Leader in Adult Care Level 5

Leaders in Adult Care play a critical role in managing care services and leading teams to deliver high-quality, person-centred support. For employers, this role develops strong leaders who drive a values-based culture, manage performance, oversee finances and risk, and support service sustainability and organisational change. To successfully achieve this Leader in Adult Care qualification you will demonstrate that you can guide and inspire teams to make positive differences to someone’s life when they are faced with physical, practical, social, emotional, psychological or intellectual challenges.

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Apprenticeship Achievement Rate

Programme Achievement 2024-2025

Course Overview

To successfully achieve this Leader in Adult Care qualification you will demonstrate that you can guide and inspire teams to make positive differences to someone’s life when they are faced with physical, practical, social, emotional, psychological or intellectual challenges. You will lead a care team and will develop and implement a values-based culture at a service or unit level. You may be responsible for business development, financial control, organisational resilience and continuity as well as for managing risk and leading on organisational change.

14 months + EPA

Once an apprentice has completed their apprenticeship, they will be ‘signed off’ by their employer/ provider as ready for end-point assessment of their knowledge and practical capabilities. In most cases, the assessment will be graded and must show the apprentice is fully competent and productive in the occupation.

Leader in Adult Care End Point Assessment consists of:

Observation of Leadership (2 stages; 60 min observation & 15 min post observation questioning)
Professional Discussion

Fully funded through the Apprenticeship Levy or 95% government-funded for eligible employers, with minimal contribution required.

Candidates should already be working as a leader within a care team.

This is a great opportunity for newly appointed or existing managers of residential based services to learn a variety of key management skills and build knowledge which will support them in their management role.

Candidates must undertake the Enhanced Disclosure and Barring Service check. The Care Certificate must be achieved as part of the Apprenticeship Standard.

Employers may also provide additional entry criteria.

Learners aged 18 who do not have exemptions will still be required to achieve Level 2 Functional Skills.

Learners over 19 will have the option to either opt in or out of Functional Skills training and examinations. For those who choose to opt out, Fareport remains committed to supporting all learners in developing their literacy and numeracy skills by embedding these essential topics within the curriculum and assessments of the apprenticeship.

To be eligible for an Apprenticeship you (or the apprentice) must:

Be living and working in England
Be 16 years old or above
Have the legal right to work in the UK
Have maintained UK residency for the last 3 years
Be employed in a real job; they may be an existing employee or a new hire
Work towards achieving an approved apprenticeship standard or framework
Work at least 30 hours a week
Be able to commit to the apprenticeship and its requirements
Not hold a prior qualification at the same or higher level in the same subject area
Not undertake or benefit from DfE funding during their apprenticeship programme, including Student Loans.
Have apprenticeship training and employment that lasts at least 12 months.

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Knowledge, Skills & Behaviours

Knowledge (K) – The theoretical understanding an apprentice needs to perform their role effectively. This includes industry-specific principles, regulations, and best practices.

Statutory frameworks, standards, guidance and Codes of Practice which underpin practice in relation to the safe delivery of services
Systems and processes needed to ensure compliance with regulations and organisational policies and procedures including health and safety and risk management
Principles of risk management, assessment and outcome based practice
Principles and underpinning theories of change management including approaches, tools and techniques that support the change process
Legislative and regulatory frameworks which inform quality standards
Theories and models that underpin performance and appraisal including disciplinary procedures
Legislation and policy initiatives on the promotion of diversity, equality and inclusion in services they lead
Legal and ethical frameworks in relation to confidentiality and sharing information
Range of tools and strategies to enhance communication including technology
Legislation, national and local solutions for the safeguarding of adults and children including reporting requirements
The elements needed to create a culture that supports whistleblowing in the organisation
Models of monitoring, reporting and responding to changes in health and wellbeing
Principles of professional development
Goals and aspirations that support own professional development and how to access available opportunities
Elements needed to create a culture that values learning, professional development, reflective practice and evidence based practice
Systems and processes necessary to ensure professional development opportunities are identified, planned, sourced, evaluated and recorded for workers
Theories of management and leadership and their application to adult care
Features of effective team performance

More information on the Standard is available here.

