Person-centred values in care: the 8 values with examples

Person-centred values are the beliefs about people that should sit behind everything a care worker does: that each person is a unique adult, with their own history, their own rights and a say over their own life. The Care Certificate names eight of them: individuality, independence, privacy, partnership, choice, dignity, respect and rights. Each one should show in how staff work on a shift and in what the care plan and daily notes say.

I was a registered manager for 15 years, running care homes, including learning disability homes. So this guide starts with what I saw in the homes I ran: one resident whose care changed, the habit I'd tell any manager to stop, and how we brought new staff up to speed. After that come the eight values one by one, with a weak record and a better one for each, and where the values sit in the regulations and in CQC's framework.

One resident, and a bit of music

We had a resident admitted to one of the homes I ran, and at first she was very distressed. She was throwing her things around. She was very difficult with the staff, and the staff didn't understand her.

We did all the textbook stuff. We followed the care plan, we tried the usual approaches.

What changed things was when we shifted the focus onto activities and companionship. Staff just spent time sitting with her. We still followed the care plan, but the care tasks stopped being the centre of every interaction.

And in doing that, what we found was she loved music. And the TV noise was unsettling her. So we replaced the TV with her music, and staff sat with her and listened to her favourite songs with her.

Within about a month she was completely different, because the staff understood her now. Just a small change, the noise and the music, and that person changed.

What that story shows

Look at it against the values and four of them stand out.

Individuality. The answer wasn't in a standard approach. It was in finding out what this one woman loved.
Dignity. Her distress had a cause. Once staff found it, they were responding to her, not just to her behaviour.
Choice. Her own taste in music, not whatever was on the TV, decided what she listened to.
Partnership. Staff sat with her and shared the music with her, instead of doing tasks to her and moving on.

The Care Certificate asks new care workers for this kind of thing too. Standard 5 asks them to take steps to remove or reduce things in a person's surroundings that are causing discomfort or distress, and noise is one of the examples it gives (outcome 5.4a).

Stop running the day by the clock

If there's one habit I'd stop, it's running the day by the clock and the book. A lot of managers are very routine-driven. 9 o'clock you wake up, 10 o'clock you do this, 11 o'clock you do that, 12 o'clock you do this, 1 o'clock you do that.

Listen to the resident instead. It's not always about following the routine. It's about the companionship: spending time with them, doing a bit of art, listening to music together. That's all that matters.

It's the same lesson as the music story. The care plan was being followed the whole time. What made the difference was staff making time to sit with her.

Where the values slip on a busy shift

The values most at risk on a short-staffed morning are the ones that take time. Watch for these:

Choice turns into "I've put you in the blue jumper" instead of holding up two.
Independence turns into doing it for the person because it's quicker.
Privacy turns into a door left ajar because "I'll only be a second".
Dignity turns into talking over someone's head to a colleague.
Individuality turns into a daily note that could belong to anyone: "all care given, settled".

A useful question for the shift lead at handover: what did we do with people today, not just for them?

How we brought new staff in: the buddy system

For new staff, the buddying system, I think, is the most important.

In the homes I ran, every new starter was paired with a buddy. But we deliberately didn't pick someone who'd been there 10 or 15 years. We picked someone who'd been with us about a year or two.

Long service can bring shortcuts and habits. After that long, people have learned the tricks of the trade, and they know how to get around things. Someone a year or two in is still fairly new themselves. They understand how the shift works, they know what's right and what's wrong, and they generally follow the right way of doing things. That buddy will really teach them the way. They give them the supervision they need, and they answer their questions.

Two formal checks sit alongside a buddy. For new care workers, the Care Certificate outcome on person-centred values (5.8a) asks them to demonstrate that their actions promote the values, and Skills for Care's assessor guide says that assessment must be observed in the workplace as part of their normal duties. A workbook on its own isn't enough. Regulation 18 also requires staff to get the support, training, supervision and appraisal they need to do their job. In supervision, a simple way in is to pick one value and ask for an example from their last shift. Our Care Certificate evidence guide covers how to record it.

What inspectors looked at

When CQC inspected the homes I ran, they looked at the care plans, the medicines and the MAR charts, and the health reports. We had them in order, and that was fine.

Records are one part of how CQC judges person-centred care now. Under its single assessment framework, CQC sorts evidence into six categories: people's experience, feedback from staff and leaders, feedback from partners, observation, processes and outcomes. Observation is done on site, mostly by inspectors and specialist professional advisers. So the values need to show in what an inspector sees and hears on the floor, as well as on paper.

