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  • Employment Rights Bill: What UK Care Workers Must Do Before 2026–2027

    Employment Rights Bill: What UK Care Workers Must Do Before 2026–2027

    TL;DR: What the Employment Rights Bill Means for Workers

    The Employment Rights Bill (often searched as the employee rights bill or Employment Rights Bill 2024) introduces phased employment law changes 2025–2027 that directly affect care providers across England, Wales, Scotland, and Northern Ireland. If you employ a care assistant, support worker, or healthcare assistant, you must prepare now.

    Here is what you should know:

    • From 2026–2027: Workers gain stronger rights around predictable hours, sick pay, family leave, and protection from unfair dismissal.
    • From October 2026: Employers must take “all reasonable steps” to prevent harassment, including harassment by service users and family members.
    • Tribunal risk increases: Employees will have longer to bring claims, and tribunals can uplift compensation if you fail to meet prevention duties.
    • Costs will rise: Scheduling reforms, sick pay changes, and sector-wide pay negotiations will affect margins, especially in domiciliary care and 24 hour home care models.
    • Action required now: Audit contracts, update policies, model staffing costs, strengthen record-keeping, and train managers before deadlines hit.

    This guide breaks down what the Employment Rights Bill changes, how it affects care assistant duties, rota management, and dismissal risk, and what care providers must implement before 2026–2027.

    Key Dates:

    The Employment Rights Bill moves in phases. Care providers must track each stage carefully and avoid assuming everything changes at once.

    Here are the dates that matter:

    • 26 October 2024 – Employers must take reasonable steps to prevent sexual harassment. This duty already applies.
    • 18 December 2025 – The Employment Rights Act 2025 received Royal Assent, formally introducing wide-ranging employment law changes 2025.
    • April 2026 (expected implementation phase) – Whistleblowing protections expand, and early elements of reform begin to take effect.
    • October 2026 – Employers must take “all reasonable steps” to prevent harassment, including third-party harassment. Tribunal time limits extend from three to six months.
    • 2026–2027 (phased roll-out) – Predictable-hours rights, zero-hours reform, and strengthened unfair dismissal protections come into force.
    • 2027 – Workers on low-hours or variable contracts gain rights to guaranteed hours reflecting actual work patterns, along with compensation for cancelled shifts.

    These new rules in UK employment law do not arrive overnight, but they build quickly. If you operate domiciliary care, supported living, or 24 hour live in care services, you should treat 2026 as your practical compliance deadline.

    RELATED: National Minimum Wage 2026 for Care Providers: Compliance Risks and FWA Enforcement

    Why the Care Sector Feels These Changes First

    Mastering the New CQC Inspection Framework: A Complete Guide for Care Providers

    The Employment Rights Bill affects every employer, but care providers will feel the pressure faster and harder than most sectors.

    You operate on narrow margins. You manage complex rotas. You employ large numbers of care assistants, support workers, healthcare assistants, and mental health support workers across multiple settings. When employment law changes 2025 tighten worker protections, your operational model absorbs the shock immediately.

    Unlike office-based industries, care services rely on:

    • Variable-hours contracts for domiciliary care
    • Night shifts and lone working
    • 24 hour home care and 24 hour live in care packages
    • Agency and bank staff
    • High turnover in assistant caregiver roles

    If predictable-hours rights expand in 2027, rota flexibility reduces. If sick pay becomes payable from day one, absence costs increase. If unfair dismissal protection shortens qualifying periods, probation management becomes riskier. If tribunal time limits double, your exposure window expands.

    Care settings also face higher third-party interaction risk. A care assistant delivering personal care in someone’s home cannot control every environment. A support worker in supported living interacts with visitors, family members, and external professionals daily. These realities make harassment prevention and dismissal decisions more complex under the employee rights bill reforms.

    In short, employment law rarely hits care providers in theory. It hits you in scheduling, payroll, recruitment, safeguarding, and contracts, all at once.

    What the Employment Rights Bill Actually Changes

    Many providers hear “Employment Rights Bill” and assume it is just another update to employment law. It is not. This legislation restructures core employer obligations across pay, scheduling, dismissal, and harassment.

    The Employment Rights Bill 2024, now enacted as the Employment Rights Act 2025, introduces phased reforms between 2026 and 2027. These reforms aim to strengthen worker protections, increase job security, and shift more responsibility onto employers.

    Here is what that means in practical terms:

    • Workers on irregular or low-hours contracts gain stronger rights to predictable income.
    • Employers must tighten dismissal processes as qualifying periods shorten.
    • Sick pay and family leave protections expand.
    • Harassment prevention duties move from “reasonable steps” to “all reasonable steps.”
    • Tribunal time limits extend, increasing litigation exposure.

    These are not cosmetic updates. They reshape how you structure contracts, manage rotas, document decisions, and train managers.

    If you run a service employing care assistants, support workers, or healthcare assistants, you must now treat workforce compliance as a strategic function, not just an HR task.

    The remainder of this guide breaks down each reform in detail and shows how it affects domiciliary care, care homes, supported living services, and assistant caregiver job structures.

    READ MORE: Zero Hour Agreement in UK Care: How to Stay Compliant (2026)

    Staffing & Scheduling: Zero-Hours Reform and Predictable Hours

    The Employment Rights Bill targets variable and zero-hours working patterns, a model many care providers rely on to deliver flexible support.

    From 2026–2027 (phased implementation), workers on low or unpredictable hours will gain stronger rights to:

    • Guaranteed hours that reflect their actual working pattern
    • Advance notice of shifts
    • Compensation for cancelled or curtailed shifts

    If you run domiciliary care or 24 hour home care services, this affects how you build rotas for every care assistant, support worker, and mental health support worker on your books.

    Care providers often:

    • Increase hours during winter pressures
    • Cancel visits when packages change
    • Use bank staff to fill last-minute gap
    • Adjust shifts when service users enter hospital

    Under the employment law changes 2025, these routine adjustments may trigger financial consequences.

    If a care assistant regularly works 35 hours despite holding a 10-hour contract, you may need to offer a contract that reflects reality. If you cancel shifts at short notice due to package withdrawal, you may need to compensate the worker.

    This reform directly impacts:

    • Domiciliary care agencies
    • Supported living providers
    • 24 hour live in care models
    • Services relying heavily on assistant caregiver job flexibility

    What You Should Do Now

    Do not wait for 2027 implementation. Start building evidence and systems now:

    • Audit actual hours worked versus contracted hours
    • Track cancelled or shortened shifts
    • Review probationary contract templates
    • Model cost exposure under guaranteed-hours scenarios
    • Speak to commissioners about pricing assumptions

    If you fail to align contracts with real working patterns, you increase exposure to tribunal claims and compliance challenges under the employee rights bill reforms.

    The providers who adapt early will protect margins. The providers who ignore rota data will struggle to defend their decisions later.

    Pay, Terms and the Adult Social Care Negotiating Body

    Fair Pay Negotiating Body for adult social care
    Fair Pay Negotiating Body for adult social care

    The Employment Rights Bill does not only change contracts and scheduling. It also reshapes how pay develops across the care sector.

    The government plans to introduce an Adult Social Care Negotiating Body to agree sector-wide pay rates and employment standards. This move aims to improve retention, reduce turnover, and stabilise the workforce. In theory, it strengthens career pathways for every care assistant, support worker, and healthcare assistant.

    In practice, it increases cost pressure on providers.

    What This Means for Care Providers

    If national minimum pay bands rise through negotiated agreements, you will need to:

    • Review your care assistant job specification and pay structure
    • Recalculate margins on council contracts
    • Adjust recruitment budgets for support worker jobs
    • Update assistant caregiver job descriptions to reflect new standards

    Higher baseline pay may improve recruitment in care assistant jobs and mental health support worker roles. However, unless commissioners increase contract rates, your wage bill rises without matching income.

    This creates a direct tension between:

    • Workforce stability
    • Contract viability
    • Service sustainability

    What You Should Do Now

    Do not wait for formal pay bands to appear before preparing.

    Start by:

    • Modelling wage increases of 5–15% across frontline role
    • Reviewing contracts with local authorities for uplift clauses
    • Identifying services operating on the tightest margins
    • Building a clear evidence pack showing cost increases

    Commissioners increasingly expect providers to justify pricing with workforce data. If you prepare now, you position yourself as credible and proactive when negotiating rates.

    The Employment Rights Bill strengthens worker protections. Care providers must strengthen financial planning at the same time.

