Carers Policy 2023

Service - Human Resources
Author - Fi Norrie, Senior HR Business Partner
Approval body - Finance, Economy & Corporate Support Committee
Date - June 2023
Next revision due - June 2025
Version - 1

1.1 Many of our employees have to cope with the daily pressures of caring for dependants,
and in doing so, often have to deal with emergency situations at short notice. Some of
our employees may also provide long term care for a seriously ill dependant, such as
a parent or child.

1.2 The Council is committed to ensuring carers have access to practical support to help
them manage their work and caring responsibilities. The ability to vary working hours can enable carers to balance their caring role and work, allowing them to continue in
employment. An adaptable working approach for Carers can attract and retain employees; reduce stress; increase resilience and productivity; support attendance at work; improve service delivery and increase employee morale.

1.3 The Council already has policies in place to provide support around work-life balance,
however those registered as carers will have access to additional support, providing targeted assistance to those experiencing the specific challenges of balancing work, and caring responsibilities. The application and implementation of this Policy will be supported by the Carers Policy guidelines.

1.4 This policy supports the Council in meeting its legal obligations under the Equality Act
2010 and associated regulations, and the Carers (Scotland) Act 2016.

2.1 For the purposes of this Policy, a Carer is defined as: “An employee who provides (or intends to provide) significant caring responsibilities that have a substantial impact on their working life. An employee is a carer if they are responsible for the care and support to a dependant (including a child) who may be
affected by long-term illness, disability, or addiction, or who may be unable to care for
themselves, or who may require regular help, and practical support".

2.2 An employee is not defined as a carer where this care and support is provided only
because of:

• that person’s age (where they are under 18); or
• if the caring responsibility is due to a contract; or
• as voluntary work.

2.3 The Council acknowledges the activities carers undertake are wide ranging, including,
but not limited to:

• Help with personal care
• Help with mobility
• Managing medication
• Practical household tasks
• Emotional support
• Help with financial matter

2.4 In order for employees to apply for the supports within this policy, they must register
via the Council’s Carer Register. The register will be held centrally by HR. Further
details on eligibility and the application process are outlined in the Carers Policy Guidelines.

3.1 Our Carers Policy applies to all Stirling Council employees who are carers, and who register as a carer with Stirling Council.

4.1 The supports for those employees registered on the Council’s Carer Register include:

• Stirling Council Employee Carer Support Network – access to a support network of advice and information, including lived experience.
  
  
• Carers in Contact – support to remain accessible during the working day,including permission to have a mobile phone on where appropriate.
  
  
• Wellbeing Support – access to wellbeing activities and interventions, and supported signposting to external organisations who provide dedicated support to carers
  
  
• Paid Carers Leave - up to 5 working days of paid leave, per leave year. This is pre-planned leave and can be used flexibly in either full or half days, for example, attendance at hospital appointment for a dependant. This leave allowance is prorated, in line with the employee’s hours/work pattern.
  
  
• Additional Carers Leave (Unpaid) of up to 12 weeks in a leave year. Time can be requested in individual blocks of no less than one week. A period of unpaid leave can be immediately deducted from the employee’s salary, or the employee can opt for deductions from their salary over an extended period of time up to a maximum of 12 months. Employees must give a minimum of two weeks’ notice to allow sufficient time for operational arrangements to be made.
  
  
• Flexible Working subject to needs of the service, flexible working can be temporary or permanent, and short or long term. Applications should be made through the Council’s Flexible Working Policy.
  
  
• Agile Working - subject to the needs of the service, carers may be able to undertake a combination of remote (e.g. home) and office-based working. The Hybrid Working Principles and Guidelines provide further guidance to managers and staff on how such arrangements may be considered.

In order to ensure effective implementation of the Policy, the following roles and responsibilities should be followed:

5.1 Stirling Council

• Ensure all employees are aware of the Policy and Guidelines.
  
  
• Ensure confidentiality of all employees who register as carers
  
  
• Promote and assure a culture of empathy and compassion in the consideration of requests from those registered as carers.

5.2 Line Managers

• Read and support the Policy and supporting Guidelines
  
  
• Understand how to support employees who declare caring responsibilities
  
  
• Attend any relevant training
  
  
• Ensure they act in a manner which ensures employees feel confident they will not be treated any differently because they have caring responsibilities

5.3 Employees

• Read and support the Policy and supporting Guidelines
  
  
• Those with caring responsibilities complete the registration form
  
  
• Discuss their caring responsibilities with their line manager to ensure a full and shared understanding of the short
  medium and long term impacts on their working day
  
  
• Keep their line manager updated should their circumstances change

6.1 A right of appeal can be exercised against decisions to refuse support under this Policy,
and the process for this is detailed in the Carers Policy Guidelines.