The Carer, 3, Carlton Mount, 2 Cranborne Road, Bournemouth (2026)

13/01/2026

Cyber Security in Social Care: Why Resilience Matters More Than Ever

As cyber threats continue to rise across the UK, adult social care finds itself increasingly targeted. Phishing, credential theft, ransomware and supply-chain attacks now routinely affect small and medium providers, many of whom lack the internal infrastructure to respond. What was once an “IT issue” has become a board-level risk, capable of disrupting care delivery, compromising sensitive data, and jeopardising business continuity.

Against this backdrop, the sector has made remarkable progress. Five years ago, only 13 percent of social care providers had completed the Data Security and Protection Toolkit (DSPT). Today, that figure has risen to more than 75 percent. This shift shows a growing recognition that cyber security isn’t optional – it is foundational to safe, high-quality care.

At Digital Care Hub, we’ve learned that providers don’t struggle with willingness; they struggle with capacity. Many care organisations simply don’t have the time or expertise to produce robust cyber and data protection policies from scratch. That’s why one of the most transformative tools we’ve developed has been our Data Policy Builder. It allows providers to create clear, compliant, tailored policies, giving them a practical starting point for good governance and DSPT completion. For many services, it’s the difference between feeling overwhelmed and feeling in control.

But compliance is only the beginning. The next challenge for the sector is building true cyber resilience – moving from “ticking the box” to embedding safe digital practice into everyday operations. That means regular staff training, clear incident response plans, secure access controls, and awareness of evolving scams and threats. It also means understanding your digital supply chain and ensuring partners meet appropriate standards.

The renewed government funding for Better Security, Better Care through to 2029 signals a long-term commitment to these priorities. It will support new voluntary cyber and data health checks, help providers navigate upcoming DSPT enhancements, and strengthen local support networks that have been vital in driving progress so far.

But ultimately, resilience will be built provider by provider, through small, consistent improvements: policies that are actually used, staff who know what to do when something looks suspicious, and leaders who recognise that cyber security is now as essential to safe care as medication management or safeguarding.

Social care has already proven how quickly it can rise to a digital challenge. The next four years offer an opportunity to turn that momentum into lasting, sector-wide confidence.
For further information please visit https://digitalcarehub.co.uk/cyber-security

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As cyber threats continue to rise across the UK, adult social care finds itself increasingly targeted. Phishing, credential theft, ransomware and supply-chain

13/01/2026

Competency That Builds Confidence: Blended Learning Designed for Real Care

Competency assessment might not be anyone’s favourite phrase, but in domiciliary, residential, and specialist care, it is the backbone of safe, high-quality support. The challenge is making it genuinely useful, not just another hoop to jump through.

Care staff need more than theory. They need time to learn, practise, and make mistakes in a safe environment before they are expected to apply new skills with real people. That is where a blended learning approach truly shines. High quality eLearning builds consistent knowledge.

Virtual sessions keep teams connected and engaged. Face to face training gives carers the chance to try techniques, ask questions, and build confidence before working directly with residents and service users in their homes or care settings.

But learning does not stop in the classroom. Competency assessments in real care environments provide the feedback carers need to know they are using best practice techniques, communicating well, and delivering safe, person-centred care.

It is the bridge between “I know it” and “I can do it.”

This balance of learning plus real world assessment creates confident, capable staff who trust their own skills and feel supported rather than judged. Managers also get clear, reliable evidence for CQC and Skills for Care requirements without drowning in admin.

At myAko, we have developed tools with our long term partners, that make this process simple and sustainable.

Better learning, better practice, better competency. It is a straightforward formula that leads to stronger teams and better outcomes for residents and service users.

Because when staff feel skilled, supported, and confident, the quality of care speaks for itself.

Kevin Ashley
Founder I CEO
myAko
https://www.myako.online/

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Competency assessment might not be anyone’s favourite phrase, but in domiciliary, residential, and specialist care, it is the backbone of safe, high-quality

13/01/2026

From Chaos to Clarity. Why Connected Care Software Matters

For many care managers, a normal day looks like organised chaos.

You start with care planning, then switch into scheduling. Finance needs attention. A medication update comes through.

