For UK care providers
Reduce burnout.Improve wellbeing.Build stronger teams.
Ample Care helps UK care providers assess, improve and maintain staff wellbeing through practical programmes — built for the realities of care work, not adapted from corporate wellbeing.
- From £35
- per staff member
- 30 minutes
- free consultation
- No obligation
- and no sales pressure
Wellbeing Insight Report
SampleOverall wellbeing index
By shift pattern
- Early shift68
- Late shift61
- Bank staff58
- Night shift47
Finding: night shift sits 21 points below early shift — the widest gap in the service.
Built for care providers across the UK
- Residential care homes
- Nursing homes
- Domiciliary care agencies
- Supported living providers
The problem
Your care team carries the weight of your whole organisation.
Care professionals give everything to support others — often at the cost of their own wellbeing. Stress, exhaustion and emotional pressure build quietly until they surface as absence, turnover, or falling standards of care.
Burnout and compassion fatigue
The people who care most are the first to run empty — and the last to say so.
Rising sickness absence
Short-notice absence forces last-minute cover and pushes agency spend up.
Low morale and disengagement
Handovers get quieter, standards slip quietly, and nobody names the reason.
High turnover and recruitment cost
Every experienced carer who leaves takes relationships and knowledge with them.
Pressure on the staff who stay
Those left behind absorb the gap — which is how one resignation becomes three.
The scale of it
24.7%
Staff turnover across the independent adult social care sector in England, 2024/25.
- Average sickness absence per employee in adult social care
- 4.8 daysAverage sickness absence per employee in adult social care, 2024/25
- Vacant posts across adult social care in England on any given day
- ~96,000Vacant posts across adult social care in England on any given day, 2025/26
How it works
Four steps. Each one hands you something you can actually use.
Evidence, then a plan, then a change your staff notice on shift. Nothing theoretical, and nothing that assumes a nine-to-five workforce.
Wellbeing Assessment
We measure key wellbeing indicators across your workforce, tailored to care settings — reaching night, bank and part-time staff, not just those on days.
Confidential staff assessment
Insight Report
A clear, jargon-free report identifying what's really affecting your team, broken down by site, role and shift pattern.
Written findings, not a dashboard
Improvement Plan
Practical, achievable recommendations — not generic advice. Named actions, named owners, target dates, agreed measures.
Actions your managers can start Monday
Ongoing Support
We help you embed healthier practices, with check-ins over time so the change holds after we leave.
Re-measurement that proves movement
Practical, not theoretical
Most wellbeing consultancies hand you a diagnosis. We stay until something has actually changed — on the rota, in the staff room, and in your retention figures.
The deliverable
This Is What You Actually Get
Not a slide deck of national averages. A report on your service, your shifts and your teams — with the finding stated plainly and the actions already prioritised.
- Broken down by shift, site and role
- Movement against your own baseline
- Written finding, not just charts
Wellbeing Insight Report
Sample Residential Home · 48 staff · 79% response
Overall wellbeing index
Wellbeing score by shift pattern
Higher is better. Night shift is highlighted because it is the finding.
- Early shift68
- Late shift61
- Bank staff58
- Night shift47
Nights sit 21 points below early shift — the single widest gap in the service.
Movement by indicator
- Baseline
- 6 months
- Feeling supported by seniors+16
- Confidence raising concerns+16
- Recovery between shifts+14
- Workload manageability+8
Scored 0–100 from the confidential staff assessment. Movement shown against the service’s own baseline, not an external benchmark.
What this tells you
Night staff are carrying a disproportionate share of the pressure.
Every indicator improved over six months, but nights improved least and remain 21 points below early shift. Recovery between shifts is the weakest driver, concentrated among staff working three or more consecutive nights. Handover time is the most likely lever: night staff reported the shortest effective handovers and the least contact with seniors.
Recommended actions
- Extend night handover by 15 minutes, protected on the rota
- Rotate a senior onto one night per fortnight
- Cap consecutive nights at three where cover allows
The figures above are sample data, shown so you can see the format. Your report follows the same structure, populated from your own confidential staff assessment.
