Do I need to give notice before transferring fostering agencies?

Giving notice is usually the formal first step in moving from one fostering agency to another. The precise requirement depends on your fostering agreement, the type of agency you are approved by and whether a child is currently placed with you, so check the written terms rather than relying on a standard timescale.

Your agreement should explain:

• how much notice you must give;
• whether notice must be in writing;
• who should receive the notice;
• when the notice period begins; and
• what happens to your approval, records, training and support during the transfer.

In practice, notice is normally sent to the agency’s registered manager or another person named in the agreement. Keep a copy of your letter or email and ask for written confirmation that it has been received. If the agency does not confirm the date, ask it to state when the notice period starts and the date on which your approval with that agency will end.

Before submitting notice, it is sensible to speak with the prospective new agency. It can explain its assessment and transfer process, identify documents it needs and help you understand how the move will be co-ordinated. You should not assume that contacting a new agency automatically ends your current approval; the formal notice and transfer arrangements still need to be completed.

If a child is living with you, the transfer cannot be treated as an administrative change only. The child’s placing authority, social worker and other relevant professionals will need to be involved in planning the move. The priority is continuity of care and avoiding unnecessary disruption. You will generally be expected to continue meeting the child’s needs and following your existing placement plan while the arrangements are being agreed. Do not end a placement or change care arrangements solely because you have given notice.

The agencies may need to agree how information is shared, including placement records, reviews, training history, safer-care documentation and details of the child’s current needs. You should provide consent where required and make sure you understand what information will be transferred. Confidential information about a child must be handled securely and only shared for an appropriate professional purpose.

Giving notice does not usually mean you stop receiving supervision or support immediately. Until the transfer is complete, your current agency remains responsible for the approval and placements it manages. Ask both agencies who your main contact is during the notice period, how supervision will continue and who should be contacted about an urgent placement concern.

If you are still being assessed rather than fully approved, the position may be different. Your agreement or application documents should indicate whether you can withdraw and how your records may be passed to another agency. Ask the new agency whether it can use information already gathered or whether further assessment work will be needed.

If the notice terms appear unclear, the agency refuses to acknowledge your notice, or you disagree about the proposed end date, raise the issue in writing with the registered manager. Keep records of conversations and correspondence. Where the disagreement affects a child’s placement or welfare, involve the child’s social worker or placing authority. You may also wish to obtain independent legal advice about your agreement and your rights.

A practical notice checklist is:

• Read your fostering agreement and any relevant agency policies.
• Ask the new agency to explain its transfer process before giving notice.
• Send written notice to the correct person and retain proof of delivery.
• Request confirmation of the notice start date and expected end date.
• Tell the relevant professionals if a child is placed with you.
• Agree how supervision, training, records and placement support will continue.
• Obtain written confirmation when the transfer and approval arrangements are complete.

The safest approach is to plan the notice period with both agencies and the child’s placing authority, rather than treating it as a simple change of employer. This gives everyone time to protect the child’s routine, transfer essential information and clarify your support throughout the move.