Audits are approaching. Each task lives in a different place. Another login. Another spreadsheet. Another hour lost.
It is no surprise that so many feel stretched too thin.

The challenge is not the work itself. Care managers are experts at ensuring people receive safe, person centred care. The problem is that many tools in use today simply have not kept up with the demands of modern care.

Too often, care teams are asked to work across platforms that don’t speak to each other. Notes get duplicated. Information gets missed. Important changes take too long to reach the right person. This creates stress for managers and their teams. It also creates risk.

But it doesn’t have to be this way.

When information flows through one connected system, everything becomes clearer. There is one place to update, one record for the whole team to rely on, one view of the care being delivered across every visit or shift. Tasks that once took hours can be completed in minutes. Insights that once required detective work become visible instantly.
This is why more providers are turning to all-in-one care management platforms like PASS.

With care planning, rostering, eMAR and finance in the same system, teams stay aligned and up to date. Real time records help reduce errors and support smoother inspections. Smart automation removes manual admin and frees up more time for face-to-face care.

AI also plays a role. Not by replacing clinical judgement, but by helping care teams stay ahead of change. If something looks different in a note, or if patterns in data suggest a growing risk, the system can highlight it quickly for a manager to review.

Technology becomes a helpful assistant, while care professionals remain firmly in control.

Over 1,200 services across the UK are already benefiting from this clearer, more connected way of working. Many report stronger communication, improved compliance, and calmer days as a result.

Care will always be complex. People have unique needs. Things change. But systems that support care don’t need to add to the chaos. When everything comes together in one place, focus can return to what matters most. Delivering outstanding care, every day.

Learn more at www.everylifetechnologies.com

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For many care managers, a normal day looks like organised chaos.

13/01/2026

Training, Routine & Flexibility: 3 Ways To Keep Gen Z Workers

Young people only make up 11% of care workers. When they’re the ones to pick up the mantles left by 25% of the workforce likely retiring within the next 10 years… it isn’t the most comforting news, especially when the care sector is already stretched so thinly.

We’ve previously discussed how you can attract the under-25s. But it isn’t just about recruiting young care workers. It’s about keeping them, too.

Care can already be an overwhelming career. So, imagine what it’s like when you’re first experiencing it. A lot of young care workers are dropped into the deep end, especially if it’s their first job in the industry.

Combine this with irregular, unsociable hours, and you have a recipe for burnout.

So, what can you do to keep Gen Z in the care sector?

First: training.
Despite qualifications, jumping into the real thing is something new entirely. Plus, since the typical care worker in the UK is aged 45, many vacancies are likely to be filled by those with extensive backgrounds in care. It’s possible, then, that more in-depth training could slip through the cracks for new carers.

It’s easy to get swept up in the waves of care’s responsibilities, whether you’re used to it or not. Offering new hires more in-depth training, ongoing support, and perhaps even a mentor can help them stay afloat amongst the workload.

Next: regular shifts and flexibility.

You may think routine and flexibility contradict each other, but they actually go hand-in-hand.

Burnout in shift work largely stems from poor work-life balance, resulting from staff having little to no control over when they work. Short notice of shifts, combined with irregular and unpredictable ones, leaves workers with a life revolving around work. Even for the biggest workaholics, having no time for a personal life doesn’t make for a healthy one.

Providing enough notice for shifts allows your team to plan around them. Offering rotating schedules and shift patterns also makes hours more predictable, meaning staff can plan even further in advance. (It’s easier for you, too!)

Things come up. Life happens. Ruling your rota with an iron fist gets you nowhere – apart from having unhappy staff.

Flexibility is often misconstrued as spontaneity, but it instead gives staff a voice. Allowing staff to set availability and arrange shift swaps immediately gives them that control they were missing.

You’ll agree that when you aren’t burned out or struggling with poor mental health, you’re better at, well, everything. You’re more productive, more motivated, and you care a lot more about what you’re doing.

This is what Gen Z prioritises. For that, they’re given a bad reputation – just like care gets a bad reputation for a poor work-life balance. But that doesn’t mean the two can’t work together.

