Q and A on the Retention Scheme
Check out the advice on our blog post here for more info on the Government Retention Scheme for employees affected by the COVID-19 coronavirus
Weekly DidsburyFM Virtual Meetups
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Praying
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Carers rights and the virus
Coronavirus guidance
Last updated: 20 March 2020 15:07
As the situation with coronavirus evolves, it’s important to know what support is available to you as a carer and those you look after.
If you are worried that you or someone you look after may be at risk, NHS 111 can offer direct guidance through their online coronavirus helpline. Call 111 if your (or their) symptoms become severe, and let them know you are a carer.
Getting help in Scotland, Wales or Northern Ireland
- Scotland: Check your symptoms online.
- Wales: Check your symptoms online.
- Northern Ireland: Call 111
We have answers to some frequently asked questions on this page. You may also be interested in reading the joint statement about the coronavirus (COVID-19) we have issued with Carers Trust.
Being prepared
If you feel that you may have to forego your care duties, look to put a contingency plan in place and, if you can, make cover arrangements with trusted neighbours, friends or family members.
Read our advice on creating a contingency plan. Here, we explain how many different sources of support can be used to bolster your plan. For example, you can: ensure key information is made readily available for professionals; draw on networks of community and family support; and explore what technology can be used to support someone you look after when you can’t be in the same place at the same time.
In this section, we also explain how getting a carer’s assessment could be the first step to gaining additional vital support if you need it. It’s your chance to discuss any help you need as a carer. And if you’ve already been assessed, it is always worth double checking that you are receiving everything you’re entitled to.
If you are in receipt of benefits, the Department for Work and Pensions have issued the following statement: ‘DWP have confirmed that ensuring that people continue to receive payments as normal will always be a key priority’.
It may be of some reassurance to know that councils/trusts have been advised to develop care and support plans to prioritise people who are at the highest risk. They have also been asked to contact all registered providers in their local area to make necessary plans.
You could check with the local authority – or health and social care trust in Northern Ireland – of those you care for to see whether they have an Emergency Plan in place. You can find their contact details here: https://www.gov.uk/find-local-council or use our support where you live directory. The local authority should also publish this plan on their website.
What else can I do?
If you’re concerned about someone you know being discharged from hospital earlier than expected, take a look at our tailored guidance on ‘Coming out of hospital’. Whether you need to take on caring responsibilities for the first time or need to resume your role as their carer, this will provide some tips on what to expect to help you feel more prepared.
It is a good idea to let your GP or medical professional know that you are a carer. See our guidelines on how you could go about this on our Let your GP know page.
Do I need to stay away from others?
Even if you are not showing symptoms, the government has advised people to stop non-essential contact with others and all unnecessary travel. Read the latest guidance.
If you or anyone you are living with has a high temperature or continuous cough, you should stay at home for 14 days. Use the 111 service if you can’t manage the symptoms at home or they don’t clear up after seven days.The NHS website has specific guidance on what action you should take and when, including tips on staying at home. Read their guidance.
How do I protect someone I care for?
In the first instance, it is advisable to protect yourself and others by following the hygiene and infection control guidelines illustrated on the BBC’s video and included under How to avoid catching or spreading coronavirus on the NHS website.
If you live with those you care for
If you think you’ve been in close contact with someone with confirmed coronavirus, take extra precaution around social distancing and check if you have symptoms using the coronavirus helpline symptom checker. If you haven’t already, start putting in place contingency measures to support the person you care for. Read our advice on creating a contingency plan. If you were planning to go away, see the NHS website’s latest advice for travellers. Also see our Coronavirus – further support page to check who is deemed at higher risk – and for the latest guidance on common concerns from carers.
If you do not live with those you care for
We suggest you keep in regular contact over the phone, through email or through video calls.
Families may want to think about spending time together in a different way – for example, by setting up a group chat or playing online games together. If online communication isn’t possible, never underestimate the value of a regular phone call to offer social contact and support.
If necessary, make plans for alternative face-to-face care for the person you care for, for example by calling on trusted neighbours, friends or family members. Read our advice on creating a contingency plan.
Care workers and other home help
If you have paid care workers, cleaners or other helpers coming into the home of the person you care for:
- Ensure that they are following stringent hygiene and infection control measures as set out by the NHS. If they are employed through an agency and you have any doubts, contact the agency to ask them about what protective measures they are taking.
- Talk to the person you care for about the hygiene and infection control measures they should expect someone coming into their home to follow. They should not be afraid to insist that these are followed.
- If possible, ensure soap is made readily available and towels are frequently changed.
- As well as following the steps above, if they are employed by an agency:
- speak to the agency about their contingency plans and how they plan to respond if any of their staff are affected
- and if the care worker or other helper shows symptoms of coronavirus, do inform the agency. They will need to carry out a risk assessment and take steps to protect staff, their families and other clients from the virus. The agency should work with you to ensure that the person you care for is also safe.
