A groundbreaking report by Quality Compliance Systems (QCS) has revealed an increased reliance on electronic systems during the pandemic.
The study, which sought to garner a real-world picture of the lives of professional carers in order to establish what they required to deliver the best care possible, revealed some interesting findings and trends. The ‘Building a Better Workforce’ survey, which was created to identify key challenges that frontline care workers face, found that technology improved the way that care workers did their jobs. The study also revealed that the COVID-19 pandemic has driven a technological seachange, which has highlighted the need for better communication in the way care is dispensed. As for electronic tools, the survey revealed that technologies – that made care planning, medication management, audit and risk assessment easier – were in great demand. However, it was those systems that delivered guidance and best practice – such as policy management tools – that they valued the most. Over 75 percent of people polled said they had come to rely on them and would continue to do so. Despite a recruitment and retention crisis in the sector, 90 percent of respondents said they were “happy and satisfied” in the work they do, while nearly half of those who were interviewed stated that they had worked in the social care sector for more than a decade. What’s more, 70 percent reported that they enjoyed a good work life balance – a finding that is perhaps at odds with the national trend. Maybe this is due to working in a profession where carers are making a genuine difference to those they support each day. The survey identified several findings, however, that care providers should not ignore. Career development was an area that it was felt could be improved for social care staff with 14 percent reporting that they felt that opportunities to further their career in social care were very limited. Nikki Walker, QCS’s Chief Executive Officer, said, “At QCS, our number one priority is to support and empower people working in social care. To achieve this, we need to provide them with tools to deliver the best care possible to those they support regardless of the setting they work in or the challenges they face. Only by listening to the views of frontline carers and their managers, can we truly understand their ‘painpoints’ and respond to their needs. The findings from this survey and the others that follow will ensure that we can continue to make a difference in the products that we provide.” You can download the report for free here. For more information on QCS, contact our compliance advisors on 0333-405-3333 or email us at sales@qcs.co.uk.
RSM UK warns healthcare providers in England to take steps now as Covid-19 vaccination deadline looms
Leading audit, tax and consulting firm RSM UK is urging employers in the NHS and private healthcare to take steps now to fulfil their legal responsibilities, as time is running out to meet the requirements of the government’s Covid-19 vaccination programme as a condition of employment. In England, it is already compulsory for all adult care home staff and volunteers to be fully vaccinated, unless medically exempt. This includes third parties visiting care homes such as tradespeople, hairdressers and beauticians. This requirement will extend to anyone working in health and social care who has face-to-face patient contact, including doctors and nurses, dentists, receptionists, porters, cleaners and domiciliary care workers from 1 April 2022. As jabs must be given at least eight weeks apart, this means employees currently have until 3 February 2022 to get their first vaccine. The Government has stated that there will be a 12-week grace period between the regulations being passed by Parliament planned for 6 January 2022, and their coming into force. This will allow time for those who have not yet been vaccinated to have both doses. At present, the planned regulations will not require evidence of boosters, but employers are strongly advised to encourage workers to have their booster vaccine when eligible. All care providers regulated by the CQC (Care Quality Commission) will need to include the Covid-19 vaccination requirements in recruitment processes, including job adverts, ensuring all applicants fully understand the requirements. Carolyn Brown, employment legal partner and head of Client Legal Services at RSM said: ‘The government’s Covid-19 vaccination requirement for healthcare workers in England who have direct patient contact puts added pressure on the sector at a time when it is already feeling the strain. We want to support healthcare providers in navigating their new employment legal obligations, ensuring they can continue providing safe, high-quality care. Inevitably the vaccination compulsion for healthcare workers in England will mean further staffing challenges, as those who choose not to be vaccinated may well leave their roles. We have already seen this happen in care homes, and some of those who have moved to other types of caring roles to avoid vaccination may now leave the care sector entirely. ‘Where employees working in a CQC regulated setting refuse to get vaccinated, employers can consider removing patient contact through redeployment, although in many cases this may be difficult to implement in practice. In some cases, termination of employment may be considered as the last resort. Carers wanting to avoid job loss will need to get their jabs or seek an exemption certificate from their GP, so its essential employers make all those affected aware of this requirement.’ The new rules are also expected to put further pressure on GPs as care home workers, who until now have been allowed to self-certify as exempt from vaccination, will need a GP certificate to verify exemption after Christmas. Although form MATB1 will give automatic exemption for pregnant employees, this is not provided until the later stages of pregnancy, therefore pregnant workers who prefer to remain unvaccinated will still need to seek a GP exemption certificate. Employer’s checklist RSM UK is recommending healthcare employers in England take the following steps now to ensure they remain compliant from an employment law perspective as compulsory Covid-19 vaccinations are introduced.
