{"id":1268,"date":"2026-04-23T10:00:00","date_gmt":"2026-04-23T10:00:00","guid":{"rendered":"https:\/\/www.caredaily.co.uk\/blog\/?p=1268"},"modified":"2026-04-23T12:35:14","modified_gmt":"2026-04-23T12:35:14","slug":"acas-for-care-managers-navigating-workplace-rights-and-cqc-compliance-in-2026","status":"publish","type":"post","link":"https:\/\/www.caredaily.co.uk\/blog\/acas-for-care-managers-navigating-workplace-rights-and-cqc-compliance-in-2026\/","title":{"rendered":"Acas for Care Managers: Navigating Workplace Rights and CQC Compliance in 2026"},"content":{"rendered":"<p>What if the secret to passing your next CQC inspection wasn&#8217;t found in a care plan, but in your staff handbook? In 2023, the average UK employment tribunal award for unfair dismissal reached over \u00a314,000, highlighting why following <strong>acas<\/strong> code of practice is no longer optional for care managers. You work tirelessly to provide dignity and independence for your residents, yet the complexity of managing shift-based teams often leaves you feeling exposed to legal risks and high staff turnover.<\/p>\n<p>We understand that matching general HR rules to the 24\/7 reality of social care often feels like trying to fit a square peg in a round hole. You deserve the peace of mind that comes from knowing your workplace policies are as robust as your clinical standards. This article provides a clear framework for staff discipline and bespoke HR strategies that align perfectly with the CQC Well-Led requirements for 2026. You&#8217;ll learn how to build a culture of fairness that keeps your best people by your side and keeps your service safe from litigation.<\/p>\n<h2 id=\"key-takeaways\"><a name=\"key-takeaways\"><\/a><a href=\"\"><\/a>Key Takeaways<\/h2>\n<ul>\n<li>\n<p>Understand how to adapt core <strong>acas<\/strong> principles to the unique challenges of social care, ensuring your staff management is both legally sound and compassionate.<\/p>\n<\/li>\n<li>\n<p>Learn to manage disciplinary procedures and safeguarding concerns effectively to strengthen your CQC &quot;Safe&quot; and &quot;Well-Led&quot; evidence.<\/p>\n<\/li>\n<li>\n<p>Master the complexities of &quot;on-call&quot; pay and irregular holiday entitlements to ensure your dedicated professionals are compensated fairly and accurately.<\/p>\n<\/li>\n<li>\n<p>Explore how integrated digital tools can transform your policy library into a live, compliant resource that protects your business and supports your team.<\/p>\n<\/li>\n<\/ul>\n<h2 id=\"table-of-contents\"><a name=\"table-of-contents\"><\/a><a href=\"\"><\/a>Table of Contents<\/h2>\n<ul>\n<li>\n<p><a href=\"#what-is-acas-essential-guidance-for-uk-care-providers-in-2026\">What is Acas? Essential Guidance for UK Care Providers in 2026<\/a><\/p>\n<\/li>\n<li>\n<p><a href=\"#acas-codes-of-practice-managing-discipline-and-grievances-in-social-care\">Acas Codes of Practice: Managing Discipline and Grievances in Social Care<\/a><\/p>\n<\/li>\n<li>\n<p><a href=\"#navigating-social-care-hr-challenges-sleep-ins-bank-staff-and-acas-rules\">Navigating Social Care HR Challenges: Sleep-ins, Bank Staff, and Acas Rules<\/a><\/p>\n<\/li>\n<li>\n<p><a href=\"#building-a-cqc-compliant-policy-library-based-on-acas-best-practices\">Building a CQC-Compliant Policy Library Based on Acas Best Practices<\/a><\/p>\n<\/li>\n<li>\n<p><a href=\"#streamlining-hr-compliance-with-caredailys-integrated-management\">Streamlining HR Compliance with CareDaily\u2019s Integrated Management<\/a><\/p>\n<\/li>\n<\/ul>\n<h2 id=\"what-is-acas-essential-guidance-for-uk-care-providers-in-2026\"><a name=\"what-is-acas-essential-guidance-for-uk-care-providers-in-2026\"><\/a><a href=\"\"><\/a>What is Acas? Essential Guidance for UK Care Providers in 2026<\/h2>\n<p>Acas stands as the <a href=\"https:\/\/en.wikipedia.org\/wiki\/Acas\">Acas (Advisory, Conciliation and Arbitration Service)<\/a>, a non-departmental public body that provides the essential framework for healthy workplace relationships across Great Britain. For you, as a care manager in 2026, understanding this service isn&#8217;t just about HR compliance; it&#8217;s about protecting the heart of your service: your people. Generic employment advice often fails to account for the 24\/7 nature of social care. You need specific, localized strategies that reflect the unique pressures of the sector. We know that when your team feels respected and secure, the quality of life for those they support naturally improves.