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Supporting Staff who are Carers –
meeting the Five Year Forward View for
the NHS Neil Churchill – NHS England
Mary Edwards – Employers for Carers
Anne Smyth – Carers Resource, Standing Commission on Carers
The Five Year Forward View • The NHS Five Year Forward View (October 2014) and sets out a vision for
the future of the NHS.
• The purpose of the Five Year Forward View is to articulate why change is
needed, what that change might look like and how we can achieve it.
• ‘When people do need health services, patients will gain far greater control
of their own care – including the option of shared budgets combining health
and social care. The 1.4 million full time unpaid carers in England will get new support, and the NHS will become a better partner with voluntary
organisations and local communities.
CCG Planning Guidance 2015/16 • CCGs should be mindful of the significant changes to local authority powers
and duties from April 2015 under the Care Act 2013. Plans should focus on supporting young carers and working carers through the provision of
accessible services, and services for carers from vulnerable groups.
• We expect all NHS employers to review in 2015/16 their own flexible working
arrangements and support for staff with unpaid caring responsibilities.
Supporting carers
in the workplace:
How we help
Mary Edwards
Operations Manager, Employers for Carers Carers UK
The demographics • An ageing population
– 6.5 million people in the UK are currently caring, with an estimated 2.5 million more carers needed in the next 20 years
• An ageing workforce
– A dependency ratio set to fall from 4 to 2, meaning more people having to work, and work longer, to meet care and pensions bills
• Changing family structures
– beanpole families, blended families = sandwich caring
– mobile families, for study or work = distance caring
= More people combining work and caring
The workforce challenge • Loss of talent in the workplace
– Reflecting skills and experience
• Costs of recruitment and productivity
– Employee’s last salary
• Lost potential
– Reducing hours of working/working below skills level
• Absenteeism
– Caring identified as a factor by the Confederation of British Industry (CBI)
Employers for Carers
Employers membership forum • Provides a practical service to employers seeking to develop carer
friendly workplace policies and practices
• Identifies and promotes the business benefits of supporting carers
in the workplace
• Influences employment policy and practice to create a culture
which supports carers in and into work
• Maintains a Leadership Group committed to working with
Government to inform policy and influence practice
Chaired by British Gas and supported by the specialist
knowledge of Carers UK
Membership benefits Membership includes • Password protected website • Sections for employers/managers and employees • Practical tools and tips including a benchmarking tool • Good practice case studies and model policies • Monthly e-bulletins and quarterly policy briefings • Practical guides and advice for employers and carers • Employer networking events • Training and consultancy services • Complimentary online Carers UK membership for employees
who are carers
How EfC helps The four ‘P’s Policies
• Reviewing, implementing and embedding • Case studies and practice examples
Promotion • Publicity and awareness raising activities • Creating a culture to make it ‘ok to talk about caring’
Practice • Tips and tools for managers • Information and advice for employees
Peer support • Setting up and supporting employee carers networks (including online)
Research, influence and action
What employers can do (1)
• Offer and promote flexible working practices:
• Traditional patterns
– Flexitime, term time working, part time working, job share, shift swapping,
career break
• Progressive options
– Staggered hours, self rostering, job share register, split shifts,
compressed/annualised hours, home working, remote working
What employers can do (2)
Offer special leave arrangements:
• Paid emergency leave
• Compassionate leave
• Carers leave (paid/unpaid)
• Matched leave
• Borrowing/buying leave
• Career breaks
What employers can do (3)
Ensure support and understanding from managers:
• Train and support line managers
• Identify carer aware managers at all levels
• Create a supportive workplace culture
• Ensure consistent implementation of policies
What employers can do (4)
• Offer workplace support such as:
• in-house networking groups for carers and managers
• publicising policies on intranet or handbooks, using individual case studies
• employee assistance programme (EAP)
• Offer practical support:
• access to private phone/room to make call
• car parking space close to place of work
The Business Case The four ‘R’s
• Recruitment • Employer of choice in a tight market
• Retention • Keeping skills and experience
• Resilience • Improved productivity and employee engagement
• Results • Improved performance
The Carers’ Resource gives tailored support and information to unpaid carers and
vulnerable people. It is an independent award-winning Yorkshire charity which is
open to everyone and offers emotional and practical help to enable them to cope.