STOKE-ON-TRENT NURSE SCOOPS NATIONAL AWARD
A nurse working at Scotia Heights in Stoke-on-Trent, has been recognised for her hard work with a national care award Clinical nurse manager, Rebecca Hyland, has been announced as the winner of The Good Nurse Award at this year’s Great British Care Awards. The national final, which took place over the weekend, welcomed care home workers from across the country to celebrate the very best of social care. Rebecca, who has worked at Scotia Heights in Stoke-on-Trent for six years as a nurse before recently being promoted to clinical nurse manager, was praised by the judges for her person-centred approach to care. Rebecca won the regional competition for West Midlands earlier this year after being nominated by a colleague earlier, which subsequently solidified her spot in the national finals. Commenting on her win, the judges said: “Rebecca was able to show a clear understanding for the needs of her staff and her residents. Through her own practice and level of commitment, she has developed relationships that have proven to be so important to the service users, that they consider her to be part of their family.” Rebecca was handed her award at the event on Saturday by TV star and radio host, Mark Wright. She added: “I’m thrilled to have won this award. I’ve been working at Scotia Heights for a few years now and have been recently promoted to clinical nurse manager, so to be awarded the Good Nurse Award is just incredible. “I couldn’t have done it without the brilliant team at Scotia Heights and Exemplar Health Care, I’m immensely grateful for their ongoing support.” Rachel Calladine, Business Development Director at Exemplar Health Care, said: “We’re so pleased for Rebecca and all of the winners at this year’s Great British Care Awards. “There is so much incredible work going on in the industry at the moment, so we are delighted when the hard work of our dedicated and caring employees is recognised. Rebecca is an asset to Exemplar Health Care and she should proud of everything she has achieved in her role so far.” This year’s Great British Care Awards celebrated frontline workers throughout the United Kingdom for providing exceptional care. Exemplar Health Care has 35 homes across England that provide person-centered care and rehabilitation for adults living with complex needs. For more information visit www.exemplarhc.com. The specialist nursing care provider is recruiting for several roles across its homes. Visit the careers section of the website to find out more: www.exemplarhc.com/careers/job-search
Social-Ability calls to raise awareness of alzheimer’s and dementia symptoms
New research commissioned by social venture Social-Ability to mark World Alzheimer’s Month has shone a light on current understanding around Alzheimer’s Disease and dementia revealing alarming limitations to public understanding of the condition and its symptoms, despite more than half of respondents (51%) living with dementia in their family. Social-Ability is now calling for new initiatives to raise awareness around early symptoms of dementia. The research has revealed that almost two thirds (61%) did not think they could identify the difference between early signs of dementia and natural signs of old age, risking delays to diagnosis for those living with dementia. Early diagnosis is vital if people are to benefit from potential treatment options to slow or reverse symptoms. The research also pointed to limited understanding of the difference between dementia and Alzheimer’s Disease, the most common cause of dementia. Two thirds (67%) of people said they did not understand the difference between the two. Social-Ability’s findings come as the health and social care sector faces a potential dementia crisis, with news that one in five new dementia cases could have been missed during lockdown, creating a backlog in diagnoses equating to 50,000 people. Further, a report this month from the All-Parliamentary Group on Dementia suggested the pandemic could have set back research into a cure for Alzheimer’s Disease by as much as a decade. Concerningly, 82% of people did not feel confident that the social care sector is well-equipped to deal with the increase in number of people living with dementia, despite the announcement by the UK Government of a new health and social care levy during the course of this research. The survey has shed light on the most commonly recognised signs of early-stage dementia. The vast majority of respondents (82%) cited memory loss as an indication of the condition, followed by confusion about dates and times (81%), difficulty finding the right words (68%), concentrating (68%) and following a conversation (67%). The findings also suggest 82% of respondents were not confident recognising the difference between varying types of dementia. As a result, Social-Ability is calling for new initiatives to raise awareness around early symptoms of Alzheimer’s and dementia, which is too often reduced to simply being a “memory loss disease” leading to