Guidance for working carers
If you’re juggling caring with work, you will no doubt be wondering what measures to take if affected by the coronavirus. We’ve put together some guidance to help:
What if I have to take time off?
If you have been advised to ‘self-isolate’ by NHS 111 or a medical professional, you must tell your employer as soon as possible. This does not need to be in writing. Your workplace’s usual sick leave and pay entitlements will apply. The government has promised that Statutory Sick Pay (SSP) will be given from day one of self-isolation. You should check your contract of employment to see if your employer offers contractual sick pay on top. You may also be asked to certify your absence.
By law, for the first seven days of sickness, you are not required to provide medical evidence to your employer. However after seven days, it is at the discretion of your employer to decide what evidence, if any, they need from you. Due to the unusual nature of the situation, the government has strongly advised that employers use their discretion. For workers that are ineligible for SSP, support will be available through Universal Credit and contributory Employment and Support Allowance.
Can I work flexibly?
The government has now advised that people should start working from home where they possibly can. As a carer, you have the statutory right to request flexible working.
Requesting flexible working
Flexible working could help you to balance your work and caring responsibilities.
This information applies to people living in England, Wales, Scotland & Northern Ireland.
Some employers provide better rights to flexible working than the basic rights outlined in this guidance so it’s a good idea to check your contract of employment, staff handbook, HR policies or letter of appointment, as it may provide you with better entitlement.
Note: For a summary of the statutory rights in work which may be of interest to you as a carer, download our factsheet ‘Your rights in work’.
Examples of flexible working
- flexi-time – employees may be required to work within set times but outside of these ‘core hours’ have some flexibility in how they work their hours
- home working or teleworking – teleworking is where employees spend part or all of their working week away from the workplace and homeworking is just one of the types of teleworking
- job sharing – usually two employees share the work normally done by one person
- part-time working – employees might work shorter days or fewer days in a week
- term-time working – employees don’t work during school holidays and either take paid or unpaid leave or their salary is calculated pro-rata over the whole year
- staggered hours – employees have various starting and finishing times meaning that goods and services are available outside traditional working hours
- compressed hours – employees work their total hours over fewer working days e.g. a ten day fortnight is compressed into a nine day fortnight
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When can I make a request?
You can make a request at any time as long as you have been employed continuously for 26 weeks. It is best to make the request as soon as possible – your employer has up to three months to make a decision.
The law gives you the right to make one application a year for flexible working, so it is important that you put forward the best case you can. However, your employer may be sympathetic if you find your circumstances have changed and you need to make a further application.
The request for flexible working must be made in writing and include:
- the date of the request
- an outline of the working pattern you would like
- an explanation of the effect, if any, you think the proposed change might have on your job and how you think this could be dealt with
- the date on which you would like the proposed change to start
- a statement that it is a flexible working request
- whether you have made any previous requests, and if so the date of those requests
You are not required to give reasons why you are making the request, but it may help your application if you give as much information as possible. Nor do you have to provide proof of your circumstances, ie that you are a carer, but again the more details you can give the better your chances of success may be.
The AcasCode of Practice recommends that an employee should be allowed to be accompanied to meetings to discuss flexible working requests.
It is worth thinking about whether a trial period might help. This gives both you and your employer an opportunity – without commitment and a permanent change to your contact – to test out the suggested working pattern to see what impact it has on both you and the organisation.
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Can my employer refuse my request?
Your employer can treat your request as withdrawn if you fail to attend two consecutive meetings, without good reason, to discuss the request for flexible working.
Your employer must inform you of their decision to withdraw your application. It’s therefore important that you inform your employer as soon as possible if and why you are not able to attend the meeting.
What can I do if my employer refuses my request?
Your employer has a duty to deal with your request as soon as possible, within a reasonable time, in a reasonable manner, and must give careful consideration to your request. Your employer can only refuse your request if they have good business reasons for it and this should be explained in writing, including relevant and accurate facts.
Your employer must consider and make a decision on your request within three months of receiving it from you, unless you agree to an extension.
The business reasons for refusing a request are:
- burden of additional costs
- inability to reorganise work amongst existing staff
- inability to recruit additional staff
- detrimental impact on quality or performance
- detrimental effect on ability to meet customer demand
- insufficiency of work during the periods the employee proposes to work
- planned structural changes
You have the right to request flexible working if you are an employee with 26 weeks (six months) continuous employment at the time you make an application.
Check with your employer how they can support you with this.
What if I need to take time off to help someone else?
As an employee, you also have a statutory right to take a ‘reasonable’ amount of time off from work to see to an emergency or unforeseen matter involving your partner, child, parent, grandchild, or someone who relies on you for care. There is no fixed amount of time you can take off. The time off is unpaid unless your employer is willing to give paid time off as a contractual right. Also check your work policy on care leave. See our work and career pages for further guidance.