Developing Policies
The best results are often achieved by including carers in your generic policies and also having a specific carers policy or guidance document that signposts to relevant policies and support.
Some organisations find it useful to have a specific policy for employees with caring responsibilities whereas others may want to include carers in their existing HR policies.
The best results are often achieved by including carers in your generic policies and also having a specific carers policy or guidance document that signposts to relevant policies and support.
Including carers in HR/equality and diversity policies
As a starting point, you should include carers in your generic/equality and diversity policies. This will highlight the fact that you recognise carers and their potential needs.
People who are looking after someone who is elderly or disabled are now protected against direct discrimination or harassment because of their caring responsibilities under the Equality Act 2010.
This is because they are counted as being ‘associated’ with someone who is protected by the law because of their age or disability. The Equality Act 2010 replaces the existing anti-discrimination laws with a single Act – it not only simplifies the law, removing inconsistencies, but it also strengthens it in key ways to tackle discrimination and inequality.
Employers in the UK must therefore now ensure that they do not discriminate against the three million carers in the workforce by treating them differently to other workers, or subjecting them to harassment. For example by:
- not offering someone a job because of their caring responsibilities
- not offering an employee a promotion because of their caring responsibilities
The Government Equalities Office, in partnership with the British Chambers of Commerce, Citizens Advice, ACAS and the Equality and Diversity Forum, published a series of summary and “quick start” guides to the key changes in the law to support implementation of the Act.
To help employers and managers get to grips with the law on equality, ACAS has published three new free guides that offer a wide range of practical advice in the workplace: Equality and discrimination: understand the basics; Prevent discrimination: support equality; and Discrimination: what to do if it happens.
Carers policy
Some organisations find it useful to have a specific policy for employees with caring responsibilities. This can support managers when recruiting carers as well as provide detail about supporting employees in the process of balancing work and care. This policy should include:
- reference to the organisation’s definition of a carer and what this means
- the support provisions available to carers
- support options available to their line managers.
Many of the support options will be dependent on the employee’s needs, and it is beneficial to consult your employees when you develop this policy about what provision will be most beneficial to them. Some options to include are:
- Emergency leave (paid and unpaid)
- Carers leave (paid and unpaid)
Large employers will often have a specific carers’ policy but smaller organisations may include carers in their generic policies. The important thing is that carers’ needs are distinct and that they need specific support.
