(With U.K.-government links you can trust)
Why they ask: To check your grasp of the legal framework for adult social care.
Model answer:
“The Act puts well-being at the centre of every decision. In assessments I start with the individual’s desired outcomes, then apply the Act’s strengths-based duties — tapping into community and family resources before considering commissioned services. When planning support I evidence the nine areas of well-being in Section 1 and record how each care plan item promotes at least one of them.”
Reference: Care and Support Statutory Guidance, Section 1 gov.uk
Model answer:
“I supported a man with early Parkinson’s who worried about losing independence. Using a strengths-based conversation I discovered he was a retired carpenter. Together we co-produced adaptations he could partly build himself. This boosted his confidence and met the Act’s requirement to ‘maximise existing abilities before commissioning services’.”
Reference: DHSC Strengths-Based Practice Framework assets.publishing.service.gov.uk
Model answer:
“I follow Working Together to Safeguard Children 2023. After immediate safety checks, I consult the multi-agency threshold document to decide whether to initiate a Section 47 enquiry. I record rationale, notify the safeguarding partners (local authority, police, ICB) within 24 hours and contribute to the strategy discussion.”
Reference: Working Together to Safeguard Children (2023) gov.uk
Model answer:
“First I presume capacity. If concerns remain, I complete a two-stage capacity assessment, clearly documenting the decision specific elements (understanding, retaining, weighing, communicating). When capacity is lacking, I apply the best-interests checklist, consult those ‘interested in the person’s welfare’, and choose the least-restrictive option.”
Reference: MCA 2005 Code of Practice gov.uk
Model answer:
“HM Courts & Tribunals Service identifies sixteen categories, including physical, domestic, psychological, financial, modern slavery and self-neglect. I use these as a checklist during every visit and supervision session.”
Reference: HMCTS Safeguarding Policy – Types of Abuse gov.uk
Model answer:
“I map my CPD to Social Work England’s Professional Standards and keep a reflective log demonstrating how learning has improved outcomes. For example, after a webinar on culturally competent leadership I revised our assessment forms to capture cultural strengths.”
Reference: Professional Standards for Social Workers support-for-social-workers.education.gov.uk
Model answer:
“During a complex discharge the hospital planned residential placement without consulting the person. I referenced the Care Act’s Section 9 duty to involve the individual and escalated through the Trust’s safeguarding lead. The plan was amended to include a strengths-based assessment and the person returned home with re-ablement support.”
References: Same statutory guidance as Q1 gov.uk
Model answer:
“I use the Local Government Employer Standards: Standard 1 – Strong and Clear Social Work Frameworkfor triage. Cases are coded red/amber/green according to statutory time-scales, safeguarding status and well-being impact. I review priorities in supervision, evidencing decisions in Mosaic.”
Reference: Standard 1 Overview support-for-social-workers.education.gov.uk
Model answer:
“The Employer Standards say supervision must be at least monthly, reflective and recorded. In sessions I want space to analyse complex cases, explore emotional impact and agree clear action points. I prepare an agenda and update my CPD log immediately afterwards.”
Reference: Standard 5 – Supervision support-for-social-workers.education.gov.uk
Model answer:
“Beyond the Equality Act duties, I apply the professional standard to ‘promote rights, strengths and well-being of people, families and communities’. That means co-designing plans with service users, using interpreters, and routinely auditing my caseload for disproportionality.”
Reference: same Professional Standards page as Q6 support-for-social-workers.education.gov.uk
Bring legislation alive – link every answer to improved outcomes, not just legal quotes.
Use the STAR method – Situation, Task, Action, Result.
Keep examples recent – the panel will probe for your role, not the team’s.
Quote the guidance, then show impact – e.g., “Section 14 of the Care Act… which meant Mr K could remain independent for nine more months.”
Good luck! Draw on your real-world practice and the statutory framework, and you’ll demonstrate precisely the competence employers need.