6 training duties across 2 instruments binding Healthcare & Care, plus 10 that bind you whatever your sector — statute, rulebook, statutory guidance and licence conditions. Every one traced to its clause, its date and its published source, and each one labelled with what makes it a training duty.
The binding duty is sufficiency for the role, not completion of a course — and the requirement everyone calls mandatory is not yet in force.
Regulation 18(2)(a) sets the standard as training “as is necessary to enable them to carry out the duties they are employed to perform”. That is a sufficiency test measured against the actual role, so a complete annual matrix can still fail it the moment a role changes.
The second duty is not in the staffing regulation at all. Regulation 12 — safe care and treatment — requires that those providing care have the qualifications, competence, skills and experience to do so safely. It is the regulation the CQC prosecutes under, and a training matrix built from regulation 18 alone will not contain it.
Each clause carries a label saying why it is a training duty. Where the instrument does not use the word, we cite the guidance or the case that makes training the way you discharge it. Where we cannot cite anyone, it is not listed as a training duty at all.
| Clause | Who must be trained or assessed | What is required | Interval | Evidence required |
|---|---|---|---|---|
| The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 | ||||
| Regulation 18(2)(a), with regulation 18(1) and 18(2)(c) says train | defined population — quoted: "Persons employed by the service provider in the provision of a regulated activity" | Quoted, 18(2)(a): employed persons must "receive such appropriate support, training, professional development, supervision and appraisal as is necessary to enable them to carry out the duties they are employed to perform". 18(1) separately requires that "sufficient numbers of suitably qualified, competent, skilled and experienced persons must be deployed". 18(2)(c) requires registered professionals to be ENABLED to provide evidence to their regulator that they continue to meet the professional standards conditioning their ability to practise. | none specified — the standard is "as is necessary to enable them to carry out the duties" | none specified in the regulation; CQC assesses against it as a fundamental standard |
| Regulation 12(2)(c), with regulation 12(1) competence | defined population — quoted: "persons providing care or treatment to service users" | Care and treatment must be provided in a safe way. Quoted, 12(2)(c): the registered person must ensure "that persons providing care or treatment to service users have the qualifications, competence, skills and experience to do so safely". | none specified — continuous, for as long as the person provides care or treatment | none specified in the regulation |
| Regulation 18(2)(b) says train | all staff — persons employed by the service provider in the provision of a regulated activity | Quoted, 18(2)(b): persons employed "must— ... be enabled where appropriate to obtain further qualifications appropriate to the work they perform". This is a distinct limb from 18(2)(a), which covers support, training, professional development, supervision and appraisal necessary to do the current job. 18(2)(b) looks beyond the current job to FURTHER qualification. | None. The trigger is 'where appropriate' to the work performed. | Not specified in the regulation. |
| Regulation 19(1)(b), with 19(2) and 19(4) competence | all staff — every person employed for the purposes of the regulated activity, including volunteers subject to 19(3A) | Quoted, 19(1): persons employed "must— (a) be of good character, (b) have the qualifications, competence, skills and experience which are necessary for the work to be performed by them, and (c) be able by reason of their health, after reasonable adjustments are made, of properly performing tasks which are intrinsic to the work for which they are employed." 19(2): "Recruitment procedures must be established and operated effectively to ensure that persons employed meet the conditions in" 19(1). 19(4): persons employed "must be registered with the relevant professional body where such registration is required by, or under, any enactment". | None — this is a standing condition of employment, not a periodic one. | 19(3) requires the Schedule 3 information to be available in relation to each person employed, plus any other information required by enactment. 19(3A) relieves volunteers of the Schedule 3 paragraph 7 requirement unless regs 4, 6 or 7 apply. |
| Regulation 7(1) and 7(2)(b) competence | named role — the registered manager | Quoted, 7(1): "A person (M) shall not manage the carrying on of a regulated activity as a registered manager unless M is fit to do so." 7(2): "M is not fit to be a registered manager ... unless M is— (a) of good character, (b) has the necessary qualifications, competence, skills and experience to manage the carrying on of the regulated activity, (c) able by reason of M's health, after reasonable adjustments are made, of doing so, and (d) able to supply to the Commission ... the information specified in Schedule 3." The word 'competence' at 7(2)(b) was inserted by amendment. | None — a standing condition of the registration. | Schedule 3 information must be suppliable to the Commission (7(2)(d)). |
