read the residential care charter

Employers will maintain adequate staff ratios, that enable quality care to be delivered. This must be care that extends beyond basic tasks and includes a social dimension.
Care workers, residents and families must be given information about how to raise concerns and protection if they decide it is necessary.
Employers will have clear and accountable procedures to follow up any concerns raised.
Care home providers will ensure all residents have ready access to any NHS services required.
Providers will carry out thorough risk assessments to ensure the safety of residents and care workers.
Employers will provide care workers with safe equipment.
Care workers will be given time to provide regular activities and effective forms of therapy for residents.

All care workers – including bank and relief staff – will be regularly trained to meet the needs of all residents, as set out in their care plans.
Training requirements will be met. Training must be free and carried out in work time, so cover staff must be arranged.
DVD and e-learning will be used to complement high quality, face-to-face learning.

All residential care workers will be paid at least the Living Wage – as calculated by the Living Wage Foundation or Greater London Authority every November.
Councils which outsource employees on or above the Living Wage should ensure that new providers are required to maintain pay levels throughout the contract.
Extra payment will be made for working unsocial hours, including weekends and Bank Holidays.
Pay for sleep-ins must be at a level to ensure that the average hourly rate does not drop below the Living Wage.
Holiday periods must also be paid as if at work.
All care workers will be paid occupational sick pay.
Employers will pay for Disclosure and Barring Service checks.

Zero hours contracts will not be used.
Care workers will be given adequate breaks during their working day.
Care workers will be paid for the time it takes to carry out a proper handover between shifts, which ensures safety and continuity of care for residents.
Rotas will be planned well in advance to ensure adequate staffing levels and allow planned, time off for employees.

Employers will recognise UNISON – negotiating pay and conditions with them and encouraging employees to join them.
UNISON representatives will be given adequate paid time for the required training.
Employers will provides opportunities for UNISON to meet members and employees as necessary.