Eniola Care Ltd

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• Overview
• Kindness, compassion and dignity
• Treating people as individuals
• Independence, choice and control
• Responding to people’s immediate needs
• Workforce wellbeing and enablement

Staff had not always been supported by the service. Expectations were for long hours to be worked and there were issues around payments for holiday leave, expenses for petrol and the receipt of payslips. These issues were in the process of being addressed but the change in management had delayed some of this work and several staff had left the service in the past 4 months. Staff did receive rotas every 2 weeks and knew where they were working and what hours were expected.

This service scored 50 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

We did not look at Kindness, compassion and dignity during this assessment. The score for this quality statement is based on the previous rating for Caring.

We did not look at Treating people as individuals during this assessment. The score for this quality statement is based on the previous rating for Caring.

We did not look at Independence, choice and control during this assessment. The score for this quality statement is based on the previous rating for Caring.

We did not look at Responding to people’s immediate needs during this assessment. The score for this quality statement is based on the previous rating for Caring.

Staff told us there had been some recent improvements in the way they were supported by managers. However for the previous 12 months their working conditions had been poor. Staff reported to us delays in receiving holiday payments and not having received official payslips for the past 18 months. This had resulted in staff being taxed at a higher rate than necessary. Several staff told us that they had to pay petrol money out of their own money. This was eventually paid back but left staff short of money in the short term. Staff were working from 7am through to 8pm but had long periods of time between calls for which they did not have any work and therefore received no pay. One previous manager told us they had introduced ‘staff wellbeing forms,’ completed every 3 months and then analysed by managers. There were no records of this having taken place. Staff supervision meetings were inconsistent with regard timings and records. The provider told us that they had spoken to every staff member and held a team meeting to provide reassurance during the recent changes in management.

Staff rotas were produced every 2 weeks and staff then had enough notice and details of their care calls that had been scheduled. A more regular process of team meetings and staff supervisions was being introduced but this was new and needed time to fully embed. A whistleblowing policy for staff was in place but had not been reviewed since 21 November 2023. There were no health and safety risk assessments in place for staff and few opportunities for staff to provide feedback about their working conditions.