Carers and employment
Know your rights at work. Some employers may be supportive, others may not be.
Stephen O'Brien, Helpline adviser
You may be working in paid employment as well as caring for someone with Parkinson's.
Paid work can provide financial independence and money to help
with caring, a break from caring, social networks and friendships,
self-esteem and a better pension. But combining responsibilities
has its own challenges.
Your employment needs should be taken into account in any
assessment you have (such as a carer's assessment) from
your local authority.
Telling your employer about being a carer
There is no obligation to tell your employer about your
responsibilities as a carer.
But carers have statutory rights at work that help to meet their
needs. And employers may also be able to offer additional
flexibility through their own policies and procedures.
Before talking to your employer, make sure you are aware of your
rights.
You can find detailed information on your rights and your
employer's responsibilities from Carers
UK and
Directgov.
Statutory rights for carers
Carers gained new rights under the Equality Act 2010. The Act
means that people can't be directly discriminated against or
harassed because they care for someone. This means that carers
can't be treated less favourably or not allowed the flexibility
they are legally entitled to.
The Work and Families Act 2006 and the Employment Rights Act
1996 give working carers rights to help them manage work and
caring. This includes the right to request flexible work and leave
entitlement.
In Northern Ireland they are called The Work and Families
(Northern Ireland) Order 2006 and The Employment Rights (Northern
Ireland) Order 1996.
Your employment status can affect your entitlement to statutory
rights. If you are self-employed, on a short-term contract or
employed through an agency you may not be covered by these rights.
If this applies to you, contact ACAS on
08457 47 47 47 for further advice.
Carers' rights at work
Your employer may already have procedures in place to support
carers. You may find this information in your staff handbook
or staff website.
It may also be useful to speak to your line manager,
HR/personnel department, welfare officer or occupational health
adviser, trade union, staff representative or colleagues.
As a working carer, you are likely to need a range of
support - such as access to a telephone to check on the person
you care for. An understanding employer can make all the difference
to whether or not you feel you can seek support.
Possible support options include:
- flexible working arrangements
- leave arrangements (paid or unpaid at your employer's
discretion, to cover intensive periods of care)
- an employee assistance programme, if your workplace has one.
This is a workplace-focused programme designed to resolve any
problems you have that may affect your ability to do your job
- access to advice and information, for example on a staff
website or carers' network
Time off for emergencies
You have the right to take a 'reasonable' amount of time off
work to deal with an emergency involving someone you care for.
You should not be victimised or dismissed by your employer for
using this right. It is at your employer's discretion whether the
leave is paid or unpaid.
Situations where leave might be taken include:
- an acute emergency, such as a fall, that results in an
ambulance visit
- a disruption or breakdown in care arrangements
- if the person you care for falls ill
- the need to make longer-term arrangements for the person you
care for
You should find out how unpaid time off might affect your work
rights, pension and your Working Tax
Credit eligibility.
Also in this section
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