Care provision
Volunteering, inclusion and engagement
Learning, training and employment
Information
Caseworker services
Breaks, activities and wellbeing
Young Carers and Parent Carers
holistic support for family life
Referrals from: Carers / cared-for, Other Health / Social Care professionals and VCS
staff Proactive outreach in: GP practices, hospital teams, community
based services
Services from
Development and
enterprise
Admin and reception
b
Harrogate 01423 500555
Bradford 01274 449660
Craven and Airedale 01756 700888
Ripon 01765 690222
www.carersresource.org
Core functions of the Carers’ Resource • Information provision • Training (for carers and professionals) • Awareness raising (of needs and opportunities for carers) • Networking and partnership • Feeding into planning processes • Encouraging / facilitating consultation and inclusion • Development of initiatives • Sustained, one-to-one carer support • Income generation • Direct care provision
Developing carers’ potential Recognising barriers to accessing work, learning and recreation.
Social isolation and exclusion / lack of confidence / qualifications and skills outdated
Encouraging and helping carers and former carers to achieve their own aspirations with a diverse programme of learning opportunities tailor-made for carers. Our menu of activities
includes: • confidence building
• one-to-one support, including advice about coping with caring
• CV writing
• fun
• links to education, courses of learning and skills training
• job searching
• volunteering
• work experience and access to employment opportunities
• discussing a business idea, for self-employment
• advice about flexible working rights
How we support employers
Carers Rights at Work
App4care
Access to 1:1 support
Training for staff
Tweaking policies
Research and Innovation
Access to care provision
Caring confidently
Working with employers to implement carer-friendly employment policies
Amend EOs systems to identify carers at the start of recruitment process
Ask employees in supervisions/appraisals about carer status
Capitalise on publicity, annually, of Carers’ Week and Carers’ Rights Day
Allow carers access to phone
Provide plenty of notice prior to out-of-hours work and training.
Encourage employees to look after their own health
Invite external providers to host information stands or wellbeing days
Train management and staff to recognise carers
Provide a staff noticeboard with details of carer support services
Offer flexible working patterns where possible
Appoint a carers’ champion
Be approachable, flexible and non-judgemental
Developing best practice - 1 Since 2012 we have spoken to 53 employers varying from very small to very large:
manufacturing companies, solicitors, family centres, schools, local government and Chambers of Trade and
Commerce
PhD student evaluating our work in joint venture with Leeds University
We are currently working closely with three local employers: HMRC, Bradford University and Airedale
Enterprises
• changing and creating policies,
• writing tailor-made Carers Charters for each company
• recruiting carers champions
• supporting Health and Well Being Departments,
• delivering the training package
• offering a buddy in our Information team for quick and easy access to carers/staff enquiries,
• providing information stands and advice
We are offering this package to other HR departments and businesses.
Developing best practice - 2
CARERS’ CHARTER
Bradford Teaching Hospitals Foundation Trust greatly value the important role
of family and friends as unpaid carers. All carers whether staff, patients or
visitors can expect the Trust to demonstrate
• Commitment - identify carers
• Care - support carers
• Compassion - value and treat carers with respect
• Communication - provide carers with information
• Courage - recognise carers as partners and involve them
• Competence - listen to and engage with carers
App4Care
Tasks Panic Contact Trip/Fall Locator Info Wellbeing
Making a Difference
‘I’ve been actively monitoring my wellbeing through the app…recognised poor health patterns emerging, I took these findings to a medical appointment, resulting in a change in medication which meant I am now sleeping better at night and falling less.’
One tester supports a child of 11 years old who has Autism, just about to go to secondary school. They report greater independence, as instructions come from the phone and not Mum! Using tasks to focus on personal hygiene. Using the location tracker to enable them to visit friends unaccompanied.
Anne Smyth
Deputy Chair of the Standing Commission on Carers
Director, The Carers’ Resource
11 North Park Road, Harrogate, North Yorkshire HG4 1EY
Tel: 01423 500555
Email: [email protected]
Website: www.carersresource.org