By embracing what Gen Z prioritises, you’re not only attracting young care workers, but you keep them.

Decades down the line, who knows, maybe they’ll be the ones retiring and passing the mantle down to their younger counterparts.

www.rotacloud.com

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Young people only make up 11% of care workers. When they’re the ones to pick up the mantles left by 25% of the workforce likely retiring within the next 10

13/01/2026

Building Confidence, Skills and Quality in Adult Care

t2 group empowers care professionals through apprenticeships that drive quality, consistency, and retention.

Programmes:
Our Care Apprenticeship programmes - for care professionals who deliver frontline support
• Level 2 Health and Social Care Foundation
• Level 2 Adult Care Worker
• Level 3 Lead Adult Care Worker
• Level 4 Lead Practitioner in Adult Care
• Level 5 Leader in Adult Care

Our Leadership and Management Apprenticeship programmes - for those leading teams or aspiring to move into management roles

• Level 3 Leadership and Management
• Level 5 Leadership and Management
For over 25 years, we’ve partnered with care providers across England to help their teams grow through apprenticeships

Invest in your people. Improve your care quality.
Scan the QR code to learn more.

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t2 group empowers care professionals through apprenticeships that drive quality, consistency, and retention.

13/01/2026

Setting Care Homes on the Road to Net Zero

As sustainability rises up the agenda for care organisations, heat is a natural target for efficiency improvement. Andy Green, Head of Technical Solutions at Baxi, discusses the importance of planning a net zero pathway and some of the achievable options for care home operators.

The UK’s circa 17,000 care homes may vary in size and age, but reliable heating and hot water is essential in each to prioritise the wellbeing and comfort of their residents. As this service is typically the largest user of energy in care home facilities, it’s also a good starting point for reducing operating costs and associated carbon emissions.

Let’s consider some of the achievable measures to improve the efficiency of the heating system and reduce its carbon impact.

Plot your pathway
In our recent survey of over 400 care homes managers, budget pressures, eligibility for funding and technical understanding of achievable options were the top challenges listed when considering decarbonising heat in their buildings. Subsequent focus group sessions also revealed that unplanned replacements are common, frequently resulting in a like-for-like distress purchase rather than enabling the care home operator to plan and implement a phased approach to net zero.

But with care homes coming under increased pressure to adopt sustainable practices in line with the nation’s wider 2050 net zero target, putting a roadmap in place is absolutely key. Fortunately, care home managers have access to heat experts like Baxi for support. We work closely with care homes first to understand the viable options for improved system efficiency and then to help them plot their unique net zero pathway.

Reduce heat losses
The first step should always be to understand how and where energy is being used in the building. Identifying and limiting any heat loss to the environment will not only immediately improve operating costs but can significantly reduce the size or capacity of plant required when refurbishing the system – which in turn will lower the required capital expenditure.

Practical examples might include building fabric upgrades such as roof and wall insulation, draught proofing and/or improving the thermal performance of windows and doors.

Adding lagging to poorly insulated pipework will also prevent heat losses within the system for improved performance.
Where necessary, adjust the heating controls and thermostat settings to optimise the temperature regimes and balance energy efficiency with thermal comfort.

‘Heat pump ready’
Light refurbishment still accounts for much of the work in the care home sectors according to our focus group research, despite the willingness shown for embarking on heat decarbonisation projects.

If upgrading to more efficient gas condensing boilers or direct-fired water heaters, use this opportunity to prepare the heating system for the integration of low temperature heat pumps at a future stage.

Addressing the system’s distribution pipework and heat emitters will allow the system to operate more efficiently at a maximum flow temperature of 55°C (or lower), in line with Building Regulations. This will also allow the condensing boilers and water heaters to operate in condensing mode, where they achieve their maximum efficiencies.

Fully electric or hybrid?
Replacing existing gas boilers or water heaters with heat pumps is the ultimate goal. New build care homes will be designed to require less heat for operational use and optimised for a decarbonised electricity grid. In buildings like these, a fully electric approach to heating and domestic hot water (DHW) based around renewable solutions such as our Auriga mid temperature and Auriga HP + high temperature heat pumps will be the favoured approach, particularly when combined with solar thermal and/or solar PV solutions.

