1.2 Describe how duty of care influences health and social care practice

This guide will help you answer 1.2 Describe how duty of care influences health and social care practice.

Duty of care is more than just a concept—it shapes every aspect of health and social care work. Each action, decision and procedure is impacted by the need to keep people safe, respect their rights, and promote their well-being. In this guide, we will look how this duty influences practice, affects workplace culture, and guides behaviour in adult health and social care settings.

Shaping Daily Decisions and Actions

Duty of care is at the heart of every decision you make. This sense of responsibility means you always think before you act, weighing up the impact on the person you are supporting. When faced with choices, your first question should be, “Will this keep the person safe, healthy, and respected?”

Examples in everyday practice:

• Checking the environment for risks before supporting someone with mobility problems.
• Using correct techniques when helping with personal care to avoid injury.
• Making decisions about sharing information based on confidentiality and the need to keep people safe.

Every task—no matter how small—must meet this standard. For example, leaving a drink within reach for someone at risk of choking is unsafe and would fail the duty of care. The need to protect and promote well-being guides your routines and choices.

Guiding Policies and Procedures

Workplaces must have clear policies rooted in the principle of duty of care. These policies act as a map for staff, setting out how to meet legal duties and organisational expectations.

Key processes influenced by duty of care include:

• Safeguarding adults at risk from abuse and neglect.
• Medication management policies.
• Lone working guidance.
• Accident reporting and incident management.
• Handling of personal information and data security.

When a new challenge arises—such as the outbreak of an infectious disease—new procedures are written with duty of care at the centre. Regular updates and staff training help make sure everyone knows their responsibilities.

Promoting a Culture of Safety

A workplace with a strong duty of care focus is one where people feel secure and valued. This sense of safety encourages everyone—staff and people using services—to speak up about concerns, suggest improvements, and tackle issues early.

Key features of this culture include:

• Open communication: Staff feel safe reporting worries or incidents.
• Continuous learning: Feedback is welcomed, so mistakes can be avoided in future.
• Support for staff: Supervision, coaching, and ongoing training keeps standards high.

Duty of care influences how staff respond to each other’s needs too. Promptly reporting accidents or signs of stress in colleagues helps prevent long-term harm and supports staff retention.

Informing Risk Assessments and Care Planning

Duty of care shapes the way that risks are identified, managed and reviewed. Every person receiving support has unique needs and challenges. Rather than simply avoiding all risk, practice focuses on careful risk assessment.

How this works in practice:

• Identifying hazards that could cause harm (such as loose carpets, poor lighting, or unsafe outdoor areas).
• Assessing the likelihood and severity of harm.
• Creating a care plan with steps to reduce risks while supporting independence.
• Updating plans when needs change or new risks appear.

For example, someone with a mental health condition may want to go out independently. Duty of care means assessing the risk, supporting the person to develop coping strategies and putting agreed boundaries in place, so their wishes and safety are balanced.

Supporting Person-Centred Practice

The principle of duty of care encourages staff to work in a way that puts the individual at the centre. This includes:

• Respecting choices and personal preferences, wherever possible.
• Consulting with people about their needs and wishes.
• Adapting support to match their changing circumstances.

Staff learn about the backgrounds, values and beliefs of the adults they support. This helps build trusting relationships and creates care that feels personal and dignified.

Regulating Boundaries and Professional Conduct

Duty of care reinforces professional boundaries. It reminds staff to always act within their own role and training, not to take on tasks they are not qualified to do, and not to develop inappropriate relationships with those they support.

For example:

• Only providing medical support if you’ve been trained and authorised.
• Not accepting gifts or money.
• Not sharing personal contact details or social media profiles.

If staff feel they are being asked to step outside of these boundaries, they have a duty to challenge this respectfully and seek advice.

Influencing Communication with Colleagues and Other Professionals

Many people in health and social care need coordinated support. Duty of care means you share important information with other professionals, such as doctors or social workers, when it concerns safety or well-being. This exchange must follow the law and policies on confidentiality.

Records are kept up-to-date and factual. Any concerns, accidents or changes are reported quickly so that everyone can work together to protect the person’s health and safety.

Impacting Supervision and Teamwork

Supervision—regular meetings between staff and managers—helps reinforce the duty of care. Staff use these meetings to:

• Reflect on practice.
• Discuss difficult situations.
• Receive guidance on how to handle new challenges.

Teamwork built around the duty of care principle encourages trust, respect and joint problem-solving.

Responding to Complaints and Concerns

Duty of care drives how staff respond to complaints from people using the service or their families. Listening to concerns, taking them seriously and acting quickly are direct applications of this duty.

Complaints procedures are designed so that issues can be raised without fear of punishment. The goal is always to learn and make changes, not just to defend existing practice.

Adapting to Individuals with Mental Health Needs

Supporting adults with mental health needs often requires sensitivity and patience. The duty of care influences:

• The way you check for risks of self-harm or harm to others.
• How you balance respecting privacy with the need to share concerns for safety.
• Advocating for the person’s voice to be heard in decisions.
• Using agreed strategies to de-escalate situations when needed.

This approach builds trust and enables people to recover and thrive.

Keeping Up to Date with Laws and Best Practice

Duty of care means keeping informed about changes in law, guidance and new ways of working. Staff receive regular training in areas such as safeguarding, infection control, health and safety, and data protection.

Continuing professional development (CPD) is expected. Staff read updates, attend training, and reflect on lessons from incidents or feedback. Staying current helps protect people from outdated or unsafe practice.

Encouraging Whistleblowing When Needed

Sometimes, risks are not dealt with or policies are not followed. Duty of care means staff must speak up—even if this means raising concerns outside their workplace. This is called whistleblowing.

Whistleblowing policies, training and support help protect people from harm if the usual processes have failed.

Final Thoughts

Duty of care creates the foundation for all high-quality health and social care practice. It shapes policy, procedures, the workplace culture, personal actions and professional responsibilities.

Through clear decisions, safe environments, correct handling of information, and respectful relationships, duty of care influences how all services are delivered. It leads to safer, fairer care that responds to people’s needs and puts their rights at the centre.

Meeting this duty builds trust, prevents harm, and helps everyone—staff and those supported—work together towards better health and well-being each day.