<\/p>\n<p>The landscape of social care changed significantly following the Employment Rights Act 2025. This legislation introduced stricter protections around zero-hours contracts and predictable working patterns, making the guidance from acas more relevant than ever. In an industry where 30% of staff turnover is common, using these tools to foster a supportive environment is a practical necessity. We believe that fair treatment is the strongest foundation for retaining the dedicated professionals who make your agency thrive.<\/p>\n<h3>The Core Role of Acas in Social Care<\/h3>\n<p>Acas offers three vital pillars of support designed to keep your care setting running smoothly. They provide free, impartial advice that helps both care staff and registered managers understand their rights and responsibilities. If a conflict arises, their conciliation services act as a vital buffer. This process aims to resolve disputes before they ever reach an employment tribunal, saving your business time and emotional energy. Crucially, acas sets the statutory &quot;Codes of Practice.&quot; These documents are the gold standard that courts and the Care Quality Commission (CQC) use to judge whether a provider is &quot;Well-Led.&quot;<\/p>\n<h3>Why Care Managers Cannot Ignore Acas Guidance<\/h3>\n<p>The financial risks of overlooking these standards are high. In 2025, the average legal cost for a small care agency defending a tribunal claim exceeded \u00a38,500, excluding any potential compensation awards. Beyond the financial impact, a public dispute can damage your reputation with local authorities and families seeking bespoke care for their loved ones. By adopting these principles, you create a culture of transparency and dignity. This approach ensures your caregivers feel like valued companions rather than just numbers on a rota. Acas acts as the statutory bridge between employment law and workplace harmony.<\/p>\n<ul>\n<li>\n<p><strong>Impartiality:<\/strong> They don&#8217;t take sides, ensuring a fair outcome for both the provider and the employee.<\/p>\n<\/li>\n<li>\n<p><strong>Conflict Resolution:<\/strong> Early conciliation prevents 70% of potential tribunal claims from proceeding.<\/p>\n<\/li>\n<li>\n<p><strong>CQC Alignment:<\/strong> Following the Codes of Practice provides evidence of &quot;Well-Led&quot; leadership during inspections.<\/p>\n<\/li>\n<\/ul>\n<h2 id=\"acas-codes-of-practice-managing-discipline-and-grievances-in-social-care\"><a name=\"acas-codes-of-practice-managing-discipline-and-grievances-in-social-care\"><\/a><a href=\"\"><\/a>Acas Codes of Practice: Managing Discipline and Grievances in Social Care<\/h2>\n<p>Managing people in social care requires a balance of firm compliance and deep empathy. The <strong>acas<\/strong> Code of Practice on disciplinary and grievance procedures provides the statutory framework you must follow to ensure fairness. If you fail to adhere to these steps, an Employment Tribunal can increase any compensation awarded against you by up to 25%. In a sector where reputation and CQC ratings are everything, these procedural slips are costly. For broader HR queries beyond specific disputes, you can access <a href=\"https:\/\/www.acas.org.uk\/advice\">Acas advice for employers<\/a> to ensure your policies remain up to date.<\/p>\n<p>In care settings, the burden of proof is often a source of anxiety for managers. You don&#8217;t need the absolute certainty required in a criminal court. Instead, you must demonstrate a &quot;reasonable belief&quot; in the employee\u2019s misconduct after conducting a fair investigation. This is vital when handling safeguarding concerns where the safety of a vulnerable person is at risk. Every staff member has the statutory right to be accompanied during formal meetings by a colleague or a trade union representative. You should clearly communicate this right in every invitation letter to maintain transparency and trust.<\/p>\n<p>By 2026, CQC Regulation 17 (Good Governance) places even greater emphasis on digital transparency. You must keep clear, contemporaneous digital records for every step of a process. These logs prove that you acted reasonably and followed the law if a decision is later challenged. Providing <a href=\"https:\/\/caredaily.co.uk\">bespoke support systems<\/a> for your team helps prevent these issues from escalating into formal disputes.