The quality statements that cover this ground, and the regulations CQC links to each, are below. Matching each statement to particular values is our reading, not CQC's.

CQC quality statement (key question)	What CQC says it expects, in brief	Values it touches most	Regulations CQC lists
Person-centred care (Responsive)	People are at the centre of their care and treatment choices, and changes are decided in partnership with them	Partnership, choice	Regulation 9
Treating people as individuals (Caring)	Care meets each person's needs and preferences, and takes account of their strengths, culture and background	Individuality, respect	Regulations 9 and 10 (plus 14 and 15)
Kindness, compassion and dignity (Caring)	People are treated with kindness and compassion, and their privacy and dignity are respected	Dignity, privacy, respect	Regulations 9 and 10
Independence, choice and control (Caring)	People's independence is promoted, they know their rights, and they have choice and control over their care	Independence, choice, rights	Regulations 9 and 12 (also consider 9A and 10)

Where the eight values come from

The best-known list is the one in the Care Certificate, the induction standards for new health and social care workers in England. The Care Certificate has had 16 standards since the March 2025 update. Standard 5, "Work in a person-centred way", asks the worker to identify person-centred values and describe how to put them into practice (outcome 5.1a). It then asks them to demonstrate that their actions promote person-centred values "including" eight named ones (outcome 5.8a). Standard 7, "Privacy and dignity", goes into two of them in more depth.

7, 8 or 9 values? Search for this and you'll see seven, eight and even nine. The official list for care workers in England is the Care Certificate's eight. Because 5.8a says "including", the eight are the values it names rather than a closed list, so some courses add one or two of their own. We couldn't trace any list of seven or nine to an official standard. Two other lists you may come across are different things: the NHS Constitution has six NHS values (such as respect and dignity, and compassion), and the 6 Cs of care are six more. If a question asks how many person-centred values there are, the Care Certificate answer is eight.

The values aren't law in themselves, but the law expects them:

Regulation 9 (person-centred care) of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 requires care that is appropriate, meets the person's needs and reflects their preferences. CQC's guidance on it says providers must work in partnership with the person.
Regulation 10 (dignity and respect) requires that people are treated with dignity and respect, including ensuring their privacy and supporting their autonomy, independence and involvement in the community.
Section 1 of the Care Act 2014 requires local authorities to promote a person's wellbeing when they carry out care and support functions. Wellbeing includes personal dignity and control over day-to-day life, and the authority must have regard to the person's views, wishes, feelings and beliefs.
The Mental Capacity Act 2005 starts from the assumption that a person has capacity. It also says a person must not be treated as unable to make a decision just because the decision is unwise.
The Human Rights Act 1998 protects rights such as respect for private and family life (Article 8).

Values or principles? The eight values describe what you believe about the person. The four principles of person-centred care (dignity, compassion and respect; coordinated care; personalised care; enabling strengths) describe what you do about it.

The eight values at a glance

Value	What it means	The question to ask on a shift
Individuality	Each person is unique, with their own history, identity, culture and preferences	Would this support suit anyone else in the building?
Rights	The person keeps the same rights as anyone else	Are we stopping this person doing something they're entitled to do?
Choice	The person makes decisions about their own life and care, with support if they need it	Did the person choose, or did we?
Privacy	The person's body, space, information and conversations are their own	Would I be comfortable if this were me?
Independence	The person does as much as they can for themselves	Are we doing this with the person, or for them?
Dignity	The person is treated as a valued adult, and their self-respect is protected	Would the person, or their family, be happy to see this?
Respect	The person's views, beliefs and decisions are taken seriously	Did we listen, even though we disagreed?
Partnership	Care is planned and given with the person, their family and other professionals	Who did we involve, and did what they said change anything?

Apart from the music story above, the examples below are made up to show what each value looks like; they aren't real residents. The weak and better records are illustrations too.

1. Individuality

What it means: support is built around this person's history, identity, culture, faith and preferences, not around a standard routine.

Care-home example: Arthur drove buses for 40 years and has always been up by six. On the early shift he's helped up first, with a tea and the radio, and nobody tries to get him back to bed "because it's early".

On a shift: staff use the name the person has chosen. The routine follows the person, not the rota. Staff know two or three things about each resident that aren't in a task list.

In the records: the "About me" part of the care plan is specific. A simple test: cover the name on a care plan. If it could belong to anyone, it isn't individual. See how to write a person-centred care plan, and our person-centred care plan examples for learning disability.

Weak record: "Likes music. Personal care given. Settled."
Better record: "Likes Radio 2 and a strong tea before he's spoken to. Up at 6am, as he was all his working life."