    SEE ALSO: Price of Long Term Care in the UK: Care Home Costs (2026 Guide)

    Sick Pay, Leave, and Day-One Rights: What Changes for Care Employers

    The Employment Rights Bill strengthens statutory protections around sick pay and family leave. For care providers, these reforms affect daily operations more than policy wording.

    From 2026 onwards (phased implementation), reforms are expected to:

    • Remove waiting periods for Statutory Sick Pay (SSP), making sick pay payable from the first eligible day
    • Expand eligibility for lower-income workers
    • Strengthen “day-one” rights for certain family-related leave
    • Shorten qualifying periods for protection against unfair dismissal

    For employers of care assistants, support workers, and healthcare assistants, this means absence management must tighten.

    Care services face:

    • High exposure to illness (especially in 24 hour home care and residential care)
    • Frequent short-term absence
    • Infection control obligations
    • Reliance on bank or agency cover

    If sick pay becomes payable earlier and unfair dismissal protections attach sooner, you cannot treat early absence during probation as a low-risk decision.

    Managers must understand the difference between:

    • Unfair dismissal (statutory rights and fairness test)
    • Wrongful dismissal (breach of contract, such as failing to give notice)

    Under strengthened employment law protections, probation management errors may lead to claims faster than before.

    What You Should Do Now

    Prepare your service before changes take full effect:

    • Update absence and sick pay policies
    • Train managers on lawful probation reviews
    • Document performance concerns clearly and early
    • Review your assistant caregiver job description and expectations for attendance
    • Ensure payroll systems can adapt quickly

    If you employ frontline roles such as care assistant or mental health support worker, you must assume that dismissal decisions made within the first year of employment will face closer scrutiny under the employment law changes 2025.

    Strong documentation protects you. Informal conversations do not.

    The Employment Rights Bill strengthens worker security. Your processes must match that strength.

    MORE: CQC Registration for Domiciliary Care Providers: Complete 2026 Guide

    Dismissals, Tribunal Risk and Wrongful Dismissal Exposure

    The Employment Rights Bill increases legal risk when you dismiss staff. Care providers must now treat every dismissal as potentially reviewable by a tribunal within a longer window.

    From October 2026, the time limit for most employment tribunal claims increases from three months to six months. This change alone doubles your exposure period.

    At the same time, qualifying periods for certain protections shorten, meaning employees may access unfair dismissal rights earlier in their employment.

    Unfair vs Wrongful Dismissal: Know the Difference

    Care managers often confuse two separate legal concepts:

    • Unfair dismissal: You failed to follow a fair process or lacked a fair reason under employment law.
    • Wrongful dismissal: You breached the employee’s contract, often by failing to give proper notice or pay.

    Both risks increase under the employment law changes 2025.

    If you dismiss a care assistant during probation without evidence of performance concerns, you risk an unfair dismissal claim sooner than before.

    If you dismiss a support worker immediately without contractual notice, you risk wrongful dismissal even if your reason was valid.

    Why Care Providers Face Higher Risk

    Care environments create complex dismissal situations:

    • Safeguarding allegations requiring immediate suspension
    • Performance concerns linked to care assistant duties
    • Conduct issues involving service users
    • Lone-working safety breaches

    Under the employee rights bill reforms, you must show:

    • A clear reason for dismissal
    • A documented investigation
    • Evidence you considered alternatives
    • A fair hearing process

    If you cannot produce records six months later, your defence weakens significantly.

    What You Should Do Now

    Before terminating any employee, ensure you:

    • Confirm the contractual notice requirement
    • Follow a documented disciplinary or capability process
    • Keep detailed investigation notes
    • Separate safeguarding action from employment decision-making
    • Provide written outcome letters

    Train managers to avoid informal dismissals. Phrases like “it’s just not working out” no longer provide safe ground.

    The Employment Rights Bill does not remove your ability to dismiss staff. It removes your ability to do it casually.

    Care providers who strengthen process now will avoid costly tribunal claims later.

    Harassment, Third-Party Risk and the “All Reasonable Steps” Duty

    How to Prevent Workplace Harassment

    The Employment Rights Bill significantly strengthens employer responsibility for preventing workplace harassment. Care providers face particular exposure because your staff work in environments you do not fully control.

    From October 2026, employers must take “all reasonable steps” to prevent harassment. This replaces the current “reasonable steps” standard and raises the bar.

    At the same time, employers will become directly liable for harassment of staff by third parties, including:

    • Service user
    • Family members
    • Visitors
    • Contractors
    • External professionals

    For care providers, this risk is real and immediate.

    Why This Reform Hits Care Harder

    A care assistant delivering 24 hour live in care works alone in a private home.

    A support worker in supported living interacts daily with residents’ visitors.

    A mental health support worker may manage behaviours linked to trauma or cognitive conditions.

    These environments increase the likelihood of inappropriate conduct. Under the strengthened duty, you must prove you did everything reasonably possible to prevent it.

    Tribunals will examine:

    • Your policy
    • Your training
    • Your reporting routes
    • Your risk assessments
    • Your actions after incidents

    If any of these elements are missing, you weaken your defence.

    What “All Reasonable Steps” Looks Like in Care

    In practical terms, you should already be able to demonstrate:

    • A clear anti-harassment policy that includes third-party behaviour
    • Care-plan risk flags where previous incidents occurred
    • Two-carer arrangements for high-risk visits
    • A safe withdrawal protocol for staff
    • Multiple reporting routes that do not rely solely on line managers
    • Manager training on trauma-informed responses

    If a service user behaves inappropriately toward a healthcare assistant, your records must show:

    • The incident was documented
    • The care plan was reviewed
    • Risk controls were updated
    • You communicated boundaries where appropriate
    • You protected the employee from further exposure

    With tribunal time limits extending to six months, you must preserve:

    • Training attendance logs
    • Risk assessment updates
    • Incident reports
    • Investigation outcomes
    • Manager decisions and rationale

    If you cannot evidence these steps, you may struggle to rely on the “all reasonable steps” defence.

    The Employment Rights Bill does not expect perfection. It expects preparation.

    Care providers who treat harassment prevention as a live operational risk, not just a policy requirement, will position themselves far more safely under the employment law changes 2025.

    LEARN MORE: CQC Application 2026: Avoid Rejection From 9 February (Supporting Documents, Registered Manager Guide)

    Payroll & Compliance Watch: HMRC Rule Changes (22 October 2025)

    While the Employment Rights Bill focuses on worker protections, care providers must also monitor parallel compliance deadlines that affect payroll and reporting.

    One important date to note is 22 October 2025. If your organisation operates a PAYE Settlement Agreement (PSA), HMRC requires electronic payment clearance by this date to avoid interest or penalties.

    This is not a reform introduced by the employee rights bill itself. However, it sits within the same broader landscape of tightening compliance expectations for employers.

    Care organisations often manage:

    • Large frontline workforces
    • Overtime and variable-hour payments
    • Mileage reimbursements for domiciliary care
    • Uniform allowances
    • Staff benefit schemes

    If payroll processes slip, especially during periods of legislative change, HMRC penalties can add financial strain to an already pressured operating model.

    What You Should Do Now

    • Confirm whether your organisation operates a PSA
    • Review payroll reporting processes
    • Ensure finance and HR teams align on compliance deadlines
    • Document internal responsibility for statutory submission

    Employment law changes 2025 will already require policy updates and training investment. Avoid compounding risk with preventable payroll non-compliance.

    Care providers must treat workforce reform and financial compliance as part of the same governance framework.

    What Care Providers Should Do Next: A Practical Implementation Plan

    Employment Rights Bill- Implementation Plan
    Employment Rights Bill- Key Components of an Implementation Plan

    The Employment Rights Bill introduces phased reforms, but preparation must begin now. Waiting until 2026 or 2027 will leave you reacting under pressure instead of leading with control.

    Here is a structured plan to protect your organisation.

    Phase 1: Immediate Review (Next 30 Days)

    Focus on visibility and risk mapping.

    • Audit all employment contracts for care assistants, support workers, and frontline staff
    • Compare contracted hours against actual worked hours
    • Review dismissal procedures and probation policies
    • Update harassment policies to reference third-party situations
    • Identify your highest-risk services (e.g., 24 hour home care, lone working)

    This phase creates clarity. You cannot fix what you have not measured.

    Phase 2: Systems and Training (Next 90 Days)

    Strengthen operational foundations.

