Workforce Wellbeing and Retention Audit - Care Homes

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  • Is there a workforce wellbeing strategy or policy in place that supports mental, physical, and emotional health?
  • Are staff encouraged to speak openly about stress, workload, and wellbeing in a safe environment?
  • Are supervision sessions used to check in on staff wellbeing and provide individual support?
  • Are formal wellbeing initiatives in place (e.g., EAPs, counselling, mental health first aiders)?
  • Is staff feedback regularly collected on morale, job satisfaction, and work-life balance?
  • Are staff able to take their full breaks and use annual leave entitlements without pressure?
  • Is there a culture that encourages appreciation, kindness, and peer support among teams?
  • Are workload and shift patterns regularly reviewed to ensure fairness and prevent burnout?
  • Are new staff supported with induction, mentoring, and regular check-ins during their early months?
  • Is staff retention tracked and reviewed for patterns or concerns (e.g., turnover hotspots, exit reasons)?
  • Are exit interviews conducted and used to identify areas for improvement in staff experience?
  • Are flexible working options explored and supported where roles allow?
  • Is there a system for recognising and celebrating staff achievements and contributions?
  • Are training, development, and promotion pathways available and clearly communicated?
  • Do staff feel valued, listened to, and included in service improvement or change discussions?
  • Are workplace stressors (e.g., short staffing, unclear roles, unsafe environments) monitored and addressed promptly?
  • Are occupational health services accessible for staff experiencing physical or mental health issues?
  • Are peer support opportunities available for staff who have experienced distressing situations (e.g., end of life care, safeguarding)?
  • Is leadership approachable, visible, and proactive in supporting team wellbeing?
  • Are anonymous staff surveys used to identify hidden concerns and monitor culture?
  • Is training on resilience, self-care, or mental health awareness offered regularly?
  • Are incidents of bullying, harassment, or discrimination taken seriously and investigated fully?
  • Are reward schemes, bonuses, or benefits aligned with retention goals and staff needs?
  • Is the impact of wellbeing initiatives reviewed and improved based on staff feedback?
  • Are safe staffing levels maintained and planned proactively to reduce reliance on agency or last-minute cover?