| Children Act 2004 | ||||
| Section 11(1) and 11(2) guidance Working Together to Safeguard Children (2026) — statutory guidance issued under Children Act 2004 s.11(4), which requires the bodies named in s.11 to HAVE REGARD to it. Read at source 2026-08-12 from the Department for Education PDF (173 pages, 422,473 characters of extracted text, born-digital not scanned — 2,442 chars/page). Chapter 4 'Organisational responsibilities', PARAGRAPH 259, sets out the arrangements s.11 organisations should have in place, and names training three separate times: (i) "appropriate supervision and support for staff, INCLUDING UNDERTAKING SAFEGUARDING TRAINING"; (ii) "employers are responsible for ensuring that their staff are COMPETENT to carry out their responsibilities for safeguarding and promoting the welfare of children"; (iii) "staff should be given a MANDATORY INDUCTION, which includes familiarisation with child protection responsibilities and the procedures to be followed if anyone has any concerns about a child's safety or welfare". Para 259 also requires "a senior board level lead with the required knowledge, skills, and expertise" and that "all practitioners should have regular reviews of their own practice to ensure they have knowledge, skills and expertise that improve over time". Local copy: sources/working-together-2026.pdf | not specified — training is not named in section 11 | The listed bodies must make arrangements for ensuring that their functions are discharged having regard to the need to safeguard and promote the welfare of children. The section does not mention training; the training expectation sits in the statutory guidance issued beneath it. | none specified | none specified in the section |
10 further obligations sit outside Healthcare & Care regulation and bind you as an employer or as a deployer of AI. They are the ones a sector-by-sector review misses, because nobody who reads only their own rulebook ever reaches them.
| Clause | Who must be trained or assessed | What is required | Interval | Evidence required |
|---|---|---|---|---|
| EU AI Act (Reg (EU) 2024/1689) | ||||
| Article 4 (AI literacy) says train | defined population — quoted from the pre-amendment text: "their staff and other persons dealing with the operation and use of AI systems on their behalf" | AS ENACTED: providers and deployers were to take measures to ensure, to their best extent, a sufficient level of AI literacy of their staff and other persons dealing with the operation and use of AI systems on their behalf, taking into account technical knowledge, experience, education and training, the context of use, and the persons on whom the systems are used. AS AMENDED from 2026-07-27 by the Digital Omnibus on AI: AI literacy remains an obligation on providers and deployers, but no specific or 'sufficient' level is mandated; the Commission and Member States take a stronger role in promoting AI literacy. The obligation on deployers of HIGH-RISK AI systems to ensure staff are trained for human oversight remains in place. | none specified | none specified |
| Article 26(2) says train | named population — the natural persons assigned to exercise human oversight | Quoted: "Deployers shall assign human oversight to natural persons who have the necessary competence, training and authority, as well as the necessary support." | none specified | none specified in this paragraph |
| Employment Rights Act 2025 | ||||
| Whole Act — training provisions at s.65 and related says train | named role — trade union equality representatives, not the general workforce | The Act's training provisions concern whether a trade union equality representative has undergone sufficient training to carry on those activities, with notice requirements on the union and reference to a relevant ACAS or Secretary of State Code of Practice. It is not a mandatory workforce training duty of the kind the rest of this map records. | none specified | Written notice from the trade union to the employer |
| Equality Act 2010 | ||||
| Section 109(4), with section 109(1) case law Allay (UK) Ltd v Gehlen [2021] UKEAT/0031/20 — stale or inadequate training defeats the s.109(4) 'all reasonable steps' defence, making training the operative discharge. | all staff — the defence turns on steps taken to prevent employees doing discriminatory acts | An employer is liable for anything done by a person in the course of their employment. Quoted from 109(4): "In proceedings against A's employer (B) in respect of anything alleged to have been done by A in the course of A's employment it is a defence for B to show that B took all reasonable steps to prevent A—(a) from doing that thing, or (b) from doing anything of that description." | none specified | The employer must SHOW the steps taken. The burden sits with the employer. |
| UK GDPR | ||||