In care homes with complex refurbishment challenges, a phased pathway may be necessary. In such buildings, a hybrid heat pump system combining heat pumps with existing boilers and/or water heaters is often a fast, affordable solution to partial decarbonisation. This will enable a large portion of the heat in the building to be decarbonised while meeting safe operation requirements.

Manufacturer support
Each care home project and building will have its own requirements, so it is advisable to consult with the experts.

Experienced heating and hot water solutions providers like Baxi can help break down the complexities for care homes by clearly explaining the options and outlining the associated carbon, energy and cost impacts of each. Working together, we can help ensure that the right decision is made to meet the specific needs of your building to set it on its path to net zero.

For more information, visit: Baxi Commercial Heating and Hot Water Solutions - www.baxi.co.uk/commercial

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As sustainability rises up the agenda for care organisations, heat is a natural target for efficiency improvement. Andy Green, Head of Technical Solutions at

13/01/2026

Why Supporting Migrant Carers and Nurses is an Economic Imperative

Oliver Kent-Braham, Co-Founder and CEO of Marshmallow (www.marshmallow.com) – a car insurance provider for newcomers to the UK – explores what is required to overcome the hidden financial challenges faced by the workforce that keeps the NHS and social care system running .

As this audience well knows, the UK’s health and social care system is under immense strain. Chronic staff shortages, rising patient demand and stretched budgets have created a situation where services are under constant pressure.

The health and social services sector is the single largest employer of foreign-born workers in the UK. One in three care workers, and over a quarter of nurses in England, are born outside the UK. We all know that without them, the NHS and our care infrastructure would simply not function.

However, many of these workers still face barriers to financial inclusion that limit both their personal and professional potential. This is more than a workforce issue, it’s an economic one.

A system under strain
The UK is already grappling with over 100,000 vacancies across health and social care. As a result, there are more delayed treatments, a growing patient backlog and an increasing reliance on agency staff, costing the NHS billions of pounds every year. At the same time, our population is ageing rapidly, with demand for carers and nurses only set to increase in the coming decades.

Against this backdrop, migrants are playing a vital role, particularly in this sector. These workers underpin our frontline services. They make sure patients receive care, hospitals can function and care homes can continue to operate.

As newcomers to the UK, migrants make a huge contribution. But while we depend on them, the UK’s financial system largely ignores them. We regularly hear from our customers that they are not given access to essentials like fair insurance, loans, or credit. This blocks them from being able to set up their lives, whether it’s driving to work, buying a car, renting a house, applying for a mortgage, or getting a phone. Time and time again, we hear: “Here, I faced a lot of challenges. It wasn’t that I wasn’t prepared, I was prepared, but the system made it difficult.”

And this isn’t because they are high-risk customers, but because financial providers in the UK do not take into account their credit or employment history from abroad. In practical terms, for example, this means a driver with 10 years’ of experience in their home country is treated as if they are a brand-new driver in the UK.

Unlocking the workforce’s full potential
Supporting a modern day workforce means creating fit-for-purpose solutions that reflect differing circumstances. For example, insurers and lenders could recognise overseas financial histories and employment records, allowing migrant staff to access fair car insurance, home insurance and credit. Care employers could also provide guidance and support to navigate these systems, helping staff secure stability outside of work.

Getting this right benefits the UK’s health and social care system as a whole. A more financially secure workforce is less likely to leave, reducing reliance on costly agency staff, cutting recruitment pressures and keeping patients’ care consistent. In turn, this strengthens the NHS and care infrastructure while supporting the wider economy.

The barriers holding us back
However, the challenges in the path are complex and deep-rooted. Outdated financial systems continue to lock people out. If you arrive from overseas, you may have a decades-long financial history, but in the UK, it can often be of little value. This creates a domino effect: without credit, it’s harder to rent or secure housing; without insurance, it’s harder to get a car; without a car, it’s harder to get to work.

Failing to address these barriers comes at a real economic and social cost. NHS staff shortages already run into billions annually, and as care needs grow, barriers faced by migrant workers to access fair financial services make it harder to fill the gap. Without technology and processes that recognise their histories and support their integration to life in the UK, workers struggle to settle, plan ahead and remain in their roles.