<\/p>\n<h3>Handling Disciplinary Procedures Fairly<\/h3>\n<p>You must start with a prompt and thorough investigation before taking any disciplinary action. It&#8217;s essential to differentiate between &quot;misconduct,&quot; such as persistent lateness, and &quot;gross misconduct,&quot; which includes abuse or theft. If a safeguarding risk exists, you might need to suspend a staff member. Always ensure this is a paid suspension and a last resort. You&#8217;ll need to balance this decision with the need to maintain safe staffing levels and uphold the dignity of your service users.<\/p>\n<h3>Resolving Grievances with Compassion<\/h3>\n<p>We encourage managers to seek informal resolutions first. A quick, empathetic conversation can often resolve a misunderstanding and maintain team morale. If a grievance becomes formal, you must follow a set timeline: hold a meeting, provide a written decision, and offer the right of appeal. Ensuring your staff feel heard prevents toxic workplace cultures. In 2024, data showed that poor workplace culture was a leading cause of the 30% turnover rate in social care, directly impacting the continuity of care for those we support.<\/p>\n<p><!-- autoseo-infographic --><\/p>\n<div class=\"autoseo-infographic-container\"><img fetchpriority=\"high\" decoding=\"async\" width=\"817\" height=\"2560\" src=\"https:\/\/www.caredaily.co.uk\/blog\/wp-content\/uploads\/2026\/04\/Acas-for-Care-Managers-Navigating-Workplace-Rights-and-CQC-Compliance-in-2026-Infographic-scaled.jpg\" class=\"autoseo-infographic-image\" alt=\"Acas for Care Managers: Navigating Workplace Rights and CQC Compliance in 2026\" \/><\/div>\n<p><!-- \/autoseo-infographic --><\/p>\n<h2 id=\"navigating-social-care-hr-challenges-sleep-ins-bank-staff-and-acas-rules\"><a name=\"navigating-social-care-hr-challenges-sleep-ins-bank-staff-and-acas-rules\"><\/a><a href=\"\"><\/a>Navigating Social Care HR Challenges: Sleep-ins, Bank Staff, and Acas Rules<\/h2>\n<p>Managing a dedicated care team in 2026 involves balancing complex legal requirements with the human needs of your staff. We understand that issues like sleep-in shifts and &quot;on-call&quot; time can create significant administrative pressure. While historical court rulings have shaped how we view National Minimum Wage (NMW) for sleep-ins, your contracts must be explicit about when a staff member is &quot;working&quot; versus &quot;available for work.&quot; Clear communication here prevents payroll disputes and ensures your team feels fairly compensated for their commitment. You can find detailed templates and advice on these structures within <a href=\"https:\/\/www.acas.org.uk\/\">Acas official guidance<\/a> to help stay compliant.<\/p>\n<p>Holiday pay for bank staff and those with irregular hours has seen significant legal shifts recently. Following the implementation of updated accrual rules in 2024 and 2025, managers must now use the 12.07% method for calculating holiday entitlement for these workers. This ensures that even your most flexible &quot;companions&quot; receive the rest and pay they deserve. We also prioritize a culture where whistleblowing is seen as a protective measure for residents. Acas provides a framework that protects staff who raise safety concerns, ensuring that transparency leads to improved quality of life rather than workplace friction. Integrating these complex requirements into your <a href=\"https:\/\/www.caredaily.co.uk\/blog\/staff-rostering-in-social-care-the-complete-2026-managers-guide\/\">staff rostering<\/a> software is the most reliable way to maintain accuracy and peace of mind.<\/p>\n<h3>Working Time Regulations in a 24\/7 Care Setting<\/h3>\n<p>Care needs don&#8217;t follow a clock, and service user requirements can be unpredictable. If a staff member misses a mandatory rest break because of an emergency, you must provide &quot;compensatory rest&quot; as soon as possible. While many carers choose to sign the 48-hour weekly limit opt-out agreement, you still have a professional duty to monitor fatigue. Tracking hours with precision is a vital safety protocol. We know that exhausted staff are at a higher risk of errors in <a href=\"https:\/\/www.caredaily.co.uk\/blog\/medication-management-in-uk-care-the-2026-best-practice-guide\/\">medication management<\/a>, so maintaining a balanced rota is essential for resident safety and staff well-being.