Get a report like this for your serviceWhat we do
Eight Services, One Understanding of Care Work
Take them individually or combine them into a single programme. Each is shaped by how care actually runs — shifts, handovers, lone working and all.
Who we help
Care settings differ. So does the pressure.
We work across health and social care, and we do not treat a domiciliary round and a nursing unit as the same workforce problem.
Why Ample Care
The Difference Is Not Subtle
There is no shortage of wellbeing providers. There are very few built around care work specifically — and that difference decides whether your staff engage with it at all.
| Generic corporate wellbeing | Ample Care | |
|---|---|---|
| Who it was designed for | Office workers, then relabelled for care | Care and healthcare teams from the first question onwards |
| When sessions run | Weekday lunchtimes and webinars | At handover, on nights, across sites — around your rota |
| Who gets reached | Whoever opts in — usually day staff | Night, bank and part-time staff by design |
| What you receive | A dashboard and a benchmark against national averages | A written finding plus named actions, owners and dates |
| What happens next | Renewal conversation | We help embed the changes, then re-measure to prove movement |
| How it is priced | Per-seat licence or day rate | From £35 per staff member, fixed after a free consultation |
| Minimum size | Enterprise contracts | One care home to a multi-site group |
Who it was designed for
Generic corporate wellbeing: Office workers, then relabelled for care
Ample Care: Care and healthcare teams from the first question onwards
When sessions run
Generic corporate wellbeing: Weekday lunchtimes and webinars
Ample Care: At handover, on nights, across sites — around your rota
Who gets reached
Generic corporate wellbeing: Whoever opts in — usually day staff
Ample Care: Night, bank and part-time staff by design
What you receive
Generic corporate wellbeing: A dashboard and a benchmark against national averages
Ample Care: A written finding plus named actions, owners and dates
What happens next
Generic corporate wellbeing: Renewal conversation
Ample Care: We help embed the changes, then re-measure to prove movement
How it is priced
Generic corporate wellbeing: Per-seat licence or day rate
Ample Care: From £35 per staff member, fixed after a free consultation
Minimum size
Generic corporate wellbeing: Enterprise contracts
Ample Care: One care home to a multi-site group
Our approach
Built With Genuine Understanding of Care Environments
Our approach comes from understanding the real, everyday pressures faced by care teams — not a generic corporate wellbeing template.
We start from care work, not theory
Our approach is built on the everyday realities of care: rotas that change, residents who deteriorate, families under strain, and staff who absorb all of it. Every question and recommendation is written for that context.
Specialism over scale
Ample Care is a focused consultancy, not a large generalist firm. We would rather be the people who genuinely understand social care wellbeing than the biggest name on the list.
Honest about what wellbeing can fix
A wellbeing programme will not solve chronic underfunding or a broken rota. We will tell you plainly which pressures we can help with and which need an operational answer instead.
How we handle staff wellbeing data
Staff will only be honest with us if they trust what happens to their answers. So we are explicit about it — with them, and with you.
Read our data commitments- Individual responses are never shared with your management team
- Results are reported in aggregate, with a minimum group size to prevent identification
- We act as data processor; your organisation remains the data controller
- Data is held in the UK, and deleted or returned at the end of the engagement
- Staff are told what we collect, why, and who sees it — before they take part
- No staff member is required to take part in any assessment
Pricing
Wellbeing support from £35 per staff member
Every care organisation is different — team size, current pressures and priorities all vary. We build programmes around your workforce, not a one-size-fits-all package.
Assessment
Understand where you stand
from£35
per staff member · final quote after consultation
A confidential wellbeing assessment across your workforce and a clear report of what it found. The right starting point if you need evidence before you can make a case internally.
- Confidential staff wellbeing assessment
- Coverage designed to reach night and bank staff
- Jargon-free insight report
- Aggregate results by team, site or role
- One-hour findings walkthrough with your management team
- Most chosen
Assessment + Plan
Know what to do about it
from£55
per staff member · final quote after consultation
Everything in Assessment, plus a prioritised improvement plan with named actions, owners and dates — so the findings turn into something your managers can act on.
