07:45 · Handover in
Know which unit and shift is burning out this week, and what to do about it.
Your staff check in anonymously in 60 seconds from their phone. Every Monday a page lands on your desk showing which unit and shift is under pressure and why. Your registered manager gets one control to run, and every month you get the record of what ran and whether it moved.
Or book a 30-minute call and we’ll walk you through it.
Same unit, same week.
eember
For your home
What lands on your desk every Monday
SAMPLE
Two pages. Which unit and shift, and why.
Page 1 · Burnout risk
Out of 100. Days and nights read apart.
Page 2 · The six HSE pressure points
Red needs you.
This week: Dementia unit, nights. Orange and rising. Page 2 says control: the allocation gets re-cut mid-shift. Days on the same unit read 44, on workload. Two workforces, two different controls.
Your month, on one page
SAMPLE
What moved this month, and why.
Built from your four Monday pages and the monthly record.
Units to look at
- Dementia nights down from 68 to 49. Allocation agreed at handover ran 7 of 8 named days, and say over the shift fell from 71 to 48.
- Dementia days: the pressure moved, it didn’t go. Breaks held, workload came down 52 to 40, but changes rose to 41.
- Nursing floor days rose to 29, on backing. The mid-shift senior check-in didn’t run, 0 of 8. Ask the manager what got in the way.
The record you hold at the end of every month
SAMPLE
What you saw, what you did, and whether it worked.
Monthly record · November
Burnout risk out of 100, lower is better
The honest bit: the mid-shift check-in didn’t run, so it counts as zero and goes to a named owner next month. That’s what makes the rest believable.
Sample figures to show the layout, not data about your staff. Built from unit and shift scores only, and nothing under 7 is ever shown. CQC references are to the current framework.
Same unit at night? Tap Nights
08:30 · The quiet unit
You usually find out from a resignation letter.
By the time pressure on a unit reaches you, it has already turned into something you pay for: sick calls, agency on the rota, a leaver. Nobody hid it. Everything you have reports after the fact.
Dementia unit, nights · eight weeks · illustrative
What you see, and when
Week 1
Check-in reads Orange. Driver: control.
Week 2
Handover gets shorter. Allocation re-cut at 2am.
Week 3
First sick call. Covered by a day carer.
Week 4
Manager says the team is fine.
Week 5
Agency on the rota, two nights a week.
Week 6
Two more sick calls.
Week 7
A complaint from a family.
Week 8
Resignation. This is where it usually reaches you.
Managers say they’re fine
Saying a team is struggling means asking for staff they know they won’t get. So they stop saying it. That isn’t a failing. It’s what the job teaches.
Home averages hide nights
Days and nights are two workforces who meet for fifteen minutes at handover. An average of 44 and 68 tells you nothing about either.
Your data arrives late
Sickness, exit interviews, the annual survey: all true, all after the fact. None of it tells you which shift to look at this week.
09:30 · The cost
Around a quarter of care staff leave every year. Here’s what that costs you.
You can’t recruit your way out of it the way you used to. The people you have are the people you’ve got, and every one who leaves costs real money before the replacement is on the floor.
28.5%
of care and support workers left their role in 2024/25. 23.1% across all adult social care roles.
Skills for Care, 2025
34%
turnover among care workers in their first year in the role. New starters are the most likely to go.
Skills for Care, 2025, independent sector
Day 1
Statutory sick pay has been payable from the first day of absence since April 2026. The waiting days have gone.
Statutory sick pay reform · from April 2026
22 Jul 2025
Overseas recruitment of care workers closed to new applicants. International recruits fell from 105,000 to 50,000 in a year.
Home Office · Skills for Care, 2025
Your numbers · tap or type
What it costs you now, a year
£0
one home
Add what one leaver costs you, and what a covered sick shift costs you, to see your total.
Your figures, not a forecast. There is no official cost per leaver or per covered shift for adult social care, so we don’t put one in for you. Nothing you type leaves this page. Sector figures: Skills for Care, The state of the adult social care sector and workforce in England 2025 (2024/25 data). EEmber does not promise a reduction in turnover or sickness; it shows you where the pressure is while there is still time to act on it.
11:00 · Why now
You hold evidence, not intent.
Two regulators look at the same gap from different sides. CQC asks whether you support your staff and govern it. HSE asks whether you assessed the risk of work-related stress and acted on it. Both want the same thing: proof that you found the risk, did something, and checked it worked.
CQC · workforce wellbeing
Staff wellbeing is assessed, whichever framework you’re under
The current statement reads: We care about and promote the wellbeing of our staff, and we support and enable them to always deliver person centred care.
It looks for regular breaks, regular chances to give feedback, and a timely and considered response. It sits under Caring now; CQC’s draft frameworks move it to Well-led.
CQC assessment framework, current · draft frameworks, March 2026
Regulation 17(2)(b) and (e)
Governance means records, not intentions
Regulation 17 asks you to assess, monitor and mitigate risks to the health, safety and welfare of the people you support and others who may be at risk, and to seek and act on feedback. Well-led is where that record gets read.