| Article 24, read with Article 5(2) guidance UK GDPR Article 39(1)(b) — read at source 2026-08-12 — names staff training as an element of compliance with the Regulation: the data protection officer must "monitor compliance with this Regulation... including the assignment of responsibilities, awareness-raising and training of staff involved in processing operations, and the related audits". LIMIT OF THIS CITATION, stated plainly: Article 39 applies only where Article 37 requires a DPO to be appointed, so it does not by itself establish a training duty for every controller. It establishes that the Regulation treats staff training as part of compliance. The unconditional citation would be the ICO Accountability Framework, which has NOT been read — see not_yet_searched. | not specified — training is not expressly named in Article 24 | Quoted: "the controller shall implement appropriate technical and organisational measures to ensure and to be able to demonstrate that processing is performed in accordance with this Regulation." Those measures must be reviewed and updated where necessary, and are to include appropriate data protection policies where proportionate to the processing activities. Article 5(2) supplies the accountability principle itself: "The controller shall be responsible for, and be able to demonstrate compliance with, paragraph 1" — that is, with all six data protection principles: lawfulness, fairness and transparency; purpose limitation; data minimisation; accuracy; storage limitation; and integrity and confidentiality. | measures to be reviewed and updated where necessary — no interval | The controller must be able to DEMONSTRATE compliance. This is the accountability limb. |
| The Regulatory Reform (Fire Safety) Order 2005 | ||||
| Article 21, with articles 3 and 6 says train | all staff — quoted: "his employees" | Quoted, 21(1): the responsible person "must ensure that his employees are provided with adequate safety training (a) at the time when they are first employed; and (b) on their being exposed to new or increased risks because of" transfer or change of responsibilities, new or changed work equipment, new technology, or a new or changed system of work. 21(2): that training must "(a) include suitable and sufficient instruction and training on the appropriate precautions and actions to be taken by the employee in order to safeguard himself and other relevant persons on the premises; (b) be repeated periodically where appropriate; (c) be adapted to take account of any new or changed risks; (d) be provided in a manner appropriate to the risk identified by the risk assessment; and (e) TAKE PLACE DURING WORKING HOURS." | Trigger-based, not periodic: on first employment AND on each of four listed changes. "Repeated periodically where appropriate" — no interval stated. | none specified in the article |
| The Management of Health and Safety at Work Regulations 1999 | ||||
| Regulation 13(2), with 13(1) and 13(3) says train | all staff — every employee, on recruitment and again on each triggering change | Quoted, 13(2): "Every employer shall ensure that his employees are provided with adequate health and safety training— (a) on their being recruited into the employer's undertaking; and (b) on their being exposed to new or increased risks because of— (i) their being transferred or given a change of responsibilities within the employer's undertaking, (ii) the introduction of new work equipment into or a change respecting work equipment already in use within the employer's undertaking, (iii) the introduction of new technology into the employer's undertaking, or (iv) the introduction of a new system of work into or a change respecting a system of work already in use within the employer's undertaking." 13(1) separately requires the employer, "in entrusting tasks to his employees, [to] take into account their capabilities as regards health and safety." | No fixed interval. The duty is TRIGGER-BASED — on recruitment, and on each of the four changes listed in 13(2)(b). | Not specified in the regulation itself. |
| Health and Safety at Work etc. Act 1974 | ||||
| Section 2(2)(c), with section 2(1) says train | all staff — scoped by what is 'necessary to ensure' their health and safety | Quoted, s.2(2)(c): the employer's general duty extends in particular to "the provision of such information, instruction, training and supervision as is necessary to ensure, so far as is reasonably practicable, the health and safety at work of his employees." This is the primary-legislation parent of the MHSWR reg 13 duty. Note the double qualifier: training is owed only so far as it is BOTH 'necessary to ensure' health and safety AND 'reasonably practicable'. | None. The measure is necessity, not interval. | Not specified in the section. |
| Council Directive 89/391/EEC (the Framework Directive) on the introduction of measures to encourage improvements in the safety and health of workers at work | ||||
