Do foster carers need to take time off work for training?

Foster carers are expected to complete the training required by their fostering provider, but there is no universal rule that they must take unpaid leave from work for every session. Whether you need time away from your job depends on the course timetable, the way sessions are delivered, your employer’s flexibility and the requirements of your assessment or fostering placement.

Initial training normally takes place before approval, so you can discuss the expected commitment before deciding whether to apply. It may include preparation for caring for children who have experienced separation, loss or trauma; safeguarding; safer caring; health and first aid; recording information; working with birth families; and the responsibilities of fostering. Your provider should explain which sessions are compulsory and how attendance is recorded.

Training can be arranged in different ways. Depending on the provider and the course, sessions may be held:

• on set dates during the day;
• in the evening or at weekends;
• online, in person or through a combination of formats; or
• as self-directed learning alongside scheduled sessions.

Do not assume that every part can be completed at a convenient time. Some activities depend on group discussion, participation or interaction with trainers, meaning you may need to attend at a specified time. Ask for a timetable and clarify whether any missed session must be repeated before your assessment can progress.

After approval, training continues. Foster carers usually need to keep their knowledge and skills up to date and complete development activities identified by their provider. Some training will be planned in advance, while other learning may relate to a child’s particular needs, such as communication, behaviour, health or education. If you are working, these requirements should be considered alongside your employment pattern and the needs of any child placed with you.

There is generally no automatic statutory entitlement to paid time off for routine fostering training. Time away from work may instead need to be agreed through your employment arrangements. Possible options include:

• using annual leave;
• requesting unpaid leave;
• asking to alter your start and finish times;
• swapping shifts where your employer permits this;
• using study or professional development leave if your contract or workplace policy allows it; or
• completing an approved online element outside your normal working hours.

Training for fostering is not normally the same as taking time off to deal with an emergency involving a dependant. Do not rely on dependant leave for planned course attendance without checking your employer’s policy. Your contract may also set out rules about annual leave, unpaid leave, flexible working or outside commitments.

It is sensible to raise fostering with your employer before committing to dates. You do not necessarily need to disclose every personal detail, but practical discussions about predictable training commitments can help you understand what your workplace can accommodate. Check whether requests must be made by a particular deadline and keep written confirmation of any agreed changes.

Your fostering provider should also know about your working pattern. This helps the assessing team consider whether the proposed arrangements are realistic and whether you can attend training, meetings, reviews and other required activities. Working does not automatically prevent you from fostering, but the assessment will look at how employment, travel, household responsibilities and fostering duties would fit together.

If you work shifts, travel frequently or have limited control over your hours, provide the provider with an accurate pattern rather than assuming the difficulty will resolve later. You may be able to plan some learning in advance, but child-related training or meetings may sometimes need to take priority. The right arrangement will depend on the needs of the child and the expectations set by the fostering service.

Ask the provider these questions before you apply or accept a training date:

• Which sessions are compulsory for approval?
• Which parts can be completed online or independently?
• How much notice is normally given for training dates?
• What happens if work prevents attendance?
• Will missed learning need to be repeated?
• Are there expenses associated with attending, and who is responsible for them?
• What ongoing training will be expected after approval?
• What support is available if you need an adjustment because of a disability, health condition, caring responsibility or learning need?

Discussing these points early gives you a clearer picture of the time commitment and avoids treating training as an afterthought. The key issue is not whether you can be away from work for every session, but whether you can make reliable arrangements to complete required learning while meeting your employment responsibilities and providing consistent care.