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 responsible for upholding a duty of care to each person receiving support. This means putting the health, well-being, and safety of individuals first at all times. At the same time, workers must follow their employer’s decisions, policies, and expectations. Sometimes, these two duties part ways. This can create serious challenges for staff.

In this guide, we will show how duty of care can conflict with the demands of an employer.

Pressure to Work with Too Few Staff

Many social care settings experience staff shortages. Employers might ask staff to manage more people than is safe or realistic. You might be expected to:

• Carry out all routine tasks no matter how many people you support
• Complete your work in less time than before
• Cover extra shifts without rest

Your duty of care says every individual should get safe, dignified, and person-centred care. If you are overstretched, important needs may be missed or mistakes may happen. This creates a conflict between what your employer asks and your professional responsibilities.

Being Asked to Ignore or Hide Incidents

Sometimes managers may prioritise the reputation of the service over openness. You might be told to:

• Not report incidents or errors
• Keep quiet about poor practice or potential abuse
• Downplay accidents or near misses in official records

Duty of care means raising concerns, reporting incidents, and following safeguarding rules. If an employer encourages you not to report honestly, your legal and moral obligations are at odds with their demands.

Lack of Proper Equipment and Supplies

In some situations, resources may be limited because of budget pressures. Your employer may expect you to:

• Use makeshift solutions when equipment is broken or unavailable
• Re-use supplies meant for single use
• Work without necessary protective clothing or tools

Providing care without the right equipment puts people at risk. Your duty of care requires you to support individuals safely and hygienically. Working without these basics to save money or time creates direct conflict.

Expectations to Work Outside Competence or Training

If you are asked to take on tasks you have not been trained for, such as:

• Giving medication when you have not received training
• Using hoists or specialist equipment without instructions
• Handling aggressive behaviour without support

Your employer may push you to perform these duties to fill gaps. But your duty of care is to refuse, as taking untrained actions could cause harm.

Organisational Routines Over Individual Choice

Employers sometimes insist on sticking to rigid routines for meals, activities or bedtimes to keep the service running smoothly. If an individual wants to eat at a different time or needs extra help that does not fit into this routine, you may be told to:

• Say no to their request
• Stick strictly to the timetable

Duty of care means putting the individual’s needs, choices and well-being first. Employers focused on efficiency or routine may not prioritise these individual rights.

Pressures to Share Confidential Information Unnecessarily

Employers might expect you to give out personal information about those you support to colleagues or others who are not directly involved in their care. This could be for convenience or administrative reasons.

Your duty of care states that you must protect privacy and share information only when there is a justifiable need.

Expectation to Accept Poor Practice

You may notice unsafe or disrespectful behaviour from other staff. Sometimes employers discourage raising these concerns for fear of negative publicity. If you are told not to “rock the boat” or to get used to certain practices, you face a conflict.

Duty of care insists you challenge poor or unsafe practice. Employers must support this, not block it.

What Can You Do?

When facing these conflicts:

• Keep accurate and honest records of incidents and concerns
• Raise the issue with your line manager, using formal reporting systems
• Seek guidance from outside bodies if you feel internal reporting is not safe or effective (for example, Care Quality Commission or your trade union)
• Use the whistleblowing policy if needed—protection in law supports workers who speak out in the public interest
• Remember: duty of care to the individual is a legal and professional standard, not just a guideline
• Refuse duties that could cause harm or exceed your skills or training

Final Thoughts

Conflicts between the duty of care and employer demands can put individuals and staff at risk. They may involve staffing levels, reporting, equipment shortages, inappropriate sharing of information, or pressure to follow inflexible rules. You have the right—and the obligation—to act in the best interests of those you support, even when this means challenging your employer or their instructions. Clear communication, thorough record-keeping and knowing your rights are the best ways to manage these conflicts and keep people safe.