<\/p>\n<h3>Managing Sickness and Long-term Absence<\/h3>\n<p>Supporting a colleague through a long-term illness requires a blend of clinical competence and genuine human warmth. We utilize Acas masterclass principles to facilitate a smooth return to work, focusing on the individual&#8217;s capabilities and the support they need to succeed. The Equality Act 2010 requires you to consider how a staff member&#8217;s health might constitute a disability, necessitating specific changes to their role. Reasonable adjustments are practical changes made to a job role or workplace environment that remove or reduce disadvantages for a staff member with a disability or health condition. This bespoke approach ensures your team stays strong, compassionate, and ready to provide the high level of care your residents expect.<\/p>\n<h2 id=\"building-a-cqc-compliant-policy-library-based-on-acas-best-practices\"><a name=\"building-a-cqc-compliant-policy-library-based-on-acas-best-practices\"><\/a><a href=\"\"><\/a>Building a CQC-Compliant Policy Library Based on Acas Best Practices<\/h2>\n<p>Your policy library is the heartbeat of your agency&#8217;s governance. When you align your internal procedures with <strong>acas<\/strong> best practices, you do more than just manage staff; you directly satisfy the CQC &quot;Well-Led&quot; and &quot;Safe&quot; domains. Inspectors look for evidence that your leadership is transparent and that your team feels supported. A robust set of CQC compliant care policies and procedures ensures your provider stability by creating a clear framework for every interaction. It&#8217;s about building a bridge of trust between your management and your frontline companions.<\/p>\n<p>We&#8217;ve moved past the era of dusty ring binders. By 2026, the transition to secure, digital policy libraries is no longer optional for high-performing providers. Digital systems allow you to update documents instantly as employment legislation evolves. This agility is vital. If a new regulation regarding flexible working or carer&#8217;s leave is introduced, your digital library ensures every staff member has the latest version at their fingertips. It&#8217;s about providing peace of mind for you and your dedicated professionals, ensuring no one is left working from outdated information.<\/p>\n<h3>The Audit Trail: Proving Compliance to Inspectors<\/h3>\n<p>CQC inspectors often remark that if a process isn&#8217;t documented, it effectively didn&#8217;t happen. This rule applies to your HR management just as strictly as it does to your care notes. We recommend using digital signatures to track engagement. When a staff member signs off on an <strong>acas<\/strong>-aligned grievance or disciplinary policy, you create a timestamped audit trail. This proof of understanding reduces the administrative burden on registered managers, allowing you to focus on the quality of life of those you support. It turns a potential compliance headache into a streamlined, automated process.<\/p>\n<h3>Customising Acas Templates for Your Care Agency<\/h3>\n<p>Generic templates are a starting point, but they often lack the heartbeat of your specific service. You must adapt these documents to include your safeguarding protocols and person-centered language. Every policy should reflect your commitment to dignity and independence. While many managers worry about the initial setup, paying &quot;Professional Service Fees&quot; for expert legal review is a wise investment. It ensures your bespoke policies are legally sound and tailored to the unique challenges of the UK care sector in 2026. This precision protects your staff and the vulnerable individuals in your care while maintaining a &quot;calm in the storm&quot; approach to management.<\/p>\n<p>Our team is here to help you navigate these complex requirements with confidence and expertise. <a href=\"https:\/\/www.caredaily.co.uk\">Explore how CareDaily can help you build a compliant digital library today.<\/a><\/p>\n<h2 id=\"streamlining-hr-compliance-with-caredailys-integrated-management\"><a name=\"streamlining-hr-compliance-with-caredailys-integrated-management\"><\/a><a href=\"\"><\/a>Streamlining HR Compliance with CareDaily\u2019s Integrated Management<\/h2>\n<p>Managing a care facility in 2026 involves more than clinical skill. It requires a robust shield against regulatory risk and a commitment to the dignity of your workforce. We act as your Trusted Local Expert, providing a bespoke platform that automates the heavy lifting of HR and policy management. By using our digital care management software UK, you bridge the gap between back-office administration and front-line care delivery. This integration ensures that staff performance is a lived reality for those you support, not just a line in a report. Our Policy &amp; Procedure Library functions as a living resource. It evolves automatically whenever <strong>acas<\/strong> updates its guidance, ensuring your business never falls behind the curve. You don&#8217;t have to spend late nights checking for legislative changes. You can finally reclaim your peace of mind by delegating these complex tasks to a system built specifically for the UK care sector.