    • Train managers on unfair vs wrongful dismissal
    • Introduce structured investigation templates
    • Update absence and sick pay policies
    • Build rota tracking systems to monitor cancellations and pattern hours
    • Create a harassment reporting flowchart for all staff

    If you employ staff in assistant caregiver jobs, ensure managers understand how changes affect scheduling, probation handling, and disciplinary action.

    Phase 3: Financial and Strategic Planning (Next 6–12 Months)

    Prepare for cost and tribunal exposure.

    • Model wage uplift scenarios under sector-wide pay negotiations
    • Review council contracts for uplift mechanisms
    • Create a compliance evidence folder (training logs, policies, risk assessments)
    • Assign a named lead responsible for Employment Rights Act readiness

    Care providers that treat these reforms as strategic governance will protect both margins and reputation.

    The employment law changes 2025 will not reverse. Regulators, commissioners, and tribunals will expect preparation not surprise.

    Conclusion

    The Employment Rights Bill reshapes how care providers manage people, risk, and compliance. It strengthens worker protections, expands tribunal exposure, and raises the standard for prevention in areas such as harassment and dismissal.

    For providers employing care assistants, support workers, and healthcare assistants, these employment law changes 2025 do not sit in isolation. They affect:

    • Rota flexibility
    • Contract structure
    • Absence management
    • Dismissal procedures
    • Payroll controls
    • Harassment prevention
    • Financial planning

    The organisations that treat this as an HR update will struggle.

    The organisations that treat it as a board-level governance issue will adapt.

    You must:

    • Align contracts with real working patterns
    • Strengthen documentation around performance and dismissal
    • Build robust third-party harassment controls
    • Model workforce cost exposure
    • Preserve training and risk assessment evidence

    The employee rights bill does not remove your ability to run a care business. It removes tolerance for weak systems.

    Care providers who act early will protect margins, maintain commissioner confidence, and reduce tribunal risk. Those who delay will face pressure from every direction: financial, legal, and reputational.

    The question is not whether these new rules in UK employment law will affect your service.

    The question is whether your governance framework is strong enough to absorb them.

    Ready to Strengthen Your Employment Law Compliance Before 2026?

    The Employment Rights Bill is not just another policy update. It changes how you manage rotas, dismiss staff, prevent harassment, document decisions, and defend tribunal claims.

    For care providers, weak systems will not survive these reforms. Strong governance will.

    Care Sync Experts supports domiciliary care agencies, supported living providers, and care homes across the UK with:

    • Full employment contract audits aligned with the Employment Rights Act 2025
    • Zero-hours and predictable-hours compliance modelling
    • Dismissal process reviews to reduce unfair and wrongful dismissal risk
    • Care-specific harassment prevention frameworks and third-party risk controls
    • Manager training on probation, absence management, and investigation standards
    • Workforce cost modelling ahead of sector-wide pay negotiations
    • Tribunal-readiness evidence pack design and documentation systems
    • Policy updates covering sick pay, leave, rota flexibility, and reporting routes

    Whether you operate 24 hour home care, supported living services, or large residential settings, we help you build employment systems that protect your margins, strengthen governance, and withstand legal scrutiny.

    Get in touch with Care Sync Experts today and move into 2026 with confidence, control, and compliance-ready workforce systems.

    FAQ

    What are the 5 fair reasons for dismissal under the Employment Rights Act?

    UK employment law recognises five potentially fair reasons for dismissal:

    – Capability or qualifications (performance, skill, or health issues)
    – Conduct (misconduct or gross misconduct)
    Redundancy
    – Statutory restriction (e.g., loss of required licence or visa status)
    – Some other substantial reason (SOSR)

    Even if you rely on one of these reasons, you must still follow a fair process. If you skip investigation, ignore evidence, or fail to hold a proper hearing, a tribunal may still find the dismissal unfair.

    Do I need a new contract if my role changes?

    It depends on the scale of the change.
    Minor adjustments to duties, for example, adjusting certain care assistant duties within the scope of an existing job, usually do not require a brand-new contract.

    However, you should issue written confirmation if:
    – Hours change significantly
    – Pay changes
    – Reporting lines change
    – Core responsibilities expand beyond the original care assistant job specification
    – The role moves into a substantially different function

    If you introduce predictable-hours adjustments or guaranteed-hour offers under the Employment Rights Bill reforms, you should document those changes formally.
    Always consult the variation clause in the original contract before making changes.

    Can an employer make changes to your job duties?

    An employer can make reasonable changes if:

    – The contract allows flexibility
    – The changes remain within the scope of the role
    – The changes are not discriminatory
    – The employer consults properly where changes are substantial

    For example, asking a support worker to assist with additional community activities may fall within scope. Asking them to perform a completely different professional function without agreement may not.

    If changes significantly alter responsibilities, pay, or status, the employer should consult and agree the variation. Imposing major changes without agreement can lead to claims for constructive dismissal or breach of contract.

    Can I be fired for refusing to do something not in my job description?

    It depends on what you refused and how your contract is written.

    If the instruction falls reasonably within your role, even if not explicitly listed in the assistant caregiver job description, refusal may amount to misconduct.

    However, you may have legal protection if:
    – The instruction is unsafe
    – The instruction is unlawful
    – The instruction breaches regulatory standards
    – The instruction significantly exceeds your agreed role

    For care providers, this often arises in safeguarding contexts. If a healthcare assistant refuses to perform a task because they believe it breaches care standards, you must investigate carefully before taking disciplinary action.

    Always assess whether the instruction was reasonable and whether refusal connects to health, safety, or legal compliance.

  • National Minimum Wage 2026 for Care Providers: Compliance Risks and FWA Enforcement

    National Minimum Wage 2026 for Care Providers: Compliance Risks and FWA Enforcement

    From 1 April 2026, the National Minimum Wage and National Living Wage 2026 rates increase across England, Scotland, Wales, and Northern Ireland. Workers aged 21 and over must receive £12.71 per hour. Younger age bands and apprentice rates also rise.

    At the same time, the new Fair Work Agency begins operations in April 2026, replacing HMRC’s standalone minimum wage enforcement with a single body that can investigate minimum wage, holiday pay, and statutory sick pay together.

    For domiciliary care agencies, supported living providers, and care homes, the risk does not sit in the headline rate. It sits in travel time, deductions, sleep-ins, salaried hours, and record-keeping. If your effective hourly rate falls below the legal threshold in any pay reference period, you face arrears, penalties of up to 200%, and public naming.

    Confirmed National Minimum Wage and National Living Wage rates from 1 April 2026

    The Government accepted the Low Pay Commission’s recommendations in full. The new National Minimum Wage rates apply from 1 April 2026 across England, Scotland, Wales, and Northern Ireland.

    Here are the confirmed rates:

    CategoryRate from 1 April 2026
    National Living Wage (aged 21 and over)£12.71 per hour
    18–20 year olds£10.85 per hour
    16–17 year olds£8.00 per hour
    Apprentice rate£8.00 per hour
    Accommodation offset£11.10 per day

    What this means in monthly terms

    For employers calculating Minimum wage UK 2026 per month, use hours worked, not assumptions.

    Example:

    • 37.5 hours per week at £12.71
    • Weekly pay: £476.63
    • Monthly pay (average): approx. £2,065 before tax

    Actual take home pay depends on tax code, pension deductions, and any salary sacrifice arrangements. Minimum wage compliance looks at gross pay before tax, not net pay received.

    Scotland, London, and regional confusion

    Some employers search for “minimum wage Scotland” or “minimum wage 2026 UK London.” The statutory National Minimum Wage is the same across the whole UK. Scotland and London do not set separate legal minimum wage rates.

    However, the voluntary London Living Wage (set by the Living Wage Foundation) is higher than the statutory minimum. Paying it does not remove your obligation to comply with statutory minimum wage rules.

    Now let’s look at what these increases actually cost care providers in real terms.

    What the National Minimum Wage increase really costs a care business

    CQC Compliance Quiz: How Well Do You ACTUALLY Understand It?

    The National Minimum Wage 2026 rise looks modest on paper. In practice, it reshapes your entire cost base.

    Start with the headline figure:

    • £12.71 per hour for workers aged 21+
    • 37.5 hours per week
    • Annual gross pay increases by roughly £975 per worker

    That number alone does not break a business. The compounding effect might.

