Hospital Discharge Support Worker

Hospital Discharge Support Worker (: C/RASP/B/034)

As a Hospital Discharge Support Worker you will be responsible for providing high-quality, person‑centered care to individuals who require immediate assistance with the goal of helping them regain independence. With tailored one‑to‑one or two‑to‑one support, this service operates 7 days a week to make a lasting difference in the lives of those you support.

• At least 1 year paid experience in a caring role.
• GCSE (or equivalent) standard of education.
• Relevant qualification e.g., QCF Diploma in Health and Social Care, Level 2/3 or equivalent OR willingness to complete within 12 months of commencement in post.
• NISCC registered/able to apply on appointment.
• A full UK driving licence and access to a car.
• This role is open to women only, as some personal support can only be provided by a female staff member.

• Full Time & Part Time Roles Available / Guaranteed Contracts Available
• RAF Scheme / Blue Light Discount Card
• Access NI Paid For
• Paid training and ongoing professional development
• Flexible working patterns
• Support from a dedicated management team / Opportunities for career progression

• Open, honest and trustworthy
• Flexible approach to working hours
• Ability to work as part of a team
• Ability to communicate effectively both verbally and in writing

Application packs are downloadable from link where there is also the option to apply online.

Thursday 13th March 2026 at 12:00 noon.

Please note:

Bryson does not offer sponsorship. A satisfactory Access NI Enhanced / Standard disclosure or Garda Clearance is required prior to commencement of employment. Bryson adheres to Access NI Code of Practice, available upon request. We reserve the right to close this role early.

Due to the personal and sensitive nature of the role, which involves working directly with female care clients, this role is for female care assistants only. This is considered to be a genuine occupational requirement in accordance with paragraph 1 of Schedule 9 of the Equality Act 2010.