What happens to my job during a foster placement?

Your job does not normally end when a child is placed with you. In practice, you may continue working, but the amount and pattern of work that is realistic will depend on the child’s needs, the placement plan, your household’s support arrangements and the flexibility of your employment.

These issues should be considered before approval and revisited when a particular child is being considered for placement. A fostering assessment looks at how your work affects your availability, who will care for the child when you are working, and whether the proposed arrangements provide sufficient consistency and supervision. You should give accurate information about your hours, travel, shifts, overnight duties and any periods when you may be difficult to contact.

Your employment is considered as part of the matching process. A placement should be discussed in relation to the child’s age, experiences, routines, education, appointments and level of support required. For example, a child who needs frequent appointments, help settling into a new school or close supervision may require more flexibility than a well-established older child. This does not mean you must leave work, but it may affect which placements are suitable and what arrangements need to be made.

Talk to your employer before a placement is agreed. You may need to discuss changes to start and finish times, remote working, temporary adjustments to duties, time off for appointments or a different shift pattern. Any agreement should be clear about what is expected, how long it will last and how changes will be handled if the child’s needs develop. Check your employment contract and relevant workplace policies, particularly those covering flexible working, family-related leave, caring responsibilities, confidentiality and absence.

Your employer will not manage the placement. However, your working arrangements may need to take account of fostering responsibilities. You should only share information about the child that you are permitted to share, and should follow guidance about confidentiality. If you are unsure what information can be discussed at work, ask your fostering supervising social worker before disclosing personal details.

Working hours are only one part of the arrangement. Consider the practical demands around your job, including:

• who will take the child to and from school or activities;
• who can attend meetings, health appointments and contact arrangements;
• how the child will be supervised if your working day changes unexpectedly;
• how you will manage training, supervision and other fostering commitments;
• how you will respond if the child is unwell, distressed or unable to attend school;
• what support is available from a partner, relatives or other approved carers; and
• how travel time and work-related overnight stays affect your availability.

Fostering responsibilities can include attending training, keeping records, contributing to reviews, communicating with professionals and helping the child maintain important relationships. These responsibilities should be fitted around employment where possible, but they cannot simply be ignored because you are at work. Your fostering service can explain the commitments associated with a proposed placement and help identify where your work pattern may create difficulties.

You may need time away from work. A child may have appointments, school meetings, introductions, contact sessions or review meetings that take place during working hours. There may also be occasions when you need to stay at home because the child is ill or requires additional support. Ask your employer what forms of leave or flexibility may apply, and make sure you understand whether time away will be paid, unpaid or taken as annual leave. Do not assume that fostering-related time off is covered by the same rules as parental leave or ordinary sickness absence.

It is also sensible to consider what would happen during the early days of a placement. Even when a placement is planned, routines may take time to establish. You may need greater flexibility at first for introductions, settling in, education arrangements and professional meetings. A contingency plan should identify who can help if you are delayed at work or cannot attend an arranged commitment. Any person providing regular care may need to be assessed or approved under the relevant fostering arrangements.

Review your position if circumstances change. A child’s needs may change, your employer may alter your hours, or you may move into a role involving more travel or responsibility. Raise these changes with your supervising social worker promptly. Continuing to work may remain possible, but the existing plan may need to be updated, additional support arranged or future placements considered more carefully.

Employment income and fostering payments are separate matters. Fostering allowances are intended to contribute towards the costs of caring for a child, while your wages remain governed by your employment. The amount and treatment of fostering payments can vary according to the fostering service and the placement, so obtain current financial and tax guidance before relying on them when considering a reduction in work.

Before accepting a placement, ask for a clear discussion covering your work pattern, the child’s anticipated needs, transport, appointments, training, emergency arrangements and available support. Become a Foster Family can provide guidance through the assessment and placement-planning stages, so you can understand what may be required before making decisions about your employment.