    1. On-costs rise automatically

    When base pay rises, everything calculated as a percentage rises with it:

    • Employer National Insurance
    • Workplace pension contributions
    • Holiday pay accrual
    • Statutory sick pay exposure
    • Overtime rates linked to basic pay

    From April 2025, Employer NI increased to 15% with a reduced threshold. That change already tightened margins. April 2026 layers another wage uplift on top.

    2. Travel time multiplies the impact (domiciliary care)

    In homecare, you do not pay only for contact time. Travel time between visits counts as working time for National Minimum Wage purposes.

    If travel time represents 15–25% of working hours, the wage increase applies to that portion too.

    If you currently pay:

    • £12.71 for contact time
    • But fail to fully include travel time in payroll

    Your effective hourly rate may already sit below minimum wage 2026 once you divide total pay by total working time.

    3. Care sector margins remain thin

    Independent care providers operate in a fee environment that rarely matches actual employment costs. Employment costs typically represent 70–80% of total provider expenditure.

    When statutory rates rise, but commissioner fees stay static, providers absorb the difference.

    That tension explains why compliance failures often arise from payroll structure errors, not deliberate underpayment. However, regulators do not treat financial pressure as a defence.

    The math is simple:

    Higher base rate

    • Higher on-cost percentage
    • Travel time inclusion
    • Variable hours = Narrower margin for error

    Now add enforcement.

    Let’s look at how the Fair Work Agency changes the compliance landscape from April 2026.

    RELATED: New Rules for Care Home Payments in 2026

    Fair Work Agency payroll checks: what changes from April 2026

    From 7 April 2026, the Fair Work Agency (FWA) begins operations as the UK’s single labour market enforcement body. It replaces HMRC’s standalone National Minimum Wage enforcement function and brings several enforcement streams under one structure.

    This is not a cosmetic change. It shifts how investigations start, how far they reach, and what they examine.

    What the Fair Work Agency consolidates

    The FWA combines:

    • HMRC’s National Minimum Wage enforcement
    • The Employment Agency Standards Inspectorate
    • The Gangmasters and Labour Abuse Authority

    It also gains authority to enforce additional employment rights, including holiday pay and statutory sick pay, rather than waiting for workers to bring tribunal claims.

    For care providers, that means one investigation can now cover:

    • National Minimum Wage
    • Holiday pay calculations
    • Sick pay compliance
    • Record-keeping standards
    • Agency worker compliance (where relevant)

    Expect more payroll checks, not fewer

    Some providers search for phrases like “HMRC wage raid payroll checks.” The reality is less dramatic but more structured.

    The FWA can:

    • Enter premises to inspect records
    • Require payroll, time sheets, and contracts
    • Issue Notices of Underpayment
    • Impose penalties of up to 200% of arrears (capped at £20,000 per worker)
    • Publicly name employers

    If you pay arrears quickly, the penalty can reduce to 100%, but that still doubles the financial exposure.

    Why the care sector sits in the spotlight

    Enforcement bodies consistently prioritise sectors where:

    • Pay sits at or near the National Minimum Wage
    • Workers have variable hours
    • Travel time and split shifts create complexity
    • Employers rely on zero-hours or flexible contracts

    Domiciliary care, supported living, and care homes match that profile precisely.

    Record-keeping now matters more than ever

    The Employment Rights reforms introduce stronger record-keeping expectations, particularly around holiday entitlement and pay. Investigators will expect six years of accessible, accurate records.

    If you cannot demonstrate compliance, you assume non-compliance.

    In short, April 2026 brings higher pay rates and broader enforcement at the same time. Care providers must prepare for structured, evidence-based payroll scrutiny, not just headline wage checks.

    Now, let’s look at the six compliance traps that most often trigger underpayment findings in care.

    Why care providers underpay minimum wage without meaning to

    National Minimum Wage 2026 for Care Providers
    National Minimum Wage 2026 for Care Providers

    Most care providers do not deliberately breach the National Minimum Wage. They fall into calculation traps.

    Investigators do not ask, “What hourly rate does the contract say?”
    They ask, “What was the worker’s effective hourly rate across the pay reference period?”

    If total pay that counts ÷ total working time that counts falls below minimum wage 2026, you face arrears.

    Here are the six traps that trigger enforcement in domiciliary care, supported living, and care homes.

    1) Travel time between visits (domiciliary care risk)

    In homecare, travel between appointments counts as working time for National Minimum Wage purposes.

    If you:

    • Pay £12.71 for contact time
    • Fail to pay fully for travel time
    • Or underestimate travel time systematically

    You reduce the worker’s effective hourly rate.

    Example:

    • 6 contact hours paid at £12.71
    • 1.5 hours travel unpaid
    • Worker actually worked 7.5 hours

    You divide total pay by 7.5 hours, not 6.

    That difference alone can push pay below UK minimum wage increase 2026 thresholds.

    If you use estimated travel time, document your method and test it against real routes regularly.

    2) Deductions that reduce minimum wage pay

    HMRC and the Fair Work Agency assess what the worker actually receives.

    Certain deductions reduce minimum wage pay, including:

    • Required uniforms (even “black trousers and shoes”)
    • DBS check deductions
    • Training cost recovery agreements
    • Administration fees
    • Salary sacrifice arrangements
    • Payroll savings schemes

    If post-deduction pay drops below the National Minimum Wage, you breach the law, even if the headline rate looks safe.

    Many providers paying above minimum wage 2026 UK London levels still fail compliance because deductions erase the buffer.

    3) Sleep-ins versus on-call (supported living risk)

    The Supreme Court clarified that genuine sleep-in hours do not require minimum wage if the worker can sleep and only respond if needed.

    However:

    • Time spent awake and working must be paid at minimum wage.
    • Records must show when the worker woke and worked.

    If staff remain on-call and must stay awake or remain ready to work continuously, you must pay minimum wage for the full period.

    Poor documentation, not intent, often creates arrears.

    4) Unpaid training, induction, and meetings

    Mandatory training counts as working time.

    That includes:

    • Induction before first shift
    • E-learning modules
    • Safeguarding updates
    • Team meetings

    If you require attendance, you must pay for it.

    Providers frequently breach National Minimum Wage 2026 rules by assuming training outside rostered hours does not count. It does.

    5) Salaried hours misclassification

    A salary does not protect you from minimum wage checks.

    For a worker to qualify as a salaried hours worker under minimum wage rules:

    • They must receive an annual salary
    • For a fixed number of basic hours
    • Paid in equal instalments

    If those conditions fail, the worker becomes “unmeasured work” for minimum wage purposes.

    If they regularly work beyond basic hours without paid overtime or timely time off in lieu, their effective hourly rate can fall below minimum wage UK 2026 per month equivalents once recalculated.

    Investigators now review salaried care managers more closely than before.

    6) Apprentice rate errors

    The apprentice rate of £8.00 only applies to:

    • Apprentices under 19
    • Apprentices 19+ in their first year

    Once an apprentice turns 19 and completes year one, they move to their age band rate.

    Payroll systems often fail to update automatically.

    That error creates technical underpayment under National Minimum Wage rules.

    The pattern stays consistent:

    Most underpayments happen because providers:

    • Miscount hours
    • Misclassify workers
    • Overlook deductions
    • Or fail to document working time properly

    READ MORE: Zero Hour Agreement in UK Care: How to Stay Compliant (2026)

    Minimum wage compliance test (copy and use this)

    April 2026 National Minimum and Living Wage
    April 2026 National Minimum and Living Wage

    If you do one check before April 2026, do this one.

    The National Minimum Wage does not test your headline hourly rate. It tests your effective hourly rate across the pay reference period.

    Use this formula: Pay that counts for minimum wage ÷ Hours that count as working time = Effective hourly rate

    If the result falls below the applicable rate, you breach the law.

    Step 1: Calculate pay that counts

    Include:

    • Basic pay
    • Paid travel time
    • Shift payments that count toward minimum wage

    Exclude:

    • Tips
    • Genuine expense reimbursements
    • Premium overtime elements that cannot count toward minimum wage

    Use gross pay before tax.

    Step 2: Calculate hours that count

    Include:

    • Contact time
    • Travel time between visits
    • Mandatory training
    • Required meetings
    • Time awake and working during sleep-ins
    • Any time staff must be present and available to work

    Exclude:

    • Genuine rest breaks
    • Time completely free from work duties

    Step 3: Divide and compare

    Example:

    • Total qualifying pay in the pay period: £950
    • Total working time (including travel and training): 78 hours

    £950 ÷ 78 = £12.18 per hour

    If the worker is 21+, the required National Living Wage 2026 is £12.71.