under-recognition of the condition and delayed diagnosis. For example, frontotemporal dementia may present first with changes in personality and behaviour or difficulty with language. Vascular dementia symptoms may also vary, meaning any change in cognitive function – including around language use, reduced social sensitivity or spatial awareness – should be considered a potential sign. In Social-Ability’s survey, only around half of respondents (49%) recognised reduced sensitivity to the feelings of others an early indication of dementia. John Ramsay, Managing Director of Social-Ability, said: “Despite around half of people living with the condition in their family, it is alarming to see that public awareness remains so limited around symptoms of Alzheimer’s and dementia. It is vital that this changes – we are calling on the wider health and social care sector and government to join us in raising awareness of early symptoms of Alzheimer’s and dementia to encourage people to seek diagnosis as soon as possible. This can be so important in enabling effective early interventions. “This also has serious implications for our overstretched health and social care sector, which continues to grapple with the impact of the pandemic, but also estimates that dementia cases will reach more than 2 million in the UK by 2050. One of the most striking findings of our research is people’s concerns about the preparedness of the social care sector to manage this. “Investing in therapeutic programmes will be crucial for helping social care providers to achieve good outcomes for people living with Alzheimer’s Disease and dementia. Social-Ability’s Happiness Programme, for instance, focuses on delivering these better care outcomes, using a programme of interactive tech-based activities with the magic table 360. Programmes such as these will help to reduce the burden on our health and social care services, limit over-medication of patients, and empower people to feel happier in their lives.”
Mandatory vaccinations in care homes – what does that mean for the sector?
A new law which makes COVID-19 vaccines mandatory for employees and workers in care homes has divided opinion, sparked national debate and is now subject to judicial review, but what does this new law mean for a sector which is already reeling from the pandemic and the continuing impact of Brexit? Following a sector wide consultation in the Spring and the introduction of similar laws across Europe and beyond, in July the government passed the Health and Social Care Act 2008 (Regulated Activities)(Amendment)(Coronavirus) Regulations 2021 into law. The Regulations require all CQC-regulated care homes in England providing accommodation for individuals who need nursing and personal care, to allow entry to the premises, only to those who can evidence that they have received a complete course of an authorised COVID-19 vaccine, unless exempt. This is a very broad requirement capturing all staff (temporary, permanent, agency, volunteers) over the age of 18 as well as adults who need to enter the care home to deliver services (such as tradespeople) or deliver close personal care to the residents (including physiotherapists or hairdressers). There is an annual review built into the legislation, requiring the Secretary of State to consider whether mandatory vaccines remain necessary and whether there would be other means of achieving the policy purpose. The effect of the Regulations The obligation and responsibility to implement the Regulations falls to each care home, meaning that checks will have to be made and records kept from the implementation date on 11 November 2021. Failure to do so could lead to claims that the home has failed to provide safe care and treatment, significant fines and even the permanent closure of a home. The introduction of the Regulations has left little time for care homes to prepare. With the exemptions to this mandatory vaccine requirement being extremely limited, those providers who have not already started conversations with their workforce about needing COVID-19 vaccines are already on the back foot. In order to meet the deadline, workers must have received a first vaccine dose by 16 September 2021. Exemptions The list of exemptions is limited. Within the guidance, clinical exemptions will be restricted to individuals who have an allergy or condition that serves as a reason not to administer the vaccine. Visiting family and friends, under 18s, emergency services and people undertaking urgent maintenance work in the care home are also exempt. However, a last-minute change in policy on 15 September 2021 has introduced a temporary period during which workers are permitted to self-certify that they are exempt from receiving the vaccine. The limited medical grounds for the temporary exemption include examples such as: What does the future hold? Despite this, the long-term impact on the sector is uncertain. The Regulations are subject to judicial review on a number of grounds; these include the incompatibility of the Regulations with