health and care system.

Building a Healthcare Staff Training Programme

Building an effective training programme requires a structured approach that balances regulatory compliance with practical delivery constraints. The following six-step framework provides a robust foundation.

Step 1 — Conduct a Training Needs Analysis (TNA)

A Training Needs Analysis is the essential starting point. It involves identifying all staff roles and groups, mapping statutory and mandatory training requirements to each role, assessing current competencies and identifying gaps, and considering any service-specific requirements, such as specialist units or particular patient demographics. The CSTF matrix provides a useful starting framework for NHS organisations.

Step 2 — Define Learning Outcomes

Learning outcomes should be aligned with the CSTF where applicable and connected clearly to the CQC Fundamental Standards. Crucially, outcomes should include measurable competencies, not just course attendance. An individual who has sat through a manual handling training session but cannot demonstrate safe technique has not met the learning outcome.

Step 3 — Choose Delivery Methods

The right delivery method depends on the nature of the subject, the staff group, and operational constraints. The CSTF provides guidance on which subjects are suitable for e-learning and which require face-to-face or practical components. E-learning is appropriate for knowledge-based content such as information governance or equality and diversity, while subjects like moving and handling and resuscitation require practical demonstration and assessment.

Organisations must also plan for protected learning time (a persistent challenge in 24/7 care settings) and consider bite-sized or modular training formats to reduce the impact on service delivery.

Step 4 — Source or Develop Content

Organisations can source training content from specialist online providers, develop in-house materials, or use free NHS resources. Caredemy provides a comprehensive range of online healthcare training courses that are Skills for Care endorsed and aligned with CQC requirements. The platform offers affordable, flexible, self-paced learning accessible at any time, ideal for the variable shift patterns of healthcare staff.

NHS eLFH (e-Learning for Healthcare) also provides a range of free statutory and mandatory training resources that can supplement a broader training offering.

Step 5 — Implement and Communicate

Effective implementation requires a clear new starter induction process, an annual refresher schedule aligned to CSTF requirements, and clear manager accountability for ensuring team compliance. For NHS organisations, linking training completion to appraisal and Agenda for Change pay progression provides an additional incentive for compliance. Clear communication to staff about what is required, when, and why is essential for engagement.

Step 6 — Track, Report and Improve

Training must be tracked systematically, ideally through the NHS ESR or a dedicated Learning Management System (LMS). Board-level reporting of compliance rates is a governance requirement, and the data should be used actively to identify at-risk departments or staff groups, not simply filed. CQC inspection readiness requires that training records are accurate, accessible, and can be produced at short notice. Gathering input from staff about training quality and relevance is essential for continuous improvement.

For team training compliance tools, visit https://caredemy.co.uk/sp/team-training/.

Measuring Training Effectiveness and Compliance

Compliance Tracking

At a minimum, organisations should track completion rates by subject, staff group, and department, with dashboard reporting available to managers in real time. RAG-rated (Red, Amber, Green) compliance reports make it easy to identify areas of concern and prioritise follow-up. Escalation processes should be in place for persistent non-compliance, with clear lines of accountability.

Beyond Compliance: Measuring Impact

True training effectiveness goes beyond completion rates. Organisations committed to genuinely improving outcomes should consider pre- and post-course knowledge assessments, competency observation and sign-off by trained assessors, correlation between training compliance data and patient safety incident rates, patient feedback and outcome data, and staff confidence surveys. These measures provide a richer picture of whether training is working — and where improvements are needed.

CQC Inspection Readiness

When CQC inspectors arrive, they will expect to see not only completion records but evidence of a coherent training matrix, competency assessment documentation, and a culture in which training is visibly valued and embedded. The Well-Led domain of the CQC Single Assessment Framework specifically examines whether leaders create an environment where learning and improvement are prioritised. Training records that are inconsistent, incomplete, or cannot be readily produced will undermine an otherwise positive inspection.

Return on Investment Considerations

Investing in staff training delivers measurable financial returns. The cost of non-compliance — including CQC enforcement action, litigation, and reputational damage — significantly outweighs the cost of training. Better-trained staff are safer practitioners, reducing patient safety incidents and associated costs. Organisations with strong training cultures also benefit from improved staff retention, reducing reliance on expensive agency staff. NHS England’s own estimate of 200,000 days of staff time saved through the StatMand portability reforms illustrates the systemic efficiency gains available through smart training management.