2. Rights

What it means: moving into a care home doesn't take anyone's rights away. That includes the right to privacy and family life, to make decisions, to be free from discrimination, to complain, to vote and to be safe.

Care-home example: Margaret's partner wants to stay over at weekends. Instead of a house rule saying no overnight guests, the manager talks it through with Margaret and agrees how it will work.

On a shift: staff challenge blanket rules, such as everyone in bed by ten, or a locked kitchen for all because one person is at risk. They know how to raise a concern if a person's rights are being ignored.

In the records: any restriction is written down with the reason, the person's view and when it will be reviewed. You'll also find capacity assessments and best interests decisions where they're needed, consent recorded, and complaints logged and answered. Our Mental Capacity Act and DoLS checklist covers the recording.

Weak record: "No overnight visitors (house rule)."
Better record: "Margaret asked for her partner to stay at weekends. Talked it through with her; agreed he stays Friday and Saturday nights. To be reviewed with her in three months."

3. Choice

What it means: the person makes the decisions about their own day and their own care. Staff give information in a way they can understand, and accept the answer.

Care-home example: Joan lives with dementia and can't follow a printed menu. At lunch she's shown two plated meals and points to the one she wants.

On a shift: choices are real, offered at the moment, and in a form the person can use: two options rather than an open question, objects or pictures rather than words. "No" is an answer, not a problem to solve.

In the records: the communication section says how this person is best offered choices. Daily notes record what was offered and what the person chose, including when they declined. Our daily care notes examples show the difference.

Weak record: "Ate lunch."
Better record: "Shown two plated meals at lunch. Pointed to the fish pie and ate most of it."

4. Privacy

What it means: the person's body, room, belongings, information and conversations are private. CQC's guidance on Regulation 10 says each person's privacy must be maintained at all times, including when they are asleep, unconscious or lack capacity.

Care-home example: Dev likes his door shut at night and doesn't want to be woken for checks. His care plan records how night checks are done in a way he's agreed to.

On a shift: knock and wait. Close doors and curtains for personal care. Help the person take phone calls in private. Don't discuss one resident in front of another, or in a corridor.

In the records: privacy preferences are written down, including how the person wants checks, personal care and visits to work. Records themselves are kept confidential and shared only with people who need them. See our guide to data protection in care homes.

Weak record: "Night checks done."
Better record: "Door kept shut, as Dev prefers. Checked quietly from the doorway as agreed with him, without the main light on. Asleep."

5. Independence

What it means: the person does as much for themselves as they can, and keeps the skills they have. Staff support rather than take over.

Care-home example: Pat takes ten minutes to button her own cardigan. Doing it for her takes one. The ten minutes is the care.

On a shift: staff prompt, guide and wait before they help. They let people make their own drink, choose their own clothes or walk to the dining room, even when it's slower.

In the records: the care plan says what the person does for themselves and exactly where they need help. A positive risk assessment records the benefit of an activity as well as the hazard. Our risk assessment examples show how to record risk without removing independence.

Weak record: "Assisted with dressing."
Better record: "Pat dressed herself and buttoned her cardigan with a prompt. Needed help with her shoes only."

6. Dignity

What it means: the person is treated as a valued adult, and their self-respect is protected, especially when they need intimate care.

Care-home example: Rose always wore lipstick and earrings. Staff help her put them on each morning, because her daughter told them it's how her mum feels like herself.

On a shift: people wear their own clothes and have clean glasses and working hearing aids. Continence care is discreet. Staff use adult language, never "feeding" or pet names the person hasn't asked for.

In the records: notes use respectful, factual language, and personal care plans say how the person likes care done, not just what care is needed. The 6 Cs of care covers the compassion side.

Weak record: "Mrs Ahmed was difficult about her shower."
Better record: "Mrs Ahmed chose not to have her shower this morning. Offered again after lunch, and she accepted."

7. Respect

What it means: the person's views, culture, beliefs and decisions are taken seriously, including when staff disagree with them.

Care-home example: Stan has capacity and wants a second pudding most nights, though he has diabetes. Staff tell him honestly what they're worried about and, with his agreement, ask his GP or diabetes nurse for advice. Then they respect his decision.

On a shift: listen first. Ask before assuming. Respect faith and cultural practices, such as prayer times, food rules and same-sex carers, as part of care rather than an extra.

In the records: the person's views are written in their own words where possible. Our guide to equality, diversity and inclusion covers cultural and faith needs.

Weak record: "Refused diet advice again."
Better record: "Staff explained their worry about a second pudding. Stan understands and still wants it. GP advice asked for, with his agreement. His decision respected."