    You underpaid.

    It does not matter if the contract says £13 per hour for contact time. The calculation decides compliance.

    With minimum wage 2026 set at £12.71 and enforcement moving to the Fair Work Agency, investigators will request:

    • Payroll data
    • Timesheets
    • Travel logs
    • Deduction records

    If you cannot show this calculation clearly, you assume risk.

    SEE ALSO: RQIA Registration for Domiciliary Care Agency in Northern Ireland (2026)

    National Minimum Wage 2026 checklist for care providers

    Complete this review before your first April 2026 payroll run. Do not wait for a payroll check to expose gaps.

    1) Update every worker to the correct rate

    • Move all 21+ workers to £12.71 per hour
    • Move 18–20 year olds to £10.85
    • Update 16–17 and apprentice rates to £8.00
    • Check apprentices aged 19+ who completed year one
    • Set reminders for birthdays that move workers into higher bands

    Do not assume payroll updates automatically.

    2) Run the minimum wage calculation across real pay periods

    Take one full recent pay reference period and calculate:

    • Total pay that counts
    • Total hours that count (including travel and training)
    • Effective hourly rate

    If it falls below National Minimum Wage 2026, fix it immediately.

    3) Audit travel time from rota to payroll

    • Does your system record travel time accurately?
    • Do you pay for it?
    • Do estimates reflect reality?
    • Does mileage payment remain separate from time pay?

    In domiciliary care, travel errors trigger most arrears findings.

    4) Stress-test all deductions

    List every deduction that could reduce minimum wage pay:

    • Uniform or dress code requirements
    • DBS checks
    • Training repayment clauses
    • Salary sacrifice schemes
    • Payroll savings schemes

    For each, check whether any pay period drops below minimum wage after deduction.

    If it does, redesign the structure.

    5) Review salaried staff working hours

    • Confirm they meet the definition of salaried hours work
    • Track actual hours worked
    • Address consistent excess hours
    • Pay overtime or provide timely time off

    A £54,000 salary does not protect against minimum wage underpayment if hours inflate.

    6) Verify sleep-in and on-call rules

    • Record time awake and working
    • Pay minimum wage for those hours
    • Distinguish genuine sleep-ins from active on-call

    Document your approach clearly.

    7) Prepare for Fair Work Agency scrutiny

    Create an evidence pack that includes:

    • Payroll summaries
    • Time records
    • Travel logs
    • Deduction policies
    • Salary sacrifice documentation
    • Holiday pay calculations

    Keep records for six years.

    8) Model the financial impact properly

    Build into your pricing:

    • Wage increase at 4.1% (21+)
    • 8.5% increase for 18–20 workers
    • Employer NI at 15%
    • Pension contributions
    • Travel time compliance cost

    Use this data in discussions with commissioners and private clients.

    If you complete these steps, you significantly reduce the risk of arrears, penalties, and public naming under the new enforcement regime.

    LEARN MORE: Starting a Care Home in the UK: Best 2026 Guide

    What changed in 2024 and 2025, and what next in 2026?

    To understand National Minimum Wage 2026, you need to see the pattern.

    Minimum wage 2024

    In April 2024, the Government expanded the National Living Wage to workers aged 21 and over. That change pulled thousands of younger care workers into the higher rate band overnight.

    Providers who relied on historic age assumptions had to adjust quickly.

    Minimum wage 2025 UK

    From April 2025, the UK minimum wage 2025 for workers aged 21+ rose to £12.21 per hour. Many providers focused on that uplift alone and ignored structural payroll risks.

    At the same time:

    • Employer National Insurance increased to 15%
    • The NI threshold dropped significantly
    • Employment costs climbed faster than fee rates

    Some employers search for terms like:

    • “UK minimum wage rise August 2025”
    • “UK minimum wage increase October 2025”

    Statutory minimum wage changes take effect in April, not August or October. The October announcements usually relate to the voluntary London Living Wage, not the legal National Minimum Wage.

    The Government has delivered consecutive annual increases:

    • Minimum wage 2024 – structural age change
    • Minimum wage 2025 UK – significant rate increase
    • Minimum wage 2026 – further uplift to £12.71

    Each year reduces the buffer between your pay structure and the legal threshold.

    The gap between the statutory National Living Wage 2026 (£12.71) and the voluntary London Living Wage narrows further. That leaves less margin for payroll errors, deductions, or miscounted hours.

    UK cost of living support 2026: what’s real (and what’s not)

    Some care providers search for:

    • “UK cost of living payment 2026”
    • “UK 2025 cost of living payment”

    At the time of writing, the Government has not announced new universal Cost of Living Payments for 2026. Previous one-off payments targeted specific benefit recipients during the energy crisis period.

    That means you cannot rely on state support to offset wage pressure.

    While there is no confirmed broad UK cost of living payment 2026, rising living costs still affect:

    • Staff retention
    • Recruitment pressure
    • Salary expectations
    • Overtime demand

    Workers compare their take home pay against rent, fuel, and food costs, not against legal minimums.

    For care providers, that creates a double pressure:

    1. You must comply with National Minimum Wage 2026 rules.
    2. You must remain competitive enough to retain staff.

    The statutory rate protects legal compliance. It does not guarantee workforce stability.

    Conclusion

    April 2026 does not just increase the National Minimum Wage. It raises the standard of evidence regulators expect from care providers.

    You can no longer rely on a headline hourly rate and assume safety. Investigators will examine travel time, deductions, salaried hours, sleep-ins, and holiday pay together. They will divide pay by real working hours. If your calculation fails, your defence fails.

    Strong providers will treat this moment as an opportunity.

    They will:

    • Tighten payroll systems
    • Strengthen governance oversight
    • Document compliance clearly
    • Price services sustainably
    • Protect both staff and margins

    Minimum wage compliance now signals leadership quality. When regulators, commissioners, and staff assess your organisation, they look for systems that withstand scrutiny, not systems that survive on assumptions.

    Ready to Make Your Payroll Enforcement-Proof?

    A compliant payroll structure does more than meet the National Minimum Wage 2026 threshold. It protects your CQC reputation, shields your business from arrears and penalties, and strengthens commissioner confidence.

    Care Sync Experts supports domiciliary care agencies, supported living providers, and care homes across the UK with:

    • Full payroll structure audits against National Minimum Wage rules
    • Travel time and deduction compliance testing
    • Sleep-in and salaried hours classification review
    • Holiday pay and record-keeping framework design
    • Governance documentation aligned with CQC “Well-Led” standards
    • Financial modelling to reflect the UK minimum wage increase 2026
    • Evidence pack preparation for Fair Work Agency payroll checks

    Whether you are launching a new service, scaling operations, or stress-testing an existing payroll model, we help you build systems that stand up to investigation and stand out to regulators.

    Get in touch with Care Sync Experts today to move into April 2026 with clarity, confidence, and compliance.

    FAQ

    What is the minimum wage in the UK?

    The National Minimum Wage is the legal minimum hourly pay employers must give workers. It varies by age and apprenticeship status. From April 2026, workers aged 21 and over must receive at least £12.71 per hour. Younger age bands have lower statutory rates.

    What is the minimum wage 2025 in the UK?

    From April 2025 to March 2026, the National Living Wage for workers aged 21 and over was £12.21 per hour. Different age bands applied to workers aged 18–20 and under 18. The Government reviews and updates rates each April.

    What is the National Living Wage?

    The National Living Wage is the highest band of the UK’s statutory minimum wage system. It applies to workers aged 21 and over. It is set by the Government following recommendations from the Low Pay Commission. It differs from the voluntary “Real Living Wage” set by the Living Wage Foundation.

    When did minimum wage go up?

    The UK increases minimum wage rates each year in April. The most recent increase took effect on 1 April 2026. Previous increases occurred in April 2025 and April 2024. Statutory minimum wage rates do not change in August or October; those months sometimes relate to voluntary Living Wage announcements, not the legal minimum.

  • CQC Application 2026: Avoid Rejection From 9 February (Supporting Documents, Registered Manager Guide)

    CQC Application 2026: Avoid Rejection From 9 February (Supporting Documents, Registered Manager Guide)

    From 9 February 2026, the CQC Application process changes in one critical way: CQC will immediately return any incomplete or inaccurate application at the point of receipt. You will not get the chance to send missing documents later. If your application lacks even one required document, CQC will reject it and require you to cancel and resubmit from scratch.

