Statutory training is training required by law or to meet specific legal duties, while mandatory training is training an employer requires staff to complete to work safely and effectively. In health and social care, the training required will depend on the worker’s role, responsibilities, workplace risks and the needs of the people they support.

Statutory training relates to requirements arising from legislation and an employer’s legal responsibilities. Mandatory training is training that an organisation determines staff must complete, often based on legislation, regulatory expectations, risk assessments, policies and job roles. The terms are frequently used together, but they do not mean exactly the same thing.

Training requirements vary according to the role and care setting. Common areas include health and safety, fire safety, infection prevention and control, safeguarding adults, moving and handling, and learning disability and autism awareness. Additional training may be required for responsibilities such as medication administration, first aid, food safety or moving and handling people.

The Care Quality Commission (CQC) expects registered providers to ensure staff have the qualifications, competence, skills and experience necessary for their roles. CQC does not prescribe one universal list of online courses that every care worker must complete. Providers should determine appropriate training using legislation, regulatory requirements, risk assessments, recognised guidance and the needs of their service.

Core statutory training commonly covers areas such as health and safety, fire safety, infection prevention and control, safeguarding adults, manual handling, and learning disability and autism awareness. Exact requirements can vary, so employers should assess the training needed for each role and workplace rather than relying on a single standard course list.

There is no single refresher period that applies to every mandatory training course. Refresher frequency should be determined by legislation where specified, recognised guidance, organisational policy, risk assessment and the employee’s role. Training may also need to be repeated when guidance changes, responsibilities change or competency concerns are identified.

Many knowledge-based elements of mandatory and statutory training can be completed online. However, some subjects may also require practical instruction, workplace assessment or competency checks. Employers should determine whether online learning alone is appropriate for the subject and the employee’s responsibilities.

No. Some core training may be relevant across the workforce, but additional mandatory training should reflect an individual’s role. For example, a worker responsible for administering medicines may require medication training and competency assessment, while someone who moves or transfers people may require appropriate moving and handling training.

Employers must ensure workers are appropriately trained and competent to carry out their responsibilities safely. New starters will usually complete relevant induction and mandatory training, with the exact requirements determined by their role, previous training, experience, workplace risks and the needs of the people they support.

Employers should maintain accurate and accessible records showing relevant staff training, completion dates and, where appropriate, refresher dates and competency assessments. A training matrix or learning management system can help identify completed, outstanding and expiring training and provide evidence that staff learning is being actively monitored and managed.