Choosing a Healthcare Learning Management System (LMS)

Key Features for a Healthcare LMS

When selecting an LMS for healthcare, organisations should look for:

CSTF and CQC compliance tracking capabilities
automated refresher reminders to prevent lapses
integration with ESR for NHS organisations
support for CPD and revalidation recording
mobile accessibility for staff working varied shifts
SCORM compatibility to enable use of third-party content
robust reporting functionality for governance and inspection purposes

Caredemy proudly offer courses that are completable on any device and trackable via any LMS with complete SCORM compatibility.

Popular UK Healthcare LMS Options

A range of LMS platforms are used across UK healthcare settings, including Kallidus (widely used by NHS Trusts), Blue Stream Academy (social care focus), Care Learning (care homes), Relias (healthcare and social care), and Skills for Health eLearning. Some NHS Trusts have developed in-house solutions tailored to their specific requirements.

Considerations for Care Homes and Social Care

Smaller social care providers often face constraints around budget and technical infrastructure. Skills for Care endorsed providers — such as Caredemy — offer affordable, accessible solutions well-suited to care home and domiciliary care settings. Eligible organisations may also be able to access LDSS funding to offset the cost of training provision.

Healthcare Staff Training Trends for 2026

Competency-Based Refresh

One of the most significant shifts in healthcare training thinking is the move away from ‘annual by default’ refreshers towards a competency-led model.

Skills for Care’s position is that training should be refreshed based on risk, role changes, and evidence of actual competency. This approach is better for staff engagement, more efficient in terms of resources, and ultimately more meaningful in terms of outcomes.

AI in Healthcare Training

Artificial intelligence is beginning to reshape healthcare learning. Adaptive learning platforms can personalise content to individual staff needs, AI-assisted tools are accelerating content creation, and virtual reality is enabling realistic clinical simulations without patient risk.

However, organisations must maintain a rigorous focus on clinical accuracy and patient safety when adopting AI-powered training solutions. The consequences of poorly designed clinical training are too serious to tolerate.

Integrated Care System (ICS) Training Collaboration

Integrated Care Systems are increasingly coordinating training provision at a system-wide level, enabling shared resources, collaborative procurement, and consistent standards across primary care, secondary care, and social care.

Workforce planning at ICS level is likely to become more prominent, particularly as the NHS Long Term Workforce Plan drives investment in health and care education across England.

Focus on Staff Wellbeing

The recognition that staff cannot deliver safe, compassionate care unless they are themselves supported is driving increased investment in resilience training, compassion fatigue and burnout prevention, psychological safety programmes, and violence reduction.

These topics are increasingly being integrated into broader training frameworks rather than treated as optional extras.

Digital Literacy and Technology Training

As digital transformation accelerates across the NHS and social care sector, training in digital literacy is becoming an essential component of any healthcare training programme. Staff need the skills and confidence to use digital tools safely and effectively, including electronic patient record systems, telemedicine platforms, and AI clinical tools.

Common Challenges in Healthcare Staff Training (and How to Overcome Them)

Releasing Staff for Training

In 24/7 care environments, finding time to release staff for training without disrupting service delivery is a persistent challenge. Solutions include protected learning time policies, flexible e-learning that staff can complete at times that suit their shift patterns, bite-sized modular content that can be completed in shorter windows, and supernumerary time built into induction periods.

Training Fatigue and Engagement

Repetitive annual refreshers and ‘tick-box’ cultures undermine staff engagement and reduce the effectiveness of training. Moving to a competency-based refresh model, using more interactive and varied formats, and making explicit the connection between training and real-world practice all help to address this challenge. Recognising and celebrating training completion also plays a role in building a positive learning culture.

Evidencing Compliance for CQC

Maintaining accurate, accessible training records and being able to demonstrate the impact of training is a challenge many organisations face. A robust LMS, well-maintained competency frameworks, regular internal audits, and systematic inspection preparation processes are the key elements of an effective response.

Budget Constraints

Training budgets in healthcare are frequently under pressure. Prioritising based on regulatory risk, making use of free NHS eLFH resources for foundational content, accessing LDSS funding where eligible, and exploring collaborative procurement through ICS or regional networks can all help to maximise the value of available resources. Online providers such as Caredemy offer cost-effective solutions without compromising quality, such as bulk discounts for courses purchased for 5+ staff members.