Building a stronger foundation
The opportunity lies in setting this workforce up for success. That means tackling the hidden barriers to financial inclusion and ensuring migrant carers and nurses are fully integrated into systems that enable stability and growth.

Technology can play a key role in making this possible. Digital tools and data-driven solutions can assess financial risk more fairly. Recognising overseas employment and credit histories can provide accessible products such as car and home insurance, loans and credit-building support. Online platforms can streamline applications and reduce bureaucracy. They can also offer guidance tailored to the unique challenges migrant worker…

Oliver Kent-Braham, Co-Founder and CEO of Marshmallow (www.marshmallow.com) – a car insurance provider for newcomers to the UK – explores what is required to

13/01/2026

Back Of The Net! Bristol Care Home Makes Football Fan’s Dream Come True

A resident at a care home in Bristol has had his long-held wish fulfilled with a pitch-perfect outing to watch his favourite football team play.

When the team at Care UK’s Trymview Hall, on Southmead Road in Westbury-on-Trym, heard about John Coletto’s desire to cheer on his beloved Bristol City from the stands once again, they set about giving him the full fan experience.

John, 76, has been a lifelong fan of the Robins and frequently attended matches at the club’s home ground in his younger years.

On the day of the visit, John enjoyed the full VIP experience, with a meal at Ashton Gate and catching up with friends before watching Bristol City vs Birmingham City FC, with Bristol taking home the win, scoring 1-0.

John said: “I felt very overwhelmed having the VIP treatment and being back in my old club. It was lovely!”

Nicole Anderson, Home Manager at Trymview Hall, said:
“We always like to go the extra mile for residents here and make their wishes come true – no matter how big, small or unusual. John speaks so fondly of the many years he’s spent supporting Bristol City, so we were really excited to be able to make his wish of returning to the stadium come true.

“John was thrilled when we surprised him and he was so excited to be back at Ashton Gate. It was fantastic to see John enjoying the visit, and we were pleased to be able to give him the opportunity to reminisce at a place that has meant so much to him since his childhood.”

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A resident at a care home in Bristol has had his long-held wish fulfilled with a pitch-perfect outing to watch his favourite football team play.

13/01/2026

Bedhampton Care Home Brings Generations Together Through Collaboration With Local Youth Hub

Portsdown View care home in Bedhampton welcomed a group of young people from Havant Youth Hub as part of a new collaboration with Havant Borough Council. Aimed at supporting the social development, employability, and personal growth of the four participants, the team wanted to give them a taste of what it’s like to live and work in a care home.

During the visit, residents and their young guests took part in a variety of fun and educational activities including chair yoga, arts and crafts, team games and puzzles, and they also later enjoyed lunch together at the home’s on-site restaurant. The residents and youngsters were fast friends; so much so that one of the participants has since applied to a professional carer role at Portsdown View.

Pippa Mafunga, General Manager at Portsdown View, comments:
“It was truly wonderful to see our residents connect so easily and naturally with some local youngsters. It goes to show that when generational barriers are overcome and people are given a chance to connect, the results are always meaningful, uplifting and memorable for everyone involved. We’re also incredibly proud to be the first care home in the borough to take part in this brilliant scheme!”

The visit was also structured to offer participants a valuable insight into working in the social care sector, whilst helping them gain valuable employability skills including interpersonal communication, problem-solving, teamwork, and empathy for people at all stages of life.

The experience also supported the aims of the Empower You programme; Havant Young Hub’s 14-week development initiative designed to build confidence, self-esteem and essential life skills..

A representative from Havant Youth Hub adds:
“It was genuinely heartwarming to see how a single day at Portsdown View inspired so much growth and optimism among the participants. Sometimes, all young people need is to see how many exciting and fruitful career opportunities are out there; which is why collaborations like this are so crucial. We are very excited for the young people and all that lies ahead for them, and we very much look forward to continuing our collaboration throughout 2026!”