    These stricter rules apply to new provider registrations in England, including care homes, supported living services, and home care agencies providing specialist services for autistic people and people with a learning disability.

    CQC introduced these changes to reduce backlogs and speed up decisions for providers who submit complete, compliant applications first time.

    Who the 9 February Rules Affect (Care Homes, Supported Living, Home Care)

    CQC Registration Changes February 2026: New Rules That Will Get Your Application Rejected

    The new reject-on-receipt rule applies to all new provider registrations in England, but CQC has tightened document requirements for specific service types.

    Care homes and nursing homes must now submit additional documents upfront with their CQC application. Previously, CQC often requested these during assessment. From 9 February 2026, you must include them at submission.

    Supported living services face similar changes. CQC now expects key operational and governance documents at the start, plus an additional service-specific form.

    Home care agencies applying to deliver specialist services for autistic people or people with a learning disability must include new policies that demonstrate compliance with CQC’s Right Support, Right Care, Right Culture guidance.

    If you are preparing a CQC application for domiciliary care, review the updated CQC supporting documents guidance carefully. CQC will not process incomplete submissions under the new rules.

    READ MORE: First Person vs Third Person Care Plan: CQC & the Mental Capacity Act Expection in 2026

    What Makes CQC Return Your Application Immediately

    From 9 February 2026, CQC checks your documents before it moves your CQC Application into formal assessment. If your submission fails this first check, CQC will return it without progressing it any further.

    CQC will reject your application immediately if:

    • You fail to include all required CQC supporting documents
    • You submit outdated templates or the wrong version of a required form
    • Your documents contradict each other (for example, staffing numbers that differ across your business plan and financial forecast)
    • Your policies use generic language that does not reflect your service type
    • Your evidence of legal occupancy does not match your premises details
    • You apply before your premises, staffing, or governance structure are ready

    CQC assessors now review applications for completeness and accuracy at receipt. They expect a coherent, consistent pack. If anything looks incomplete or inconsistent, they will return the entire application.

    Before you submit, use current CQC resources and complete a full internal cross-check. One missing document can delay your registration by months.

    CQC Supporting Documents Every Provider Must Prepare

    Every CQC Application must include a complete set of supporting documents. From 9 February 2026, CQC will not request missing items later. You must submit a full, accurate pack from day one.

    Below are the core CQC supporting documents that apply to most new provider applications:

    Governance and Operational Documents

    • Business continuity plan
    • Governance and quality assurance policies
    • Complaints policy
    • Consent policy and procedures
    • Safeguarding policy and procedures

    These documents must show how you will lead, monitor, and improve your service. CQC expects clear lines of accountability and safe decision-making from the start.

    Financial and Business Documents

    • Business plan for CQC registration
    • Financial forecast
    • Financial viability statement (using CQC’s current template)

    Your business plan must align with your staffing model, service user numbers, and regulated activities. CQC will compare these documents closely.

    Premises and Safety Evidence

    • Evidence of legal occupancy
    • Floor plan of premises
    • Fire risk assessment
    • Gas and electrical safety certificates
    • Legionella risk assessment
    • Environment risk assessment

    If your premises are not inspection-ready, your application is premature.

    Clinical and Care Policies

    • Infection prevention and control policy
    • Medicines management and prescribing policy
    • Equality, diversity, and human rights policy

    CQC expects policies that reflect how your specific service will operate, not generic templates. If your documents do not match your service type, CQC will return your application before you receive your CQC certificate of registration.

    Prepare each document carefully. Check consistency across all files. A complete and coherent document pack gives your application the best chance of progressing to assessment.

    SEE ALSO: CQC Registered Manager: Dismissal & How to Pass the Interview (2026)

    Care Homes: Extra Documents You Must Send From 9 February 2026

    CQC Application Changes 2026
    CQC Application Changes 2026

    If you are opening a care home or nursing home, you must now submit additional documents at the point of application. CQC previously requested some of these during assessment. From 9 February 2026, you must include them in your initial CQC Application.

    Care homes must now provide:

    • A detailed business plan
    • A two-year financial forecast
    • Evidence of legal occupancy (including landlord or mortgage consent where relevant)
    • A service user guide
    • A structured staff training plan

    Your business plan for CQC registration must go beyond ambition. It must explain how you will operate the home, recruit and retain staff, meet residents’ needs, and maintain financial stability. CQC will cross-check this plan against your financial viability statement, staffing model, and statement of purpose.

    Your service user guide must clearly explain what residents can expect, how they can raise concerns, and how you will promote dignity and safety. Your staff training plan must show how you will prepare your team to deliver person-centred care from day one.

    If you plan to support autistic people or people with a learning disability, you must also demonstrate alignment with Right Support, Right Care, Right Culture guidance. CQC expects evidence that you understand specialist service delivery before it grants registration.

    Submit these documents only when they are complete, consistent, and tailored to your service. Any gaps will trigger an immediate return.

    Supported Living: Extra Documents & the Additional Form

    Supported living providers must also front-load key documents in their CQC Application from 9 February 2026. CQC will no longer wait until assessment to request operational and governance evidence.

    If you are registering a supported living service, you must submit:

    • A detailed business plan and financial forecast
    • Evidence of legal occupancy for the office or operational base
    • A clear service user guide
    • A structured staff training plan
    • An additional supported living information form required by CQC

    This additional form gives CQC deeper insight into your governance structure, directors, nominated individual, and proposed registered manager. CQC wants to understand how you will lead and monitor the service before it commits resources to a full assessment.

    Remember, CQC regulates the personal care element of supported living, not the housing component. Your documents must clearly separate regulated activities from tenancy or housing support. If you blur these lines, CQC may question the scope of your registration.

    Review the latest CQC supporting documents guidance before submitting. Ensure your statement of purpose, staffing model, and training plan align precisely. Any inconsistencies will trigger an immediate return under the new rules.

    MORE: RQIA Registration for Domiciliary Care Agency in Northern Ireland (2026)

    Home Care for LD and Autism: New Policies You Must Include

    If you are submitting a CQC application for domiciliary care and you intend to support autistic people or people with a learning disability, you must now include two additional policies from 9 February 2026:

    • A Positive Behaviour Support (PBS) policy
    • A Restraint (restrictive interventions) policy

    CQC introduced this requirement to ensure providers entering the specialist LD and autism market understand safe, person-centred practice from the outset.

    Your Positive Behaviour Support policy must explain how you will:

    • Assess behaviour proactively
    • Train staff in PBS principles
    • Reduce triggers and prevent escalation
    • Minimise restrictive practices

    Your restraint policy must clearly state:

    • When restrictive intervention may be used
    • How staff will record and review incidents
    • How you will ensure restraint remains proportionate and a last resort
    • How you comply with the Mental Capacity Act 2005

    CQC will not accept generic templates. Your policies must reflect how your service will actually operate in the community. If they do not demonstrate a clear understanding of specialist care delivery, CQC will return your application.

    Before you submit, review current CQC supporting documents guidance and cross-check your specialist policies against your training plan and governance framework. Consistency matters under the new reject-on-receipt process.

    Registered Manager CQC: Requirements, Form, Interview and Salary (2026)

    Every CQC Application must name a suitable registered manager. CQC will not process your provider registration without a compliant manager application submitted at the same time.

    CQC Registered Manager Requirements and Qualifications

    A registered manager CQC applicant must demonstrate competence, integrity, and the ability to lead safe and effective care. CQC expects clear evidence that the manager understands governance, safeguarding, quality assurance, incident reporting, and regulatory compliance.

    There is no single mandatory “CQC qualification.” However, CQC registered manager requirements typically include:

    • Relevant health or social care experience
    • Management or supervisory experience
    • A Level 5 Diploma in Leadership for Health and Social Care (or working towards it)
    • Strong knowledge of safeguarding, MCA 2005, and regulatory standards

    If you are asking, “What qualifications do I need to be a Care Manager?”, focus on leadership competence and regulatory knowledge, not just certificates. CQC registered manager qualifications must reflect your service type.

    CQC Registered Manager Application Form

    You must complete the CQC registered manager application form accurately and submit it alongside your provider application. Many providers fail because of inconsistencies between:

    • The provider’s statement of purpose
    • The staffing structure
    • The manager’s declared responsibilities

    Treat the CQC application form for registered manager as a regulatory document, not an HR form. Any inaccuracies can delay your registration.