Health and Social Care Act 2008 (Regulated Activities) Regulations 2014
April 2025 · HSE
The data was there. It wasn’t used.
HSE served a Notice of Contravention on the East of England Ambulance Service over work-related stress. The stress risk assessment did not identify key risks and controls, and the trust’s own data, staff absence, exit interviews and staff surveys, was not used correctly.
HSE Notice of Contravention, April 2025 · MHSWR 1999 Regs 3, 4 and 5 · EEAST trust board report, July 2025
December 2025 · HSE
Too generic to count
HSE found the University of Birmingham’s stress risk assessment “too generic”: it did not identify higher risk or priority areas, controls were not implemented, and nothing was monitored. In a home, the priority areas are the unit and the shift.
HSE Notice of Contravention, 11 December 2025 · MHSWR 1999
Accountability
The duty runs to named people
Your nominated individual is responsible to CQC for supervising how the regulated activity is managed. As an employer, HSWA s.2 and MHSWR Reg 3 ask for a suitable and sufficient risk assessment that covers work-related stress, not only moving and handling.
HSC Act 2008 Regs · HSWA 1974 s.2 · MHSWR 1999 Reg 3
Framework reform
The framework is changing. The duty isn’t.
CQC published draft frameworks in March 2026 and has been piloting them. Until the new approach starts, the current framework applies. The five key questions and four ratings stay, and Regulations 17 and 18 do not change. A dated record of what you found and did reads the same under either.
CQC draft frameworks, 24 March 2026 · no confirmed start date
What that looks like in a home
found it · did something · checked it worked
Found it
Staff check in anonymously at the end of a shift. You see which unit and shift is under pressure, and what is driving it.
MHSWR Reg 3 · assess
Did something
Your registered manager gets one control to run that week, chosen for the driver and inside their own authority. It is logged each time it runs.
HSWA s.2 · Reg 17(2)(e) · you said, we did
Checked it worked
The same unit and shift is read again four weeks later. The record shows what ran, against which standard, and whether it moved.
MHSWR Reg 5 · Reg 17(2)(b) · monitor
The demo takes three minutes, on your phone.
13:00 · The floor
Sixty seconds from your staff. Everything else is done for you.
Four steps, every week. Your staff answer a few taps at the end of a shift. We do the reading, choose the control and keep the record. Your registered manager runs one thing.
Your staff · 60 seconds
1. The check-in
A QR code in the staff room, on their own phone, at the end of a shift. No app, no login, no name. A few taps on how the shift went and what weighed on them, read against the six HSE Management Standards: demands, control, support, relationships, role and change. The job, not the person.
Every shift · any phone
This shift, how worn out did you feel?
We do this · Monday
2. The read
By unit and shift, never a home average. Each area gets a burnout risk band, the driver behind it and the direction it’s heading. Nothing reports below seven people and there is no drill-down, so nobody can be picked out.
Weekly page · lands Monday
Page 1 · Burnout risk · Monday
SAMPLE
Nursing floor, nights: fewer than seven responses this week, so nothing is shown. A quiet area is recorded as a finding.
We choose · your manager runs it
3. The control
One to three small things, matched to the driver and sized to the band, all inside the registered manager’s own authority. Nothing needs head office and nothing needs a budget line. If a control runs for two weeks and nothing moves, it goes on a Decision Register with a named owner and a date.
Tuesday to Friday · 15-minute check-in on Wednesday
Tier 1 · the manager runs it
Allocation agreed at handover, not re-cut mid-shift
Dementia unit, nights · driver: control · owner: the nurse in charge
Anything that needs a professional, like reflective practice or de-escalation training, is organised with one, not handed to a manager.
We build it · your quality lead signs it off
4. The record
Every control is logged when it runs, with a pointer to a dated, non-personal record in your own systems: the rota, the handover sheet, the staff board. Four weeks later the same unit and shift is read again. The log shows what ran, against which standard, and whether it moved.
Friday returns · four-week closeout
Monthly record · one row
SAMPLE
Only proven days count. A control that didn’t run counts as zero and stays on the record.
15:30 · The break
Something comes back to your staff the same day. Nobody else sees it.
Care staff have filled things in for years and had nothing back. This time they get their own plan for the next shift, written for care and for nights, private to them. That’s why they keep answering in week two.
Private by designNot you, not their manager, not us. The plan stays on their phone.
Small, specific, ticked offShort lines for handover, between residents, the break and home time. They tick them off and can keep a link to come back to.
Made for nights tooNight labels, a night mode for 3am, and sleep advice for after a night shift.
At the top, a route to a personWhen it’s that bad, the card stops being a card and points to someone: the senior or nurse in charge, Samaritans, SHOUT.
Today’s load
You’re carrying a lot. Protect your breaks today.