Agency and Bank Staff Training

Ensuring that temporary staff meet training requirements is a significant challenge, particularly for organisations that rely heavily on agency workers. Manage this risk with the NHS Professionals StatMand training programme, the Digital Staff Passport, and clear onboarding processes for temporary workers, including verification of prior training via ESR.

Healthcare Staff Training Checklist

New Starter Checklist

Complete local induction within the first week
Begin the Care Certificate (if applicable) within the first 12 weeks
Complete all statutory and mandatory training within one month
Verify prior StatMand training via ESR or Digital Staff Passport (NHS)
Complete role-specific clinical competency assessment
Complete Oliver McGowan Training at the appropriate tier for the role

Annual Compliance Checklist

Review training matrix against CSTF requirements
Schedule refresher training based on due dates and competency assessments
Audit compliance rates by department and staff group
Update training content for any regulatory or legislative changes
Prepare training evidence for CQC inspection
Review and update Training Needs Analysis

For Training Managers

Ensure CSTF Declaration of Alignment is current (NHS organisations)
Maintain accurate ESR or LMS records for all staff
Report training compliance to Board and governance committees
Gather feedback and evaluate training effectiveness against outcomes
Stay updated on NHS England StatMand programme changes
Review LDSS funding eligibility (social care providers)

More than a Box to Tick

Healthcare staff training is not an administrative checkbox. It is the foundation on which safe, compassionate, high-quality care is built. For NHS Trusts, care homes, and private providers alike, getting the training framework right and keeping it current is one of the most important responsibilities of healthcare leadership.

2026 brings significant change to the UK healthcare training landscape. The StatMand portability reforms offer an opportunity to reduce duplication and administrative burden while maintaining safety standards.

The move towards competency-based approaches, supported by digital tools and portable records, reflects a mature understanding that training must be genuinely effective, not merely completed.

The organisations that will perform best in this environment are those that treat training as an investment in their workforce and in the quality of care they deliver. That means building robust, evidence-based training programmes aligned with the CSTF, the Care Certificate, and CQC requirements, underpinned by accurate record-keeping and a genuine culture of continuous learning and improvement.

For a comprehensive, affordable, and CQC-aligned suite of healthcare training courses, visit www.caredemy.co.uk, or contact Caredemy on 0203 488 7599.

Frequently Asked Questions

What is the difference between statutory and mandatory training in healthcare?

Statutory training is required by law, for example, health and safety training under the Health and Safety at Work Act 1974 or fire safety training under the Regulatory Reform (Fire Safety) Order 2005.

Mandatory training is required by the organisation or by the CQC in order to deliver safe care. Both are compulsory for staff, and failure to complete either can have serious consequences for individuals and organisations.

How often should healthcare staff refresh their training?

Refresher frequency varies by subject. Fire safety and basic life support are typically refreshed annually. Moving and handling, conflict resolution, and equality and diversity training may be refreshed every three years for lower-risk roles.

The CSTF specifies recommended refresher periods for each subject. Skills for Care’s position is that refresh should be competency-led, based on role changes, incidents, and evidence of practice, rather than defaulting to annual completion regardless of demonstrated competency.

Is the Oliver McGowan Training now mandatory?

Yes. Oliver McGowan Mandatory Training on Learning Disability and Autism has been a legal requirement since September 2025 for all health and social care providers registered with the CQC, under the Health and Care Act 2022. All staff must complete Tier 1 training, and staff who provide direct care or support to people with learning disabilities or autism must complete Tier 2.

What happens if staff do not complete mandatory training?

Non-completion of mandatory training can affect an organisation’s CQC inspection rating, impact individual staff members’ pay progression under Agenda for Change, and potentially lead to disciplinary action. More seriously, gaps in statutory and mandatory training represent a genuine risk to patient and service user safety, and can expose the organisation to liability in the event of an incident.

Can training records transfer between NHS organisations?

Yes. From May 2025, core StatMand training aligned with the CSTF is accepted across all 262 signatory NHS organisations under the new portability agreement. Records must be held on the ESR national system or an equivalent compliant platform. This change is estimated to save 200,000 days of staff time annually and removes the need for staff to repeat training unnecessarily when moving between NHS employers.

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