Quick access to free impartial carer advice, support, and resources

Managers information

We are committed to recognising, supporting, and protecting our staff, now more than ever it is vital that we provide them with the support that they need.

Carers provide unpaid care by looking after an ill, older, or disabled family member, friend or partner. It could be a few hours a week or round the clock, in their own home or at the individual’s home. This means that the sort of roles and responsibilities that carers have to provide varies widely. They can range from help with everyday tasks such as getting out of bed and personal care such as bathing, to emotional support such as helping someone cope with the symptoms of a mental illness.

Some staff may not recognise themselves as carers or choose to disclose this. By discussing the options around support for those providing unpaid care we can support them to balance the demands of their work and their caring responsibilities.

How to identify a carer

The easiest way is to talk openly with staff to help foster the relationship and allow it to be an open door to future conversations and support they may need.

‘Do you provide unpaid care and support to a family member or friend due to their disability, health condition, frailty, mental health, addiction or other health and care need?‘

If they answer yes, then they are a carer, and you should continue the conversation with them to see how their needs can be supported. To aid you and the employee you should discuss their caring responsibilities and document the individual’s situation and support that you agree to put in place.

Supporting carers in your team

Carers should be encouraged to plan ahead, and you may want to discuss what else the carer might need to put in place that we can assist with as an employer. For example, some carers may need to check their phone or make additional phone calls in order to check in with the person they provide care for.

You should try and establish how / if caring affects their work and if this is long term. It may be that a temporary move or adjustment to duties is possible on a short-term basis, or they may wish to look at flexible working to alter their hours or possibly reduce their hours in order to make more time for their caring responsibilities.  Caring arrangements can change, and the member of staff should feel supported to be able to talk about those changes as and when they occur.   

You could also talk to them about the possibility of Agile working and refer them to the Trust’s 
Working Flexibly policy. This could include working remotely or working at a site closer to home.

Ask the employee, what support they would benefit from in work. Being a carer isn’t a one size fits all and every caring responsibility is different. Some colleagues may benefit from peer support and the opportunity to ‘offload‘ every week whilst other staff may prefer not to talk about their caring role as they use work as a distraction.

Whilst it may not be possible to accommodate every request being a supportive employer for carers is mutually beneficial as it allows us to maintain staff retention, reduce unplanned absenteeism and to retain the skills needed whilst improving staff morale and loyalty.

• What actions have you taken away from the conversation?
  
• Have you created a plan with the carer? Will you review it?
  
• Finally, are they getting support outside of work?