2.2 Describe possible conflicts for a health and social care worker between duty of care to an individual and the demands of an employer

This guide will help you answer 2.2 Describe possible conflicts for a health and social care worker between duty of care to an individual and the demands of an employer.

In adult health and social care, workers are expected to meet their duty of care to every person they support. At the same time, staff must follow their employer’s instructions, policies, and workplace rules. Sometimes, these duties can clash. Such conflicts can create stress, uncertainty, and worry for the worker.

Understanding these conflicts—and what to do about them—helps protect adults using services, support best practice, and keep staff safe.

What Brings About Conflicts?

Conflicts often happen when a worker’s responsibility to the person clashes with:

• Organisational targets or cost-cutting measures
• Staffing shortages
• Pressure to follow rules that feel unsafe or unethical
• Lack of resources or training
• Employer expectations that do not match best practice or the law

These situations pull workers in different directions.

Example 1: Understaffing and Rushing Care

A common problem in health and social care is not enough staff on shift. This might happen because people are off sick, or the service is trying to cut costs.

You might be asked to look after more people at once than is safe. This could mean:

• Rushing personal care
• Skipping important safety checks
• Not having time for conversations and emotional support
• Making mistakes with medication or moving and handling

Your duty of care says you must provide safe, respectful, person-centred care. But your employer’s demand is to manage with too few staff. These demands do not match, creating a conflict.

Example 2: Pressure to Ignore or Downplay Concerns

Sometimes, management may not want bad news—like a safeguarding alert, an accident, or a complaint—because it looks bad for the service. They might:

• Tell you not to report an incident
• Pressure you to rewrite records
• Encourage you to keep issues “in house” instead of seeking outside help

Your duty of care is to report concerns honestly and protect those at risk. You also have a duty to follow the Local Authority Safeguarding Adults Board’s procedures and the law. When an employer asks you to do something different, you face a conflict.

Example 3: Lack of Training or Support

You may be expected to carry out tasks for which you have not been fully trained, such as:

• Using new equipment
• Giving medication
• Supporting someone with challenging behaviour

Your employer may urge you to “get on with it” to keep things running. But your duty of care means you must not do anything you are not competent for—it would put people (and yourself) at risk.

Example 4: Keeping to Organisational Routines Over Individual Needs

Some services have strict routines, like set meal times or activity schedules. You may be told to stick to these rules, even if they do not suit everyone. For example:

• A person wants to eat later than the schedule allows
• Someone needs extra time for personal care, but you are told to hurry

This can create conflict. Your duty of care focuses on individual needs and choices. Your employer may focus on routines or efficiency.

Example 5: Confidentiality Versus Organisational Demands

If your employer expects you to share sensitive personal information with staff who are not involved in the person’s care, this could breach confidentiality.

Your duty of care is to protect private information and only share it appropriately. If told to break confidentiality without a clear reason linked to safety, you are in a conflict situation.

Example 6: Lack of Equipment or Supplies

Budget cuts or poor management can mean not having enough supplies, such as:

• Gloves, aprons or masks
• Bed sheets, incontinence pads or cleaning materials
• Safety equipment

Your employer may expect you to “make do” to save money. But providing care without proper equipment could cause harm and is against your duty of care.

Example 7: Reporting Unsafe Working Conditions

You might notice damaged equipment, faulty alarms, or hazards that could cause injury. If your employer ignores these hazards, or takes too long to act, you face a conflict between:

• Keeping people safe (your duty of care)
• Complying with the employer’s slow or ineffective response

If you feel pressured to ignore or under-report these risks, the conflict becomes even sharper.

Handling Conflict: Actions and Rights

If you face a conflict between duty of care and your employer’s demands, it is important to:

• Stay calm and professional.
• Remember that duty of care is a legal requirement. You could be held responsible if someone is harmed, even if following your employer’s instructions.
• Record any concerns and actions taken. Make sure your records are factual and clear.
• Seek guidance from a senior colleague, your union, or a professional body.
• Use your employer’s whistleblowing policy if you believe bad practice is being covered up.
• Ask for training, extra resources, or changes if safety is at risk.

Employers must not penalise workers for acting on concerns, following guidelines, or whistleblowing. The Public Interest Disclosure Act 1998 protects workers who report unsafe, unlawful, or unethical practice.

Final Thoughts

Balancing employer demands with duty of care is challenging. Open communication, teamwork, and good management help reduce conflicts. Staff need to feel supported when raising concerns, and employers should act promptly to put things right.

Ultimately, duty of care—to the individual and their well-being—always comes first. No workplace rule or instruction should require you to act in a way that causes harm, disrespects rights, or breaks the law.

If you act in the best interests of the people you support, and can explain and record your actions clearly, you are meeting your key responsibilities as a health and social care worker.