<\/p>\n<h3>From Recruitment to Retention: The CareDaily Workflow<\/h3>\n<p>We help you manage the entire staff lifecycle within a single, CQC-ready platform. You can automate rostering and payroll integration, which addresses the primary cause of staff grievances in 74% of care settings. This precision eliminates the friction that often leads to <strong>acas<\/strong> mediation or internal disputes. Beyond the office, our Family Portal builds deep trust with relatives. It provides a window into the stable, well-managed team looking after their loved ones. High-quality care starts with high-quality management. Our workflow ensures every shift is covered by a qualified professional who feels valued and supported. This stability directly impacts the dignity and quality of life of your residents, creating a calm environment for everyone involved.<\/p>\n<h3>Your Compassionate Guide to Digital Transition<\/h3>\n<p>Moving from paper to digital often feels like a daunting leap. We&#8217;re here to lower those defensive barriers with a bespoke implementation process tailored to your team&#8217;s specific needs. Our Manchester-based experts understand the unique pressures of the UK market and offer continuous, grounded support. We aren&#8217;t just a software provider. We&#8217;re your partner in securing a safer future for your residents and your business. You deserve a system that works as hard as you do, providing clinical competence and genuine human warmth. Our team is here to ensure your transition is seamless, professional, and supportive. <a href=\"https:\/\/caredaily.co.uk\">Book a consultation to see how CareDaily secures your compliance<\/a> and restores your focus to what matters most: the people in your care.<\/p>\n<h2 id=\"leading-your-care-team-with-confidence-in-2026\"><a name=\"leading-your-care-team-with-confidence-in-2026\"><\/a><a href=\"\"><\/a>Leading Your Care Team with Confidence in 2026<\/h2>\n<p>Navigating the complexities of employment law shouldn&#8217;t take you away from what matters most: the people in your care. You now have the tools to integrate <strong>acas<\/strong> best practices into your daily operations, from managing bank staff contracts to resolving grievances with fairness. Staying ahead of CQC requirements for 2026 means building a culture where staff feel respected and your documentation remains beyond reproach. We understand that the weight of compliance can feel heavy when you&#8217;re managing a busy service. Our team provides the peace of mind you need to lead with compassion and clinical excellence.<\/p>\n<p>You don&#8217;t have to build your framework from scratch or worry about shifting regulations. We&#8217;ve done the heavy lifting for you. <a href=\"https:\/\/caredaily.co.uk\">Secure your CQC compliance with CareDaily\u2019s policy library<\/a> and access over 2,000 professionally written care policies designed specifically for the UK market. Every document is fully compliant with CQC, Ofsted, and Care Inspectorate standards. You&#8217;ll also benefit from expert UK-based support directly from our Manchester headquarters. We&#8217;re here to help you protect your staff&#8217;s dignity while ensuring your business thrives.<\/p>\n<h2 id=\"frequently-asked-questions\"><a name=\"frequently-asked-questions\"><\/a><a href=\"\"><\/a>Frequently Asked Questions<\/h2>\n<h3>What is the difference between Acas and an Employment Tribunal?<\/h3>\n<p>Acas provides impartial advice and mediation to help you prevent workplace disputes, while an Employment Tribunal is a court that makes legal rulings on claims. In the 2024\/25 period, Acas handled over 600,000 calls to its helpline to help managers resolve issues before they reached a formal hearing. We recommend using their services early to protect your team&#8217;s peace of mind and avoid the high costs of legal representation.<\/p>\n<h3>Do I have to follow the Acas Code of Practice in my care home?<\/h3>\n<p>You aren&#8217;t legally required to follow the Acas Code of Practice, but failing to do so can result in a 25% increase in compensation awards if a claim reaches a tribunal. Following these bespoke guidelines ensures you treat your dedicated professionals with the dignity they deserve. It provides a clear, fair framework for handling grievances and disciplinary matters within your home based support setting.