Skills (S) – The practical abilities developed through training and hands-on experience. These are the technical and transferable skills required for the job.

Develop and apply systems and processes needed to ensure compliance with regulations and organisational policies and procedures
Implement strategies to support others to manage the risks presented when balancing individual rights and professional duty of care
Develop and apply systems and processes that monitor and sustain quality of the service, including assessments, care plans and service delivery
Lead and support others to work in a person centred way and to ensure active participation which enhances the well-being and quality of life of individuals
Encourage and enable both staff and people who access care and support to be involved in the co-production of how the service operates
Manage all resources in delivering complex care and support efficiently and effectively
Develop and lead implementation of organisational practices to create and sustain a culture that actively champions dignity and respects diversity, inclusion and fairness in the workplace
Develop and lead a culture that values courage in working in ways that may challenge workers’ own cultural and belief systems
Develop and implement organisational processes to ensure that records and reports are written clearly and concisely and to keep information safe and preserve confidentiality
Translate policy and guidance into understandable information for a range of audiences including people who access care and support, carers and families and other colleagues
Implement systems to train and support work colleagues to enable them to recognise and respond to potential signs of abuse and or unsafe practices, following organisational policies and procedures
Monitor and evaluate the effectiveness of organisational policies, systems and processes for safeguarding
Lead the implementation of policies, procedures and practices to manage health, safety and risk to individuals and others in health and social care to ensure compliance with legislation, standards and guidance
Implement health and safety and risk management policies, procedures and practices to create a culture that values health and well-being in the organisation
Monitor, evaluate and improve health, safety and risk management policies and practices in the service
Apply evaluated research and evidence-based practice in own setting
Take initiative to research and disseminate current drivers in the adult care landscape
Embed systems to improve performance of self and/or work colleagues through supervision, reflective practice and learning and development opportunities
Show a well-developed sense of their own behaviour and impact on others modelling a values-based culture
Create a supportive culture that values initiative and innovation and recognises the variety of skills of all within the service, both workers and individuals supported
Adopt a team approach, recognising contributions of team members and able to lead a team where required

Behaviours (B) – The professional attitudes and values expected in the workplace. These include teamwork, adaptability, problem-solving, and ethical responsibility.

Care – is caring consistently and enough about individuals to make a positive difference to their lives
Compassion – is delivering care and support with kindness, consideration, dignity, empathy and respect
Courage – is doing the right thing for people and speaking up if the individual they support is at risk
Communication – good communication is central to successful caring relationships and effective team working
Competence – is applying knowledge and skills to provide high quality care and support
Commitment – to improving the experience of people who need care and support ensuring it is person centred

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Frequently Asked Questions

Off-the-job training is a mandatory requirement for all apprenticeships in the UK. It ensures that apprentices develop the Knowledge, Skills, and Behaviours (KSBs) outlined in their apprenticeship standard, beyond their day-to-day work duties.

How Much Off-the-Job Training is Required?
Apprentices must spend the equivalent of 6 hours per week on off-the-job training, which must take place during their normal working hours. This structured learning approach is designed to enhance their professional development and directly relate to their apprenticeship programme.

What Activities Count as Off-the-Job Training?
Off-the-job training can be delivered in various ways, including:
✔ Training sessions with Fareport – workshops, workbooks, online learning, and assignments
✔ Employer-led training – mentoring, job shadowing, and workplace projects
✔ Industry-related learning – attending relevant seminars, courses, or training events

This training can take place at the apprentice’s usual workplace or offsite, but it must always be completed within their normal working hours.

How is Off-the-Job Training Planned?
At Fareport Training, we work closely with employers and apprentices to plan and document off-the-job training within the Training Agreement. This ensures a structured learning journey that aligns with business needs while meeting apprenticeship requirements.

By dedicating time to off-the-job training, apprentices gain valuable knowledge and experience, helping them develop professionally and contribute more effectively to their workplace.

