Carers and employment

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

• Advice for carers
• Caring for someone with Parkinson's
• Looking after yourself
• Financial help and support for carers
• Carers and employment
• Carers Week
• Useful contacts for carers

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