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Portsdown View care home in Bedhampton welcomed a group of young people from Havant Youth Hub as part of a new collaboration with Havant Borough Council.

13/01/2026

Iris Care Group Acquires Awelon Healthcare

Iris Care Group has acquired Awelon Healthcare, expanding the group’s residential provision with two further specialist services.

Awelon Healthcare has provided high quality residential services in South Wales for adults with learning disabilities and complex needs for over 15 years.

Iris Care Group was established to deliver a fully integrated pathway of specialist services for people with complex care and support needs, bringing together specialist hospitals, nursing services, residential care, supported living and special educational needs provision across South West England and Wales.

With this acquisition, Iris Care Group strengthens its established residential care division, which already includes 19 services operating across South Wales and Bristol and South Gloucestershire, adding a further two residential services in Swansea and Llantwit Major.

The acquisition forms part of a wider growth plan for Iris Care Group. Since the group’s formation in 2023, Iris has built on its comprehensive range of specialist care pathways and expanded its geographic footprint.

This includes the acquisition of ALP Supported Living Services in 2025, supporting the development of four new supported living services across South Wales, the expansion of the residential care division into England with the opening of new services in Swindon, and continued investment in enhancing its specialist hospitals across England and Wales.

Dr Andy Jones, Chief Executive Officer at Iris Care Group, commented:
“These developments further demonstrate our strategic focus to build a leading care group that delivers compassionate and specialist, integrated services for adults with the most complex needs. We remain committed to investing in our services, our environments and our people to ensure we provide the right care, in the right setting, at the right time.”

Kay Campbell, founder of Awelon Healthcare, said:
“Since starting Awelon Healthcare in 2008, my mission was always to provide a high-quality residential care service. I am delighted that Iris Care Group will continue to maintain and provide an exceptional service.”

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Iris Care Group has acquired Awelon Healthcare, expanding the group’s residential provision with two further specialist services.

12/01/2026

Unite Calls For Support For Scotland’s Social Care Workers In Budget

Union says £440m delayed hospital discharge costs better spent on social care frontline.

Unite the union has demanded extra support for Scotland’s social care workers in tomorrow’s (Tuesday 13 January) Scottish government budget for the coming financial year.

Finance secretary Shona Robison will announce the budget four months before the Holyrood elections following reports that NHS Scotland spent £440m last year on beds for patients who were unable to leave hospital despite being ready to be discharged.

Audit Scotland and the Accounts Commission said one in nine hospital beds were occupied because of delayed discharges in the 12 months to April 2025. Unite has said a significant proportion of the £440m spent by NHS Scotland could have been avoided and redirected towards more effective patient support packages if social care services in Scotland were properly and adequately funded.

The report highlighted that the main reasons for delays in patient discharge were: 28 per cent awaiting a care home place; 27 per cent awaiting completion of care home arrangements; 27 per cent due to complex delays; 14 per cent awaiting community care assessment, and four per cent was down to various other reasons.

Last September, Unite launched a nationwide campaign putting the demands of social care workers at the centre of the solutions needed to fix the crisis impacting the sector.

The union’s three key demands are:

- Fair and sustainable pay for registered social care workers that reflects their essential role
- A real terms increase in funding for social care in the Scottish Budget
- Meaningful engagement with all stakeholders to design a long-term future for social care in Scotland.

The union represents thousands of social care workers in the private, not-for-profit, and public sector who are facing an uncertain future due to the lack of investment in service provision.

Sharon Graham Unite general secretary said:
“The Scottish government has a clear choice to support frontline social care before the system becomes irreparably broken. It’s time for the politicians to back our social care workers and that only comes through investment in people and services.”

Unite says that without urgent Scottish government intervention and investment then social care providers could cease to function over the coming years resulting in job losses and more individuals leaving the profession which would lead to a ‘point of no return’ for the social care sector.

Shauna Wright, Unite lead officer for social care in Scotland said:
“Scotland’s social care workers are closely watching the Scottish government as it sets out their priorities for the coming year. The politicians can either back them and start to fix the crisis or continue to ignore them at a massive cost to Scottish society. ”

Read More:

Union says £440m delayed hospital discharge costs better spent on social care frontline.

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