existing laws that prohibit the enforcement of mandatory vaccines, a failure to consider the efficacy of alternatives to mandatory vaccination, the resultant staffing shortages, the discrimination risks and potential human rights infringements. However, it is doubtful that the requirement for staff to be vaccinated will be changed, not least because of a new consultation ahead of a planned roll-out to all front-line healthcare workers, including those in the NHS. In the unlikely event that the Regulations are repealed, there will still be commercial and legal pressures on care homes and healthcare providers to demand that employees are vaccinated. Live in care agency Elder has reported that 63% of customers would feel uncomfortable being looked after by an unvaccinated carer, or having an unvaccinated carer look after a loved one. It is also the case that some employees may feel unsafe if working in an environment they consider to be unsafe. If there is a risk that residents and service users will seek alternative providers, and employees look to work elsewhere, an employer may have little alternative but to mandate vaccines to meet customer and colleague demands. So, what should a provider be doing now to prepare for the next few months and beyond? Update employment documents – Ensure job adverts, offer letters, contracts of employment and associated policies and procedures are amended to reflect the requirement that all staff must be vaccinated. Existing staff – Consider how you will deal with existing unvaccinated staff who remain unwilling to comply with the requirement to be vaccinated. It’s likely that you will need to enter into a period of consultation with each unvaccinated employee and to consider what, if any, alternative work may be available outside of a home. Consider data protection obligations – Care homes will be required to keep records of vaccination or medical exemption status and will need to ensure that these records are available for inspection by the CQC. Privacy statements for employees and others will also need to be updated. Contractors – Consider how you will ensure that third parties attending your premises to deliver services, maintenance or personal care are vaccinated; update policies and contracts as necessary. The next few months and years are likely to remain as tumultuous as they have been for the care sector. Those who prevail will do so with a loyal and dedicated workforce founded on trust and good communication. Kevin Poulter is a partner in the London office of Freeths LLP and has over 20 years’ experience advising organisations on employee matters. His clients include those in the health, social care and charity sectors. He can be contacted at kevin.poulter@freeths.co.uk and on 07973 882 267.
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If you are one of the millions of people affected by incontinence, you will know that choosing the right product is absolutely vital for your comfort and security. Whether you are looking for disposable or washable items, pads or briefs, mattress or seat protection, we specialise in supplying a range of high quality continence care products to help with toileting, bathing and other aspects of day-to-day life. As a company with over 20 years of experience, we are very happy to advise you by telephone or email, discuss your needs and recommend the best product for your condition. We take great pride in our discreet, confidential and personalised service; we don’t use a call centre, and we never put you on hold! If we are busy, just leave a message and we will call you back. Calls are free from landlines and most mobiles. Alternatively you are welcome to visit our website to view our range and place an order. Most orders will arrive to you on the next working day. If you already use incontinence products, we are highly confident we can supply equivalents or better. And if our products do not meet your expectations, then, subject to terms and conditions, you can return them and receive a full refund. So why not give us a call and try us out? We’d be delighted to send you a brochure and a free sample of one of our disposable products. In summary, we offer: Quality products: we only stock high quality products which are more effective, with an improved fit, offer better comfort and with higher eco-credentials than their cheaper counterpart. Excellent value: quality products mean you will need fewer of them because they will work more efficiently – ultimately saving you money. Greater choice: we have a wide range of products to manage different types of incontinence and cater for all different sizes. Multi-buy offers: buying in larger volumes means you get the lowest prices for the products you use the most – as much as 15% off, usually with free postage! Personal service: if you need any help in choosing the right product for you, please do give us a ring 0800 389 3597. For friendly advice and support, call us on Monday to Friday 9am – 5pm or visit www.arelle.com for more information. We are here to help.