8. Partnership

What it means: care is planned and delivered with the person, the people who matter to them and other professionals. It isn't done to them.

Care-home example: at Ellen's care plan review, Ellen, her son and her keyworker sit down together. The speech and language therapist's advice from last month is read out and added to her eating and drinking plan.

On a shift: staff pass on what families and professionals have said at handover. They involve the person in decisions about their own day.

In the records: reviews show who took part, what the person said and what changed as a result. See the care planning cycle and how to structure a handover.

Weak record: "Care plan reviewed. No changes."
Better record: "Review with Ellen, her son and her keyworker. Speech and language therapy advice from last month added to her eating and drinking plan. Ellen agreed the changes."

When values pull in different directions

The values don't always agree. Choice can clash with safety. Privacy can clash with night checks. One person's individuality can clash with the house routine. There's no formula, but the same steps help every time:

Start with the person. Ask what they want and why, in a way they can understand.
Check capacity for that decision, if you have a real reason to doubt it. A person with capacity can make a decision you think is unwise.
If the person has capacity, it's their decision. Agree with them how to reduce the risk. If they lack capacity for this decision, make it in their best interests, and before you act consider whether the same aim can be met in a way that is less restrictive of their rights and freedom.
Write down your reasoning: what was discussed, the person's view, the options considered and what was agreed.
Review it. A decision that was right in March may not be right in October.

A quick check of your own home

Watch a mealtime and a morning. They're the fastest read of choice, dignity and independence.
Ask a bank or agency worker about one resident. Can they describe the person, or only the tasks?
Read a week of daily notes for one person. Do they show choices and mood, or identical entries?
Listen to the background. Is the TV on because someone chose it, or because it's always on?

How Kiwi handles this

Kiwi (our product) records person-centred care in the care plan. The "About me" section has twelve headings, including likes and dislikes, daily routines, important relationships, what is important to me and how I like to be supported. Separate sections cover communication, and capacity, consent and decision making. Each section can have its own next review date, and when it's changed the earlier version is kept. A member of staff can sign a section to confirm they've read it and will follow it; Kiwi shows who signed last and when, and flags it for re-signing if it's been updated since. Daily logs sit alongside the plan. When a log is edited, the earlier version is kept in its history, and the audit log records who made the change and when.

If you'd like to see how Kiwi's care plan sections, reviews and staff sign-off work, book a demo.

Frequently asked

What are person-centred values?

They are the beliefs about people that should guide everything a care worker does: that each person is a unique adult with their own history, rights and say over their own life. In practice they show in how staff offer choices, protect privacy and dignity, and involve the person in planning their care.

What are the 8 person-centred values?

The Care Certificate lists eight: individuality, independence, privacy, partnership, choice, dignity, respect and rights. Together they describe treating each person as a unique adult who makes their own decisions, keeps their rights, does as much as they can for themselves and is involved in planning their own care.

How many values are there that support person-centred care?

Eight, in the Care Certificate (Standard 5, updated 2025): individuality, independence, privacy, partnership, choice, dignity, respect and rights. Some training courses add others, and the 6 Cs and the NHS Constitution have their own lists. For care workers in England, these eight are the values named in the Care Certificate outcome you'll be assessed against.

Which of these is not a person-centred value?

Check each option against the eight named in Care Certificate Standard 5: individuality, independence, privacy, partnership, choice, dignity, respect and rights. Anything else is not one of them. Options about the service rather than the person, such as following the daily routine or finishing tasks on time, are not person-centred values.

How do you put person-centred values into practice?

Find out what matters to the person and let it shape their day, not the clock. Offer real choices in a way they can use, let them do what they can for themselves, protect their privacy and dignity, and involve them and their family in planning. Then write it down specifically in the care plan and daily notes, and check new staff can show it on shift.

Why are person-centred values important in health and social care?

They keep the person, not the task, at the centre of care. They also sit behind the law. Regulations 9 and 10 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, which CQC enforces, require care that meets people's needs and reflects their preferences, and that respects their privacy, dignity and independence. When local authorities arrange care and support, the Care Act 2014 requires them to promote the person's wellbeing, including their dignity and control over day-to-day life.

How do you show person-centred values in care records?

Write specific preferences in the care plan, in the person's own words where you can. Record choices offered and made in the daily notes, including when the person declined. Write down the reasoning behind any restriction, the person's views and any advice they didn't take. Review records should show who took part and what changed.

Sources

Sources last checked: 26 October 2026.

Person-centred values in health and social care (with examples)