Are Mandatory Training Courses different to Statutory Training Courses? (CQC)

mandatory training

Statutory training relates to training this is required legally in order to protect individuals in the workplace.  Mandatory training relates to trade specific training that the employer considers essential or compulsory for a specific job.  Both phrases are often confused by employers.  This article covers a list of mandatory social care training courses and looks at those that are statutory within the confines of the CQC.

Statutory training vs Mandatory training

At TutorCare we are often asked if there are any courses that need to be taken in order to ensure compliance in the workplace.  While regulations may have wide ranging implications across a number of sectors it is important to understand that your role in a sector may dictate specifically what is needed.

In theory, mandatory training is a compulsory requirement for employees based on the job. It is not sector specific but more focused on the role. It is usually provided as part of any mandatory induction training, with annual follow ups thereafter. Annual training is often referred to as an ‘annual training refresher’, or an ‘annual training update’. There may or may not be a legal requirement to undertake this training, but it has been decided by management that is compulsory for the employee.

Statutory training relates to training that is required by law to ensure that an organisation is meeting their legislative duties.  All Care Quality Commission (CQC) regulated organisations (private care homes, the NHS etc.) for example have a responsibility to ensure that all new employees undertake core health and safety awareness training courses.  Failure to meet these requirements will result in penalties including fines.

So, social care organisations use the term Statutory for compulsory training?

Not necessarily.  The term ‘mandatory training’ is most commonly used in the care industry but is typically a ‘catch all’ phrase covering both statutory and mandatory training courses.  Organisations such as the NHS, private hospitals, care homes and other health and social care bodies routinely treat such training as essential regardless of whether it is a legislative requirement.  As employers they have a responsibility for medical, nursing and care staff to work in a safe manner and as such treat all training as essential. Not to mention an obligation to their patients.

Confused, it gets worse…

All employers regardless of sector are required to meet specific requirements set out by the Health and Safety at Work Act of 1974.  They are also required to abide by the Management of Health and Safety at Work regulations 1999 Act.  However, depending upon the level of risk in the role, the requirements differ – meaning that while everyone must abide by the act, not everyone is required to undertake a training course on health and safety.

Let’s try and break this down.

Statutory training is a requirement where a statutory body has instructed organisations to provide certain training on the basis of specific legislation.  Therefore, the CQC would require that regulated organisations under their umbrella ensure employees undertake the following courses;

By ensuring that all staff undertake the above courses with refreshers each year, the organisation is abiding by their legislative duties under the various acts but also their statutory requirements as set out by the CQC.

So, is Statutory training mandatory?

If your employer refers to statutory training, then you can assume that it is mandatory.  It is essential for the job based on their legal requirements.  If an employer refers to mandatory training, it may be the result of a statutory requirement, but it may also just be a requirement for the job.  For example, an employer in the retail sector may require you to undertake “Complaints handling” as a mandatory course for your role but it isn’t a legal requirement.

It is therefore safe to assume, that any mandatory training is a requirement for a job.  Simply put, you can’t do the role without it, either due to legislation (statutory) or your employers business needs.  The alternative would be an optional vocational course that allows the individual to advance their skills in a specific vocation, either in work time (if you are lucky enough to have a forward-thinking employer) or in your own time.  These training courses would help further your career but aren’t necessary for you to perform the basics of the given role.

OK, so what can be classed as mandatory training?

Training can be defined as mandatory where it meets one or more of the following criteria:

  1. It is a statutory requirement due to legislation.
  2. It is a requirement by a specific body – Local Authority, Care Quality Commission or Medicines and Healthcare Products Regulatory Agency.
  3. Staff across an organisation require training to perform their job (i.e. health and safety in a manufacturing plant).
  4. A role that requires specific training in order for an employee to complete a task (i.e. CHAINSAWS AND SKILL SAWS TRAINING, AutoCAD training, PAT testing training or any vocational specific course)

Examples of mandatory social care training courses that aren’t necessarily statutory.

If you’ve managed to get this far, well done.  The courses outlined earlier in this article as statutory are a requirement by the CQC to ensure the organisation meets their legal obligations.  The following list are courses you may need to go on in your role in the health and social care sector that are classed as mandatory training depending upon the job you have.  (Please note this list in not exhaustive).

At TutorCare we offer a wide range of statutory, mandatory and optional courses for those working in the health and social care sector.  Our solutions include options for those for preferences in classroom learning, on-site training or online e-learning courses.  In total we provide over 600 courses to organisations across the uk.   For more information please visit www.tutorcare.co.uk.

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