<\/p>\n<h3>How does Acas guidance help with CQC inspections?<\/h3>\n<p>Acas guidance helps you meet the CQC Well-led criteria by proving you have robust, fair, and transparent leadership systems in place. Under the CQC Single Assessment Framework, inspectors look for evidence that you support your staff&#8217;s wellbeing and rights. By following <strong>acas<\/strong> best practices, you demonstrate a commitment to a safe culture, which directly influences your rating during a 2026 inspection.<\/p>\n<h3>Can a care worker be suspended immediately for a medication error?<\/h3>\n<p>You can suspend a worker immediately if the medication error constitutes a serious risk to safety or potential gross misconduct, but you must follow a fair process. Suspension should be a last resort and isn&#8217;t a disciplinary action itself. Ensure the staff member receives full pay and a clear letter explaining the decision within 24 hours to maintain a professional and supportive relationship.<\/p>\n<h3>What are the rules for bank staff holiday pay in 2026?<\/h3>\n<p>For holiday years starting after 1 April 2024, you can calculate holiday pay for bank staff using the 12.07% accrual method for irregular hours workers. This change simplifies payroll for your bespoke care team. You must ensure that every hour worked is recorded accurately to provide the correct rolled-up holiday pay, ensuring your staff feel valued for their flexible commitment to your service.<\/p>\n<h3>How long should I keep staff disciplinary records according to Acas?<\/h3>\n<p>Acas suggests keeping disciplinary records for the duration of the warning&#8217;s life, which is typically 6 months for a first warning or 12 months for a final warning. However, GDPR regulations and CQC requirements often mean you should retain basic records for 7 years after employment ends. This ensures you have a clear history of your team&#8217;s professional journey while respecting their privacy and legal rights.<\/p>\n<h3>Is Acas advice legally binding for social care employers?<\/h3>\n<p>Acas advice isn&#8217;t legally binding, but it&#8217;s highly influential in how employment laws are interpreted by judges. If you ignore <strong>acas<\/strong> guidance during a dispute, you&#8217;re at a higher risk of losing an unfair dismissal claim. We use these standards to build a foundation of trust and reliability, ensuring your care setting remains a sanctuary for both residents and staff.<\/p>\n<h3>How can digital care software help me follow Acas procedures?<\/h3>\n<p>Digital care software automates the tracking of staff hours and training records, providing the concrete evidence needed for fair Acas compliant procedures. It removes the stress of manual paperwork by alerting you to upcoming appraisals or holiday entitlements. This technology allows you to focus on providing compassionate care while the system maintains the structured records required for legal and CQC compliance.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>What if the secret to passing your next CQC inspection wasn&#8217;t found in a care plan, but in your staff handbook? In 2023, the average UK employment&#8230;<\/p>\n","protected":false},"author":1,"featured_media":1284,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1],"tags":[198,15,54,201,202,200,199,7,35],"class_list":["post-1268","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-health-and-socialcare","tag-acas","tag-care-management","tag-cqc","tag-cqc-well-led","tag-disciplinary-procedures","tag-employment-law","tag-hr","tag-social-care","tag-staff-retention","autoseo"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/posts\/1268","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/comments?post=1268"}],"version-history":[{"count":11,"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/posts\/1268\/revisions"}],"predecessor-version":[{"id":1292,"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/posts\/1268\/revisions\/1292"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/media\/1284"}],"wp:attachment":[{"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/media?parent=1268"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/categories?post=1268"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.caredaily.co.uk\/blog\/wp-json\/wp\/v2\/tags?post=1268"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}