Missed dementia cases: A wide-ranging issue which requires a holistic solution
Reports that as many as one in 10 dementia cases could have been missed during the pandemic are extremely concerning, as they suggest that the mental health impacts of living with dementia could be even more widespread than previously thought, particularly with recent lockdowns exacerbating the issue of loneliness among people with dementia. This news should therefore spur the sector to protect against a new epidemic of loneliness. Already, more than half (56%) of people with dementia have reported feeling completely isolated since the beginning of the pandemic, while a third “felt like giving up” last year. But this is not just a “pandemic problem”, it is a longer-term issue which demands a future-proof solution. Elderly care providers should therefore invest in long-lasting partnerships to deliver therapeutic interventions which reduce recourse to over-medications and instead promote patient happiness and improved quality of life. One in 10 cases missed As a result of the pandemic, GPs reportedly made 50% fewer dementia assessments and 33% fewer referrals to memory clinics in the six months to April 2021, compared to the six months to March 2019. Consequently, there may be as many as 50,000 people in the UK currently unaware of their condition and unable to access the support which is most effective in the early stages of dementia. Furthermore, the disruption caused by Covid-19 has created another issue, namely the upheaval of the daily routines and regular activities which are particularly important for those with dementia. For many people living with the condition, diagnosed or not, this leads to an increased risk of mental health issues which will not simply disappear now that social distancing measures have eased. If one in 10 new dementia cases are being missed, therefore, the social care sector should prepare to combat a wellbeing crisis in the wake of the pandemic of even greater scope than expected. Better support against loneliness Combatting this crisis provides an opportunity for NHS Trusts and elderly care providers to invest in programmes which actively promote happiness and human connections among people living with dementia, rather than leading to an increase in medication, which only leads to further degradation of an individual’s quality of life. Therapeutic interventions that prioritise people’s holistic wellbeing can also support elderly care providers to reduce dependence on PRN medications for individuals living with dementia. This is something we have seen first-hand through our partnerships with care homes across the UK. Interactive games which use light projection, for example, have been shown to help people living in care homes to build those all-important bonds with family, fellow residents, and supports teams. The Happiness Programme, which combines interactive light technology with a structured and supportive training programme for all care workers, is a prime example of a scheme which improves peoples’ engagement with others and delivers all-round improvements in health and wellbeing outcomes. For example, users from the Orders of St John’s Care Trust have increased their interaction with staff and each other, benefitting visibly from the social and sensory stimulation which the Happiness Programme provides. And even those with late-stage dementia, who may not be able to participate in group activities, can benefit from this type of intervention, as staff at Langdale House can attest. They have been taking the portable technology into individuals’ rooms, where residents can engage, sometimes just visually and audibly, if they cannot interact physically. It may seem a small change, but for those living with dementia, it can deliver huge improvements in quality of life. Where next? Dementia is associated most frequently with memory loss, due to Alzheimer’s disease being the most common cause of the condition. However, frontotemporal dementia, for example, may present first through languages problems or changes in personality. It is therefore crucial that interactive light technology can encourage sensory stimulation and relaxation as well as reminiscence, providing solutions which support the broader understanding of dementia which we need. Looking ahead, we also need to reduce dependence on over-medication, which remains one of the most critical issues in the support of older people with dementia. Care home residents in the UK are prescribed an average of seven medicines a day, at an estimated annual cost of £250 million to the NHS – and for many residents, medication intake can reach double figures in a single day. Alongside the NHS’s “Long Term Plan”, schemes such as the Happiness Programme can deliver genuine improvements in health and wellbeing while reducing reliance on anti-psychotic medications. Changing perceptions More than just a “memory loss disease”, dementia can impact people’s lives in many ways. It is therefore important that our approach to dealing with the condition is similarly holistic. By investing in partnerships and training for long-term therapeutic interventions, elderly care providers can prevent a new epidemic of loneliness and over-medication for people diagnosed with dementia. Indeed, catching those missed diagnoses is only the first step; what follows should keep the wellbeing of people living with dementia at its core.
