What Would You Do?

my initial response is yes to all three questions, as it really depends on the culture of the service and whether training is seen as part of my duties or something that i do in my own time. If the culture of the service is one of continuous improvement, training being seen as a key part of that journey, whether its new learning or refreshing, then i would challenge both my colleagues and raise my concerns with management. However if the culture is one of training being something that i do in my own time, [regardless of whether its mandatory or not], then i would feel a bit differently. everyone has to maintain a sound work/life balance and it is vital that i don't criticise or dismiss those who chose not to give up their life time for work. to me mandatory training means just that, it has to be done, and that case it should be seen as part of my paid work and duties, not something that i have to find time to do. the balance is also about how I learn, for some it would be the training course and then having a chance to put it into practice and for others it, would be experiential learning is the most effective. in a sound learning and respectful and dignified culture both options would be available and used together. so in short get the culture right and training and learning becomes a fundamental part of getting it right to which everyone is signed up.

Managers have a responsibility to check that staff have attended / completed training and action should be take if they haven't, especially statutory and mandatory training that is designed to reduce risks to the people we support.

I don't feel its the responsibility of support workers to challenge their peers, although okay to ask them the question 'where were you, your name was on the register...'

If training attendance isn't monitored properly, and the same person kept missing training, I would raise concerns with a manager.

What I don't agree with is staff having to attend training on their day off (unless the day is agreed to be swopped) or as unpaid attendance - its work and should be paid as such.

I've added a link to a really helpful Skills for Care guide to training.

In a care setting, training is not just a routine exercise , it is directly linked to safe, dignified, and lawful care for the people we support. My response would focus on encouraging solutions rather than blaming colleagues.
First, I would lead by example by attending the training and applying what I learn in practice.

When colleagues see the practical benefits, for example, how updated safeguarding knowledge or infection control procedures improve daily care, it can sometimes change attitudes.

Secondly, I would have respectful conversations with colleagues who avoid training. Rather than confronting them harshly, I might say something like:

Sometimes these sessions feel repetitive, but they help keep us updated and protect both the residents and us as staff.

This keeps the discussion professional and reminds everyone that training protects service users, staff, and the organisation. However,
If the pattern continues and it begins to affect fairness or the quality of care, I would raise the concern with management in a constructive way. The focus would not be to report individuals but to highlight the system issue, for example, that the same staff always attend while others repeatedly avoid it.

Management could then look for solutions such as clearer expectations, better scheduling, or making attendance part of performance accountability.

Finally, I believe a balanced approach is important as it

1. Maintain my own professional standards by attending training.

2. Encourage colleagues positively.

3. Escalate concerns if the issue could impact the quality and safety of care.

At the end of the day, in health and social care we all share responsibility for continuous learning, because the people we support deserve staff who are competent, informed, and committed to best practice.

Thank you.

Eyitayo Lasaki