Handover in
Between residents
Your break
Handover out
Private. Nobody at work can see this card.
17:00 · The proof
The same loop has already run, and moved the number.
Our deployments so far are in further education, not care homes. The loop doesn’t change with the building: the same check-in, the same driver named, the same control, the same re-read four weeks later. That’s why the first four weeks in care are free.
238
anonymous check-ins captured
48
weekly governance packs delivered
3
organisations, one term each
“It moved us from assumptions to clear decisions, daily stabilisers and visible changes, without becoming a tick-box exercise.”
Carl D. · Curriculum Area Lead, Bishop Auckland College
“The controls were simple and effective and did not add further stress to my days. It helped me spot operational drift early.”
Nathan D. · Management Course Leader, University Campus of Esports
65%
lower peak burnout risk in four weeksLeadership expected workload. The read showed control. A workload fix would have moved nothing.
Figures are from EEmber deployments in further education. Results in one setting are not a promise of results in another.
19:45 · Handover out
Everyone gets the view their job needs. Nobody gets a dashboard to interpret.
You · operations or regional
Every home, every unit and shift, weekly
Which unit and shift is carrying it, what’s driving it, and which way it’s heading. One page, delivered. You never log in.
You get: the weekly page, and the Evidence Log at four weeks.
Your registered manager
One to three things to run
Not a report. Controls already chosen and sized, inside their own authority, with nothing to chase and nothing to send. Help, not homework.
They get: the controls, and 15 minutes with us on Wednesday.
Your quality lead
The log, mapped and dated
What ran, when, against which standard, and whether the area moved. They sign off the weekly pack before it goes anywhere.
They get: the Control Tracker, the Evidence Log, a DPIA and a staff privacy notice.
Monday · The pilot
One home. Four weeks. Free.
Pick a home with us. Not your worst one, because that home already has an action plan and an inspector. The second-worst, or the dementia unit you keep an eye on. In four weeks you’ll know which unit and shift was carrying it, what was done about it, and whether it moved.
Week 0
Set-up, about an hour of your timeA call with you and the registered manager. QR posters go up in the staff room. We send the DPIA and the staff privacy notice.
Week 1
First read on MondayYour first weekly page, by unit and shift. The manager gets the first control.
Weeks 2 and 3
Controls run, the log buildsA 15-minute check-in on Wednesday. Staff see a “you said, we did” note on the board.
Week 4
Re-read and closeoutThe same units read again. You get the Evidence Log, and an honest answer to whether it moved.
What it costs
Nothing. No contract, no card details, no app, no IT project.
What we ask in return
- Run it properly for the four weeks.
- Tell us honestly what worked and what didn’t.
- If it works, an introduction to one other operator.
After four weeks
- Keep going only if it worked.
- Nothing goes across the group until you’ve seen it in one home.
Before you ask
The questions operations directors ask first.
That’s the question that decides whether this works, so it’s built around it. They get one to three controls already chosen and sized, all inside their own authority, with nothing to chase and nothing to send anyone. If it ever reads as another return, it will die quietly. That’s why it never asks them for one.
Sixty seconds at the end of a shift, on their own phone, with no app and no account, and something comes back to them the same day that nobody else sees. That’s the part that gets it answered in week two.
No, and that’s deliberate. Nothing identifies a person, nothing reports below seven people, and there’s no drill-down. If you need to know who said something, this is the wrong product. We’ll put that in front of your data protection lead rather than just assert it.
The document you don’t want an inspector reading is one where something was flagged and nothing was done. Every finding here comes with something to do about it, and the doing is what gets logged. Where the fix is bigger than a manager can make, it goes on a Decision Register with a named owner and a date.
No. The burnout risk score is a decision-support index for a unit and shift, never a person, and it isn’t a clinical measure. It uses the HSE Management Standards and questions adapted from the Copenhagen Burnout Inventory. Anyone in crisis is pointed to a professional, never handled as a team action.
An assistance line waits for someone to ring it, which means it reaches the people already coping well enough to ask. This reads every unit and shift each week, names the driver, hands over something to run, and tells you four weeks later whether it moved. It sits alongside your assistance line, not instead of it.
The evidence is a by-product of the work, not a separate return. Controls are logged when they run, against records you already keep. Your quality lead signs off one weekly pack.
Correct. Our deployments so far are in further education. The loop is the same in any building, and the care version is built for care: night shifts, the senior or nurse in charge, controls a registered manager can actually run. That’s why the first four weeks are free in one home, and nothing goes across the group until you’ve seen it work.
Got a question that isn’t here? Book a 30-minute call and ask it.
When someone asks what you did about it, have the record.
Four weeks, one home, nothing to pay. You’ll know which unit and shift was carrying it, what was done, and whether it moved.
Figures and handover sheets on this page are illustrative and use sample data. EEmber supports your evidence under the Caring and Well-led key questions. It does not rate your service or confirm compliance. References to CQC are to the current framework, which is under reform; the regulations cited are unchanged by it.