Putting Carers’ Pay in Perspective
In the UK, there are almost two million adult social workers that contribute a combined economic value just shy of £120 billion every year. Responsible for the assistance of day-to-day activities of vulnerable and elderly people, carers lie within the unique position of being both highly needed, yet historically poorly compensated for their efforts. Although there are signs of carers’ wages increasing, these rates are by no means appropriate as per the daily responsibilities undertaken by these compassionate individuals. To help you understand a little more about how carers’ pay stacks up against other forms of income in the UK, keep reading as we provide some perspective into the inadequacy of carers’ income. What Do Carers Do? Care Workers have varied daily responsibilities, with most of them residing within everyday support of tasks for vulnerable and elderly people. For many carers, these tasks include but are not limited to: • Providing companionship • Administering medication • Personal care – hygiene, dressing, and continence support • Daily household duties • Cooking • Mobility assistance “Many carers often have no idea what they’re going to encounter one day to the next” says Natalie Regan, HR Manager for My Care My Home “With some conditions drastically altering a patients’ mental wellbeing, carers frequently have to make on-the-spot decisions as to how their services are provided.” How Much Do Carers Earn? Many of us recognise that caring is an incredibly selfless activity. Countless hours of training, preparation and experience are all needed before someone can officially be classified as a trustworthy carer. According to data gathered by Workforce Intelligence in 2019, the average hourly income of a paid carer is £8.50. This equates to a weekly income of £272, or £1,088 a month. This leaves carers with an average annual income of £14,144. A 2019 report released by the ONS unveiled that the UK’s average salary arrives at £28,080, nearly twice as much as the average carer. However, there are some signs of slight improvement. As of April 2021, the National Living wage now resides at £8.91 for those above the age of 23. This could mean that just under 500,000 UK carers will directly benefit from this increase. Natalie Regan says “Wages are a delicate subject in the caregiving sector. For some, their passion for looking after others significantly outweighs their financial compensation. This often leads to many carers being substantially underpaid. At My Care My Home we offer ourstaff contracted hours. We do not believe such important roles should be zero hours contracts and this at least provides some job security.” Why Are Carers Paid So Little? The main reason as to why carers feel so unsupported in their positions is due to a lack of aid from government bodies. For many years, care facilities have received little to no relief from the UK government. This is largely attributed to the way in which state-funded care is sometimes outsourced to private care providers in pursuit of reduced rates. In addition to this, research undertaken by The King’s Fund has shown that publicly funded social care is paid approximately £700 million less when compared to statistics from 2010/11. These issues are further compounded by the fact that anyone can become a carer. There is no need for a degree or advanced qualification, which means that the pay band is naturally much lower. What Can be Done? A report released by the Bevan Foundation recently highlighted some of the biggest challenges that many carers face. Here are some ways in which these challenges could be addressed and rectified: Increased Safety Despite their frailty, elderly patients can quickly become physically violent if they feel threatened or unsafe. This leaves many paid carers at risk of becoming injured and unable to look after their patients. As a potential remedy, employers should endeavour to make carers feel validated whenever they raise concerns over safety, as doing so could potentially avoid these dangerous experiences for both patients and carers. Timely Pay Precarious working contracts aside, another major concern for private carers is found within late payment. As such, measures should be introduced to ensure that employees are paid adequately for their services. This can help ease any anxieties and potentially avoid debt. Definitive Hours Many carers rely on zero hours working contracts for their employment. The negative connotations of these contracts are incredibly well documented, to which carers are vastly familiar. All too often are carers expected to work beyond their break or for twice as long without being paid. To rectify this, carers should be provided with stable working contracts in which they are paid for the hours they’ve worked, as opposed to the hours in their contract. Higher Wages Perhaps the most obvious way in which carers can be supported by their employers is through receiving an increased hourly wage. While there are signs of improvement, as seen by the increase of the National Living Wage, some carers’ wages are yet to be brought in line with these rates.
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