    CQC Registered Manager Interview Questions

    CQC often interviews proposed managers as part of assessment. Expect detailed CQC registered manager interview questions covering:

    • Safeguarding procedures
    • Governance and quality monitoring
    • Incident reporting
    • Medicines management
    • Staffing oversight
    • Mental Capacity Act application

    Prepare for structured, scenario-based questions. If you search for registered manager CQC interview questions, you will see patterns. CQC wants evidence that you can lead safely from day one.

    Registered Manager Salary UK (2026 Context)

    Search interest around Registered Manager salary UK, Registered Care Manager salary UK, and CQC manager salary in UK continues to rise. Salaries vary by region, service type, and complexity. Providers typically pay more for specialist LD/autism services or large multi-site operations.

    Salary alone does not secure approval. CQC evaluates competence, experience, and governance understanding above pay scale.

    Appoint your registered manager carefully. A weak application at manager level can stall your entire CQC Application.

    LEARN MORE: CQC Registration for Domiciliary Care Providers: Complete 2026 Guide

    How Long CQC Registration Takes in 2026 (And What Slows It Down)

    CQC Application- Avoiding Rejection 2026
    CQC Application- Avoiding Rejection 2026

    CQC registration does not move faster just because you submit early. It moves faster when you submit a complete, accurate CQC Application.

    In 2026, most provider registrations take 10 to 16 weeks from submission to decision. However, your total timeline usually stretches longer because preparation takes time.

    Your process typically includes:

    • Preparing your CQC supporting documents
    • Completing DBS checks for directors and the registered manager
    • Submitting your provider and registered manager applications
    • CQC’s initial completeness review
    • Full assessment (document review, interviews, and possibly a site visit)

    Under the new reject-on-receipt rule, a single missing document resets your timeline. If CQC returns your application, you must cancel and resubmit. You go back to the start of the queue.

    Several factors commonly delay registration:

    • Inconsistent financial forecasts
    • Premises not ready for inspection
    • Weak answers in the registered manager interview
    • Incorrectly selected regulated activities

    If you want your CQC certificate of registration without avoidable delays, submit only when your documents, premises, and leadership structure are fully ready. Preparation now protects your opening date later.

    Common CQC Application Mistakes That Trigger Rejection

    CQC does not reject applications at random. It rejects them because providers submit incomplete, inconsistent, or poorly prepared documents. Under the 9 February 2026 rules, these mistakes now result in immediate return.

    Here are the most common CQC Application errors:

    • Submitting generic template policies

    CQC assessors recognise copied templates quickly. If your safeguarding policy does not reflect your service type, location, and staffing model, CQC will return your application.

    • Contradictions across documents

    Your business plan states 20 service users. Your financial forecast assumes 30. Your staffing plan supports 12. CQC cross-checks everything.

    • Incorrect regulated activities

    Many providers misunderstand the scope of registration. If you apply for the wrong regulated activity, your entire submission may fail.

    • Weak financial viability statement

    You must use CQC’s current template. An unsigned or outdated version can stop your application immediately.

    • Incomplete registered manager information

    Missing DBS checks, inconsistent responsibilities, or unclear governance roles often delay assessment.

    • Premises not ready

    If your premises do not match your floor plans or lack required safety documentation, CQC may question your readiness.

    Before you submit, treat your application like an audit. Review every document. Check alignment across files. Compare your submission against current CQC supporting documents guidance. One small error can cost you months.

    ALSO: Latest CQC Reports, Regulated Activities (2026)

    CQC Application Checklist (Submit Once, Get Assessed)

    CQC Application KLOE Registration

    If you want your CQC Application to move forward instead of coming straight back, complete this checklist before you press submit.

    1. Download the latest guidance

    Use only current CQC resources. Requirements changed in 2026. Old guides will mislead you.

    2. Build a full document inventory

    List every required CQC supporting document for your service type. Tick each one off only when final, signed, and internally reviewed.

    3. Cross-check for consistency

    Match your business plan, financial forecast, staffing structure, and statement of purpose. Remove contradictions before CQC finds them.

    4. Finalise your registered manager submission

    Complete the manager application form accurately. Ensure DBS checks are complete. Prepare for interview questions.

    5. Confirm premises readiness

    Secure legal occupancy evidence, safety certificates, and floor plans. Do not apply before your site is inspection-ready.

    6. Run a pre-submission audit

    Review your entire pack as if you were CQC. Ask: does this prove we can deliver safe, compliant care from day one?

    Submit once. Submit complete. That is how you reach assessment and secure your registration without avoidable delay.

    Conclusion

    The 9 February 2026 changes leave no room for partial submissions. CQC now checks your documents at receipt. If your CQC Application contains gaps, inconsistencies, or generic templates, CQC will return it. You will cancel, resubmit, and lose your place in the queue.

    Care homes must front-load additional documents. Supported living providers must complete extra forms. Home care agencies entering the LD and autism market must submit specialist policies. Every provider must align governance, finance, staffing, and premises evidence from day one.

    The rule is simple: prepare thoroughly or prepare twice.

    If you want your CQC certificate of registration without unnecessary delay, build your document pack carefully, align your registered manager submission, and audit everything before you apply.

    Ready to Make Your CQC Application Rejection-Proof?

    A strong CQC Application does more than tick document boxes. It proves leadership competence, financial viability, governance structure, and operational readiness from day one. Under the new reject-on-receipt rules, precision matters.

    Care Sync Experts supports providers across England with:

    • Complete CQC supporting documents preparation and cross-checking
    • Business plan and financial forecast alignment
    • Registered manager CQC application and interview preparation
    • Specialist LD and autism policy development
    • Pre-submission audit against 2026 CQC requirements
    • Governance and compliance framework structuring

    Whether you are launching a new service, expanding a location, or strengthening an existing submission, we help you build an application that stands up to scrutiny and moves forward without delay.

    Get in touch with Care Sync Experts today to submit with clarity, confidence, and compliance.

    FAQ

    What Does CQC Stand For?

    CQC stands for the Care Quality Commission. It is the independent regulator of health and adult social care services in England. CQC registers providers, monitors compliance, carries out inspections, publishes ratings, and takes enforcement action where services fail to meet legal standards.

    CQC does not regulate services in Wales, Scotland, or Northern Ireland. Those jurisdictions have separate regulators.

    What 5 Questions Does CQC Ask?

    CQC bases inspections and assessments around five key questions. Inspectors ask whether a service is:

    Safe – Do people receive care free from abuse and avoidable harm?
    Effective – Does care achieve good outcomes and follow best practice?
    Caring – Do staff treat people with dignity, compassion, and respect?
    Responsive – Does the service meet people’s individual needs?
    Well-led – Does leadership promote quality, safety, and accountability?

    These five questions shape both registration assessments and ongoing inspections. Providers should structure governance systems around them.

    What Happens If You Fail CQC?

    If CQC finds that a service does not meet fundamental standards, it can:

    – Issue requirement notices
    – Issue warning notices
    – Impose conditions on registration
    – Restrict regulated activities
    – Suspend registration
    – Cancel registration in serious cases

    CQC may also prosecute where it identifies serious breaches of legal requirements. Services rated “Inadequate” face increased monitoring and enforcement. Leadership and governance weaknesses often drive enforcement action.

    What Must Be Reported to CQC?

    Registered providers must notify CQC of specific events and incidents. These include:

    – Serious injuries
    – Deaths of people using the service
    – Allegations of abuse
    – Incidents reported to the police
    – Events that stop the service from operating safely
    – Changes to registered managers or nominated individuals

    Providers must submit notifications within required timeframes using CQC’s notification system. Failure to report notifiable incidents can lead to enforcement action.

  • Harrow Council Home Care Tender 2026

    Harrow Council Home Care Tender 2026

    £21m–£160m Domiciliary Care Framework: Complete Guide for Care Providers

    The London Borough of Harrow, working jointly with Hillingdon, is commissioning a new Home Care (Domiciliary Care) Services Framework starting 1 September 2026, with an estimated total value between £21 million and £160 million over the framework lifespan. 

    The framework is expected to run for up to 8 years (2026–2034) and is open to CQC-registered providers delivering adult home care, reablement services, and care for children and young adults with disabilities.

    This guide explains who can bid, how the framework is structured, key deadlines, and what providers must do to qualify and compete successfully.

    What Is the Harrow Home Care Framework?

    Harrow Council £21 MILLION Home Care Tender 2026

    The London Borough of Harrow, alongside London Borough of Hillingdon, is establishing a new open framework for the delivery of domiciliary care and support services across Harrow.

