Staff Wellbeing Audit - Care Homes

Q1 | Unanswered

Is there a written staff wellbeing strategy or policy that sets out the home’s commitment to supporting staff health, wellbeing, and retention?

Q2 | Unanswered

Is responsibility for staff wellbeing clearly assigned (e.g., Registered Manager/HR lead/wellbeing champion) with defined accountability?

Q3 | Unanswered

Is staff wellbeing regularly discussed at senior/management meetings with actions recorded and followed up?

Q4 | Unanswered

Does the service maintain a workforce plan that considers staffing levels, skill mix, safe workloads, and wellbeing impact?

Q5 | Unanswered

Are staffing levels and skill mix reviewed regularly against dependency/acuity to ensure safe care delivery and manageable workload?

Q6 | Unanswered

Are rotas planned in advance and communicated with reasonable notice to support work-life balance?

Q7 | Unanswered

Are excessive overtime, double shifts, or repeated short turnarounds monitored and reduced where possible?

Q8 | Unanswered

Are rest breaks built into shifts and taken in practice, with cover arrangements to make breaks realistic?

Q9 | Unanswered

Are working hours and rest periods managed in line with Working Time Regulations and local policy?

Q10 | Unanswered

Is there a clear approach to managing fatigue risk, particularly for nights, long shifts, and high-intensity periods?

Q11 | Unanswered

Are lone working risks assessed (where applicable) and are staff supported with check-in procedures and escalation routes?

Q12 | Unanswered

Is there an induction that supports wellbeing (role clarity, expectations, support available, stress awareness, reporting routes)?

Q13 | Unanswered

Are new starters given protected time to shadow, learn the environment, and build confidence before being allocated full workload?

Q14 | Unanswered

Are probationary reviews completed on time and used to identify support needs, training needs, and wellbeing concerns?

Q15 | Unanswered

Do staff receive regular one-to-one supervision (as per policy), and are wellbeing and emotional resilience included as standard agenda items?

Q16 | Unanswered

Are appraisals completed annually (or as per policy) with a focus on development, support needs, and recognition?

Q17 | Unanswered

Are managers trained and competent to hold supportive wellbeing conversations, including stress, burnout, and mental health signposting?

Q18 | Unanswered

Is there access to an Employee Assistance Programme (EAP) or equivalent support, and are staff aware of how to use it?

Q19 | Unanswered

Are staff signposted to mental health support (internal or external) including crisis pathways where needed?

Q20 | Unanswered

Are mental health awareness initiatives in place (e.g., Mental Health First Aiders, wellbeing champions, awareness sessions)?

Q21 | Unanswered

Is there a clear, non-punitive process for staff to raise concerns about stress, workload, bullying, or unsafe practice?

Q22 | Unanswered

Is a whistleblowing policy in place, accessible, and trusted by staff, with evidence of leaders encouraging its use safely?

Q23 | Unanswered

Are staff surveys conducted regularly to measure engagement, morale, and wellbeing, and are results shared with actions taken?

Q24 | Unanswered

Are exit interviews conducted consistently and analysed to identify themes related to wellbeing, culture, workload, and retention?

Q25 | Unanswered

Are sickness absence and patterns (e.g., stress-related absence, musculoskeletal issues) monitored and addressed proactively?

Q26 | Unanswered

Are return-to-work interviews completed after absence to identify support needs and reduce repeat sickness?

Q27 | Unanswered

Are reasonable adjustments offered to staff with health needs, disabilities, pregnancy-related needs, or neurodiversity needs?

Q28 | Unanswered

Are occupational health referrals used appropriately to support staff health and sustained attendance?

Q29 | Unanswered

Are staff offered access to appropriate vaccinations and health screening relevant to care settings (e.g., flu) where applicable?

Q30 | Unanswered

Are manual handling risks assessed for staff, with suitable equipment, training, and sufficient staffing to prevent injury?

Q31 | Unanswered

Is moving and handling training refreshed as required, and are unsafe practices challenged and corrected promptly?

Q32 | Unanswered

Are incidents of violence, aggression, or abuse towards staff recorded, investigated, and addressed with robust support?

