Social Care Physiotherapist Employment Contract UK

Responsibilities reflected in the contract

• Assess mobility function pain and rehabilitation needs.
• Agree and deliver evidence-informed interventions.
• Prescribe or recommend equipment within competence.
• Train staff and people in safe plans.
• Record outcomes risks and clinical referrals.

A realistic working scenario

In clinic, community or approved patient-facing areas, the Physiotherapist (Care) manages a caseload on the appointment or caseload system, delivers mobility and therapy interventions using authorised equipment and PPE, updates clinical or service records after each contact, refers or escalates deterioration, safeguarding disclosures or adverse incidents to the registered manager or service lead and coordinates with care and nursing teams to support continuity.

Outputs to agree

• Completed assessment reports recorded in the clinical or service records after each contact.
• Individual treatment plans and goal records uploaded to the appointment or caseload system.
• Progress notes and mobility outcomes entered promptly to support handovers.
• Referral forms and escalation notifications sent to the registered manager or service lead.
• Safe use checklist or equipment authorisation record for mobility equipment and PPE.

Records and evidence

• Clinical or service records containing assessments, treatment plans and progress notes.
• Appointment or caseload system entries for scheduling and handover.
• Incident and safeguarding records for any reported disclosure or adverse event.
• Equipment authorisation and maintenance checks for mobility aids and clinical devices.
• Training and competence records for equipment use and HCPC-relevant practice.
• Clinical notes.

Reporting relationship

Typically reports to Clinical Lead, Therapy Lead, Service Manager or Practice Manager. Confirm the employer's actual reporting structure in the builder.

Authority and escalation

• The Physiotherapist (Care) delivers assessment, treatment and referral decisions within their documented scope of practice. Any deterioration, safeguarding disclosure, suspected unauthorised access to patient records, serious incident or instruction outside competence must be escalated immediately to the registered manager or service lead. The role may use clinical equipment only if trained and authorised and must not approve changes to service-level care plans or staffing allocations.
• May allocate routine work and make operational decisions only within documented staffing, financial, contractual and policy limits.

Supervision

• Train staff and people in safe plans.
• Allocate and review assigned work within delegated authority and escalate formal people matters through the Employer's procedures.

Tools and systems

• Clinical systems.
• Patient record systems.
• Therapy or diagnostic equipment where authorised.
• Secure clinical communication tools.
• Incident reporting systems.

Workplace context

• Clinic, therapy, diagnostic, community or approved patient-facing areas.

Training and certification

• Complete employer-required safeguarding training.
• Complete employer-required health and safety training.

Contract priorities

• Assess and treat patients within documented competence and scope of practice.
• Maintain timely, accurate clinical notes and update the appointment or caseload system.
• Escalate deterioration, safeguarding disclosures and incidents to the registered manager or service lead.
• Use mobility equipment and PPE only when trained and authorised; record authorisation.
• Protect patient records and special category health data; report suspected unauthorised disclosure.

Information the employer should prepare

• the services settings and client groups
• the registration scope and professional supervision
• the caseload travel and lone-work pattern
• the equipment manual-handling and delegation authority
• the record consent and urgent-referral process