    The framework will commission:

    This framework replaces or consolidates existing arrangements and will form the primary route through which the council purchases home care services from 2026 onwards.

    Key Contract Details

    ItemDetail
    Contracting AuthorityLondon Borough of Harrow (with Hillingdon)
    Tender ReferenceFTS 002241-2026 / ocds-h6vhtk-06039f
    Estimated Framework Value£21m – £160m (potential £150m+ over life)
    Initial Term3 years (Sept 2026 – Aug 2029)
    Maximum DurationUp to 8 years (to Aug 2034)
    Contract Start Date1 September 2026
    Procurement RouteOpen Procedure – Open Framework
    Submission Deadline25 February 2026 at 23:59
    Procurement PortalLondon Tenders Portal

    Services Being Commissioned

    Harrow Council is seeking providers to deliver regulated domiciliary care services aligned with assessed social care needs, including:

    • Personal care and daily living support
    • Long-term home care packages
    • Short-term reablement following hospital discharge
    • Support for adults with:
      • Physical frailty
      • Dementia
      • Learning disabilities
      • Autism
      • Mental ill-health
      • Sensory or neurological conditions
    • Home-based care for children and young adults with disabilities (CYAD)

    All services must comply with statutory adult and children’s social care duties and relevant regulatory standards.

    Understanding the 7-Lot Framework Structure

    home care services
    home care services

    The framework is divided into seven distinct lots, allowing providers to bid based on geography, service type, and operational capacity.

    Adults 18+ Long-Term Homecare (Lots 1–3)

    These lots cover ongoing domiciliary care for adults aged 18 and over.

    LotAreaEstimated ValueProvider Cap
    Lot 1Harrow West£6mUnlimited
    Lot 2Harrow Central£6mUnlimited
    Lot 3Harrow East£6mUnlimited

    Services include support for people with learning disabilities, autism, dementia, mental health needs, and physical impairments.

    Adult Reablement Support Services (Lots 4–6)

    Short-term, intensive reablement services designed to restore independence, typically lasting up to 6 weeks.

    LotAreaEstimated ValueProvider Cap
    Lot 4Harrow West£400kMax 3
    Lot 5Harrow Central£300kMax 2
    Lot 6Harrow East£300kMax 2

    These lots are highly competitive due to limited provider numbers.

    Children & Young Adults with Disabilities (CYAD) – Lot 7

    LotCoverageEstimated ValueProvider Cap
    Lot 7Borough-wide£2mMax 6

    This lot supports children and young people aged 0–18 with moderate to profound disabilities, autism, severe physical impairments, and complex needs.

    Eligibility Requirements: Can You Bid?

    Harrow Council applies strict pass/fail Project Specific Questions (PSQs). Failure on any requirement results in elimination.

    Mandatory Requirements

    You must be able to demonstrate all of the following:

    Registered with the Care Quality Commission for domiciliary care

    • CQC Rating

    Minimum overall rating of “Good”

    • Wage Compliance

    Full compliance with National Minimum Wage and National Living Wage

    • Electronic Call Monitoring (ECM)

    Operational ECM system recording calls at each care location

    • Business Continuity Plan
       Documented and tested continuity arrangements
    • Policies & Procedures

    Including (but not limited to):

    • Safer recruitment and vetting
    • Staff induction and training
    • Safeguarding
    • Whistleblowing
    • Data protection
    • Health & safety
    • Equality and diversity
    • Complaints management
    • Staff Training Matrix

    Up-to-date training records covering statutory and role-specific requirements

    Critical Tender Timeline (Do Not Miss These)

    Missing any deadline will result in exclusion.

    MilestoneDate
    Tender Notice Published12 January 2026
    Clarification DeadlineAs stated on portal
    Submission Deadline25 February 2026 – 23:59
    Evaluation Period9 Feb – 21 Apr 2026
    Award Recommendation22 Apr – 20 May 2026
    Notification of Decision26 May 2026
    Standstill Period27 May – 5 June 2026
    Contract Award8 June 2026
    Mobilisation Period8 June – 31 Aug 2026
    Service Commencement1 September 2026

    How Providers Should Prepare to Win This Framework

    Original insight (not in the tender documents): 

    Providers that fail in large London frameworks typically fail before pricing is even considered, due to weak mobilisation plans, poor evidence of ECM use, or generic policy submissions.

    Recommended Preparation Checklist

    1. Confirm CQC rating remains “Good” or above
    2. Audit ECM functionality and reporting outputs
    3. Align staffing levels to specific lot geography
    4. Update business continuity and escalation plans
    5. Prepare a clear mobilisation plan for 1 September 2026
    6. Evidence workforce recruitment, retention, and training
    7. Demonstrate quality assurance and service monitoring
    8. Ensure policies match current practice, not templates
    9. Assign internal ownership for bid coordination
    10. Submit early to avoid portal issues

    Common Reasons Providers Are Eliminated

    • Failing a single PSQ requirement
    • Submitting outdated or generic policies
    • Inability to evidence ECM in practice
    • Bidding for too many lots without delivery capacity
    • Weak mobilisation planning for borough-wide coverage

    Who This Opportunity Is Best Suited For

    Care Home in UK
    Care Home in UK
    • Established domiciliary care providers operating in or near Harrow
    • Providers with strong compliance records and stable workforces
    • Organisations able to scale safely over a long-term framework
    • Specialist providers with CYAD or reablement expertise

    Final Takeaway…

    The Harrow Council Home Care Framework 2026 is one of the largest domiciliary care opportunities in North-West London, offering long-term stability for providers that meet high regulatory and operational standards.

    For CQC-registered organisations with the right capacity, preparation, and governance, this framework represents a transformational growth opportunity lasting potentially until 2034.

    Need Expert Support With the Harrow Home Care Tender?

    Bidding for large local authority frameworks like Harrow’s Homecare Services Framework is complex.

    Even strong providers are often eliminated due to technical non-compliance, weak mobilisation plans, or poorly evidenced PSQ responses.

    Care Sync Experts supports domiciliary care providers across England with end-to-end tender and framework support, including:

    • bid readiness assessments before you submit
    • review of pass/fail PSQs to prevent automatic elimination
    • compliance checks against CQC, workforce, and ECM requirements
    • mobilisation planning for borough-wide and multi-lot bids
    • quality and method statement drafting aligned to council expectations
    • policy and evidence alignment to support tender responses
    • ongoing framework compliance and performance support after award

    We stay up to date with local authority commissioning practices, social care procurement requirements, and regulatory expectations, so you can submit with confidence and avoid costly mistakes.

    Book a Free Tender Readiness Consultation

    If you’re planning to bid for the Harrow Home Care Framework, or you’ve previously been unsuccessful on similar council tenders, speak to our team before you submit.

    Early preparation can make the difference between framework appointment and automatic exclusion.

    This guide was prepared by Care Sync Experts and reflects the Harrow Home Care Tender requirements available at the time of writing (2026). Procurement requirements and evaluation criteria may change. Providers should always refer to the official procurement documents and portal before submitting a bid.

    FAQ

    Can new or recently registered care providers bid for the Harrow Home Care Framework?

    Yes, newly registered providers may bid, provided they meet all mandatory eligibility criteria at the point of submission, including active registration with the Care Quality Commission and a minimum overall rating of “Good.”
    However, newly registered providers should be aware that councils typically scrutinise mobilisation plans, workforce stability, and governance maturity more closely where operating history is limited.

    Can providers bid for more than one lot under the Harrow Home Care Framework?

    Yes, providers may bid for multiple lots, but must clearly demonstrate operational capacity, staffing resilience, and geographic coverage for each lot applied for.
    Bidding for multiple lots without sufficient evidence of delivery capability increases the risk of evaluation failure, particularly during quality and mobilisation scoring.

    Does being awarded a place on the framework guarantee work or care packages?

    No. Appointment to the framework does not guarantee any minimum level of work or income.
    Placements and care packages are awarded on a call-off basis, depending on service demand, provider performance, availability, and commissioning decisions throughout the framework term.

    What happens if a provider’s CQC rating drops below “Good” during the framework period?

    If a provider’s CQC rating falls below “Good” during the life of the framework, the contracting authority may:

    – Suspend new placements
    – Apply remedial or monitoring measures
    – In serious cases, remove the provider from the framework

    Maintaining regulatory compliance and inspection readiness throughout the contract term is therefore critical to long-term participation.