Q33 | Unanswered

Are post-incident debriefs offered after traumatic events (e.g., serious incidents, resuscitation attempts, unexpected deaths)?

Q34 | Unanswered

Are staff supported following safeguarding allegations or complaints, with fair processes and wellbeing consideration?

Q35 | Unanswered

Is there a clear zero-tolerance approach to bullying, harassment, discrimination, and victimisation, with safe reporting routes?

Q36 | Unanswered

Are complaints of bullying/harassment investigated promptly and outcomes recorded with learning and follow-up?

Q37 | Unanswered

Is the workplace culture actively promoted as respectful, inclusive, and psychologically safe (e.g., leaders visible and approachable)?

Q38 | Unanswered

Are staff recognised for good work (formal recognition, thanks, awards, feedback sharing) to boost morale and retention?

Q39 | Unanswered

Are compliments and positive feedback from residents/relatives shared with staff teams and used to reinforce good practice?

Q40 | Unanswered

Are team meetings held regularly, with time for reflection, peer support, and shared problem-solving?

Q41 | Unanswered

Are handovers structured and supportive, avoiding blame and ensuring clarity to reduce stress and errors?

Q42 | Unanswered

Are staff given opportunities to contribute ideas for improvement, and are suggestions acknowledged and acted upon?

Q43 | Unanswered

Are learning opportunities provided (CPD, specialist training, qualifications) with equitable access across roles and shifts?

Q44 | Unanswered

Is there a training matrix in place that prevents staff feeling unprepared, unsupported, or unsafe in their duties?

Q45 | Unanswered

Are competency assessments completed for key tasks, and are staff not expected to perform tasks they are not trained/competent to do?

Q46 | Unanswered

Are managers monitored for supervision quality and people management competence (to reduce burnout and improve retention)?

Q47 | Unanswered

Are agency and bank staff inducted appropriately to reduce pressure on permanent staff and maintain safe working practices?

Q48 | Unanswered

Are staff shortages escalated and mitigated using agreed contingency plans without compromising staff wellbeing?

Q49 | Unanswered

Is workload distribution monitored to ensure fairness between staff, shifts, and units (e.g., heavier dependency spread evenly)?

Q50 | Unanswered

Are staff supported with adequate resources and equipment (PPE, IT systems, documentation time) to avoid frustration and stress?

Q51 | Unanswered

Are administrative demands balanced with care delivery so staff have time to provide safe, person-centred care?

Q52 | Unanswered

Are staff able to access hydration, meals, and rest facilities (clean break areas, water available, space to decompress)?

Q53 | Unanswered

Are uniforms and laundry arrangements practical and hygienic, and do they support staff comfort and professional identity?

Q54 | Unanswered

Are staff encouraged to maintain healthy boundaries and supported to manage emotional labour inherent in care work?

Q55 | Unanswered

Is there a process to identify early signs of burnout (e.g., increased errors, withdrawal, irritability, frequent absence) and respond supportively?

Q56 | Unanswered

Are staff supported to raise ethical concerns and moral distress (e.g., resource constraints, end-of-life situations) with leadership support?

Q57 | Unanswered

Are wellbeing risks included in the service’s risk register (e.g., turnover, vacancy rate, stress absence) with mitigation actions?

Q58 | Unanswered

Are retention metrics monitored (turnover, vacancy, time-to-hire) and linked to wellbeing and culture improvement actions?

Q59 | Unanswered

Is pay, rota flexibility, and benefits reviewed for competitiveness and fairness (where within organisational control)?

Q60 | Unanswered

Are career pathways clear (progression routes, mentorship, leadership development) to improve motivation and retention?

Q61 | Unanswered

Do staff feel safe to speak up about mistakes and near misses, and is learning promoted over blame?

Q62 | Unanswered

Are staff supported to maintain professional registration/standards where applicable, with time and resources for CPD?

Q63 | Unanswered

Are equality, diversity, and inclusion practices embedded to ensure staff feel respected and valued regardless of background?

Q64 | Unanswered

Is there evidence that staff wellbeing initiatives have measurable outcomes (improved retention, reduced sickness, improved engagement)?

Q65 | Unanswered

Are wellbeing actions reviewed for effectiveness and updated regularly based on feedback, data, and changing pressures?