- Everything in Assessment
- Prioritised improvement plan with owners and target dates
- Quick wins separated from structural changes
- Burnout risk breakdown by team and shift pattern
- Agreed measures so you can evidence progress
- Manager briefing session
Full Ongoing Support
Make the change stick
from£85
per staff member · final quote after consultation
A twelve-month partnership. We deliver the programme, embed healthier practices with your team, and re-measure — so improvement is sustained and evidenced, not a one-off exercise.
- Everything in Assessment + Plan
- Health promotion and resilience programme delivery
- Mental health awareness sessions for staff and seniors
- Quarterly check-ins with your management team
- Re-assessment at 12 months to evidence change
- Evidence pack suitable for CQC "well-led" discussions
- Named consultant throughout
All prices are shown as “from” and exclude VAT. Your final quote depends on workforce size, number of sites and the support you need, and is confirmed in writing after your free consultation.
Calculate Your Organisation's Wellbeing PackageFair questions
What providers usually ask us first
These come up on almost every call. Here are the honest answers.
We already have HR and an EAP.
Both are worth having, and both are individual and reactive by design — they help people who are already struggling and come forward. Neither can tell you that absence is concentrated on weekend lates among your longest-serving staff. That is a measurement job, and it is the one we do.
We have tried wellbeing initiatives before and they fizzled out.
That is the most common thing we hear, and it usually has a specific cause: the initiative was chosen before anyone established what the problem was, or it was scheduled when half the workforce was asleep or on shift. Starting with measurement is what stops the next one going the same way.
Our staff will not take part.
Some will not, and often for good reason — many have completed surveys before and seen nothing change. We keep it short, explain exactly how answers are used, and build the feedback step in. If participation is too low to draw conclusions from, we tell you rather than writing a confident report anyway.
Our managers have no time for another project.
They almost certainly do not, and that is part of what we are measuring rather than a reason to postpone. The workload sits with us: we build the assessment, chase participation and write the report. Your managers are needed for two conversations.
We cannot change our staffing levels, so what is the point?
Most providers cannot, and we do not build recommendations that assume you can. Break protection, rota notice periods, how handovers run and how a resident death is acknowledged are all changeable within existing staffing — and they are frequently where the movement comes from.
How do we know this will actually work?
You will not know in advance, and we would be wary of anyone who guarantees it. What we can do is measure the position before, agree the changes with you, and measure again afterwards — so you find out honestly whether it moved rather than taking it on trust.
Questions
Frequently asked questions
What does Ample Care actually do?
We measure staff wellbeing across a care workforce, report what we find in plain English, help you agree practical changes, and re-measure to check whether they worked. We are a specialist consultancy for health and social care providers, not a generic workplace wellbeing supplier.
How much does it cost?
Assessments start from £35 per staff member. The final figure depends on workforce size, number of sites and whether you want an improvement plan and ongoing support alongside it. You receive a written quote after a free consultation.
How long does an assessment take?
Around four weeks end to end: a two to three week response window, about a week for analysis and writing, then a call to talk the findings through.
Will individual staff answers be seen by managers?
No. Responses are confidential and reported as aggregates with a minimum group size, so small teams cannot be reverse-engineered into individuals. Care staff will not answer honestly on any other basis.
Do you only work with care homes?
No. We work with care homes, nursing homes, domiciliary care providers, supported living services and independent healthcare providers. The method is shared; the questions and reporting are adapted to each setting.
What happens on the free consultation?
A 20–30 minute conversation about what you are seeing in your workforce, what you have already tried, and what an assessment could and could not tell you. No obligation, and no price decided on the call.
Your staff care for others every day. Who is caring for them?
Book a free, no-obligation consultation. Thirty minutes, no sales pressure — just an honest conversation about what your staff are carrying and what would help.
- Free 30-minute consultation
- No obligation
- From £35 per staff member
Prefer to talk now? Call 0333 577 2070