| Article 12(1) and 12(4) says train | all staff — 'each worker' | Quoted, 12(1): "The employer shall ensure that each worker receives adequate safety and health training, in particular in the form of information and instructions specific to his workstation or job: — on recruitment, — in the event of a transfer or a change of job, — in the event of the introduction of new work equipment or a change in equipment, — in the event of the introduction of any new technology. The training shall be: — adapted to take account of new or changed risks, and — repeated periodically if necessary." Quoted, 12(4): "The training referred to in paragraphs 1 and 3 MAY NOT BE AT THE WORKERS' EXPENSE... The training referred to in paragraph 1 MUST TAKE PLACE DURING WORKING HOURS." | No fixed interval. Trigger-based on four named events, PLUS two standing qualities the UK implementation does not spell out as clearly: adapted to new or changed risks, and "repeated periodically if necessary". | Not specified in Article 12. |
| Article 12(2) says train | named population — workers from OUTSIDE undertakings and/or establishments engaged in work in your undertaking. Contractors, agency staff, visiting engineers, maintenance crews. | Quoted in full: "The employer shall ensure that workers from outside undertakings and/or establishments engaged in work in his undertaking and/or establishment HAVE IN FACT RECEIVED appropriate instructions regarding health and safety risks during their activities in his undertaking and/or establishment." | None — triggered by the outside workers being engaged in work in your undertaking. | Not specified, but note the wording: the employer must ensure they "have in fact received" the instructions. That is a verification duty, not a provision duty — it is not discharged by having issued something. |
Section 181 of the Health and Care Act 2022 inserted section 20(5ZA) into the Health and Social Care Act 2008, and that subsection is in force. It reads that regulations must require providers to ensure each person receives training on learning disability and autism appropriate to their role.
It is a duty on the Secretary of State to make regulations. The duty on you arrives only through those regulations — and they have not been made.
We checked the Regulated Activities Regulations 2014 on 11 August 2026: no occurrence of “learning disability” or “autism” anywhere in them. Until that changes, your binding duty on this topic runs through regulation 18(2)(a) like any other role-appropriate training. We record this as a negative finding rather than an obligation, because asserting it as mandatory would be wrong.
Regulation 18(2)(c) requires registered professionals to be enabled to provide evidence to their regulator that they continue to meet the standards conditioning their ability to practise.
Revalidation is almost universally treated as the registrant’s own affair. This puts a limb of it on the employer, and it is the limb nobody holds a record for.
Neither regulation 18 nor regulation 12 specifies an interval. Both are outcome standards — sufficient for the duties performed, competent to provide care safely.
That means an aggregate completion figure evidences nothing on its own. The question a CQC inspector asks is whether this person was equipped for this role, which is answered by role-mapping, not by a percentage.
It is cited constantly as a source of care-sector training duty. We read the whole Act — 402,929 characters — and examined every one of its 41 references to training.
Not one is a duty on a care provider to train its staff.
They fall into three groups. Well-being and assessment: ss.1, 2 and 11 treat “work, education, training or recreation” as an outcome for the person being assessed. National workforce planning: ss.97–100 bind NHS England and the Secretary of State to commission education and training and publish an Education Outcomes Framework. An enabling power: s.95 is titled “Training for persons working in regulated activity” and requires no training at all — it amends the 2008 Act so that regulations may name who sets the standard.
Your training duties are in the 2014 Regulations — regs 7, 12, 18 and 19 — and in health and safety law. Citing the Care Act for them points an inspector at a provision that does not say what you need it to say.
Regulation 19 gets filed with recruitment. But 19(1)(b) is in the present tense: persons employed must have “the qualifications, competence, skills and experience which are necessary for the work to be performed by them”.
That standard moves when the work moves. Redeploy a competent person to a different service-user group without the competence for that group and 19(1)(b) is engaged, however sound the original vetting was. Regulation 7 then adds a duty that sits outside the staff matrix altogether — it is personal to the registered manager, and it is their registration at risk, not only the provider's.
This map states what it did not check as well as what it did. A map that quietly omits its own gaps is worth less than one that marks them.
6 obligations across 2 instruments, each read directly from the published source on 2026-08-11.
Recorded because “we searched and found nothing” is a different fact from “we did not search”.
Their absence is not evidence that they contain no training duty.
Ten minutes on where your obligations actually sit. Fifteen watching a module built live from your own source documents. Five on whether there is a next step. Nothing to prepare and nothing to send beforehand.