Fareport Training is an Ofsted ‘Good’ work-based training provider, delivering apprenticeships and commercial training to employers aiming to enhance their workforce’s skills and qualifications (indeed.com).

Established in 1981, Fareport has a longstanding reputation for high-quality training across various sectors.

Benefits of Partnering with Fareport:

Enhanced Skills and Productivity: Employers have reported that apprenticeships through Fareport help develop relevant skills, improve productivity, and enhance the quality of products or services.

Comprehensive Support: Fareport collaborates closely with employers to design high-quality teaching sessions tailored to business requirements, ensuring that apprentices gain substantial new knowledge, skills, and behaviors applicable to their roles (files.ofsted.gov.uk).

Employee Development and Retention: By investing in apprenticeships, employers can grow their own talent, leading to improved employee morale and loyalty.

Collaborating with Fareport Training enables organisations to effectively upskill their workforce, fostering growth and maintaining a competitive edge in their respective industries.

Yes, Fareport Training operate across all of England. You can undertake your training at your workplace and live online with our trainers.

An apprenticeship in the UK is a paid position that combines practical on-the-job training with academic learning, leading to nationally recognised qualifications. Typically, apprentices spend around 20% of their working hours on classroom, 1-2-1 or individual learning, while the remainder is dedicated to hands-on work experience. This structure allows individuals to earn a salary while gaining valuable skills and credentials in their chosen field. Apprenticeships are for new employees as well as existing employees.

A career in Health and Social Care offers diverse opportunities and the change to make a meaningful impact. Learners secure roles as care and home workers, nursing auxiliaries, senior care workers, and care managers.

The sector is in high demand, with an estimated need for 500,000 additional workers by 2040, driven by an ageing population and evolving healthcare needs.
Health and Social Care is a rewarding and growing field, providing fulfilling career paths for those passionate about supporting others.

No, you are only eligible to study our courses if you are living or working in England and meet all our eligibility criteria.

As of November 2025, the UK apprentice minimum wage is £7.55 per hour for apprentices under 19 or in their first year.

Apprentices are entitled to the apprentice rate if they’re either:

Aged under 19
Aged 19 or over and in the first year of their apprenticeship

Apprentices are entitled to the minimum wage for their age if they both aged 19 or over and have completed the first year of their apprenticeship.

Apprenticeships in the UK offer a multitude of benefits for both individuals and employers.

For Individuals:
Earning While Learning: Apprentices receive a salary during their training, allowing them to gain work experience without incurring student debt (Moneyhelper).
Nationally Recognised Qualifications: Completing an apprenticeship provides credentials that are respected across industries, enhancing employability (MKCollege.ac.uk).
Practical Experience: Apprentices develop hands-on skills in real-world settings, making them valuable assets to employers (Apprenticeships.gov.uk).
Career Advancement: Many apprentices secure permanent positions post-training, with opportunities for further education and career progression (MKCollege.ac.uk).

For Employers:
Cost-Effective Recruitment: Apprenticeships can reduce hiring expenses by developing talent internally (FDMGroup.com).
Enhanced Employee Retention: Investing in apprenticeships often leads to higher staff loyalty and job satisfaction (Apprenticeships.gov.uk).
Addressing Skill Shortages: Tailored training ensures employees possess skills aligned with business needs (FDMGroup.com).
Diversity and Inclusion: Apprenticeships promote a varied workforce, enriching company culture and perspectives (Apprenticeships.gov.uk).

Overall, apprenticeships serve as a strategic approach to workforce development, benefiting both the apprentice and the employer.

Why Learn with Fareport Training?

Established in 1983, we’ve been helping people & businesses grow for over 40 years.

40+ Years’ Experience

Ranked in the top 25% of training providers inspected in England by Ofsted. Trusted by employers, councils & learners alike for over 40 years.

Expert Trainers

Our trainers are highly experienced professionals who bring real subject-based knowledge & skills to every session.

Career Support

We don’t just train you – with some of our courses we help you find work with CV support, interview coaching, and employer connections.

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