Since the COVID-19 pandemic, hybrid working has become mainstream, with the ONS reporting that as many as one in four workers in the UK are now working as part of a hybrid pattern.

This is particularly relevant in the care sector as while frontline care remains in person, there are many tasks which are now hybrid or remote, including safeguarding leads, coordinators, HR and compliance officers, trainers and administrators.

They will spend significant time working from home handling the writing of reports, updating digital care plans, attending remote safeguarding meetings and managing rotas or compliance records.

The HSE has emphasised that employers have a duty of care that extends to staff who are based at home. Whilst hybrid working might offer greater levels of flexibility if the right training and policies are not in place, there are a number of ergonomic, psychological, and safety-related risks that can go unnoticed.

Key health and safety considerations for remote and hybrid care staff in 2025

Many hybrid care staff will use laptops and screens for hours, which risks eye strain, poor posture and repetitive strain injuries. Employers therefore have a duty to provide Display Screen Equipment (DSE) training so that workers can set up a safe workstation at home.

They also need to conduct workstation risk assessments either in person or digitally and ensure that screen break guidance is provided in addition to access to eye tests.

There is no question that care roles are extremely high stress and working remotely can add the risks of isolation and disengagement. It is important to remember that HSE guidance on lone working applies equally to hybrid staff.

Employers therefore need to carry out mental health risk assessments for hybrid workers and have clear emergency planning procedures, such as who they should contact if they are unwell, unsafe or stressed.

There also needs to be regular check-ins through calls and online meetings to help reduce the issue of isolation. Digital welfare tools such as checking apps and SOS alerts are increasingly being used as part of social care compliance.

What training hybrid health and social care workers need

DSE and remote ergonomics training should be offered to any staff who regularly use screens at home, including coordinators, administrators and managers. This training needs to cover safe workstation set up to make sure that chair height, screen positioning and lighting are all optimised.

It should also include how to recognise symptoms of strain through back pain and eye fatigue, and the importance of screen breaks and stretches. The practical benefit of this is that it can prevent many long-term health issues, therefore reducing sick leave and showing compliance during any relevant HSE inspections.

Lone worker training will also be required for any remote staff who have limited oversight, care staff who sometimes work alone in community visits and coordinators who are responsible for managing out of hours tasks.

As part of this training, it is important to identify any risks at home or in the field and introduce the safe use of digital communication tools. There also needs to be an emphasis on escalation procedures so that lone workers know what to do if they are unsafe and reporting systems for any incidents that occur.

Stress and mental health awareness training is also very important as care roles can be emotionally demanding. Remote work can then add to any isolation risks, making this kind of training even more pertinent.

The training modules should include how to recognise the early signs of stress or burnout and how to access support services such as EAPs and mental health first-aiders. Training should also look at how to build healthy routines when working from home. All of this can be used to reduce turnover, support wellbeing and meet the HSE stress risk management standards.

Refresher and role specific training can also be extremely important. This is a new expectation that employers should not just offer initial training, but regular refreshers every one or two years. This could include safeguarding training being updated to include digital meetings, compliance modules being delivered online and first aid awareness being extended to include mental health first aid.

What employers should do now

Employers need to start by reviewing their current situation and undertaking a gap analysis process. They need to check whether their DSE training records are current, and whether any policies account for hybrid lone working. They also need to ensure that stress and mental health risk assessments have been updated, and refresher training has been scheduled for anyone who needs it.

It is also important to implement remote-friendly training by ensuring the hybrid staff are offered online DSE modules and lone worker and escalation training. They also need access to stress and mental health awareness courses, as well as digital safeguarding and compliance training.

It is essential that employers monitor and record their compliance through detailed training logs. It is possible to use digital platforms that can provide auditable evidence of training, which can be very useful in an HSE inspection. There should also be a system in place to encourage feedback loops, which can help to identify any training gaps.

The landscape of the care sector has changed dramatically in recent years. One of the realities of this is that hybrid working is no longer an exception and is now something that is becoming increasingly commonplace.

It is a role that has been overlooked by many and so employers now need to be aware that they have the same legal and moral obligations for workers who spend their time at home as well as they do for those who are on site.

By investing in things like DSE, lone worker and mental health training from providers like Empeiria it is possible for employers to protect the wellbeing of their staff, reducing the risks that they face and ensuring that they are compliant with any relevant health and safety regulations at the same time.

By having the right training in place, it is possible to equip hybrid health and social care staff members to stay safe, connected and supported at all times, which allows them to deliver the high-quality care that is needed wherever they happen to be working.