Can I change my fostering support worker?

A change of fostering support worker is possible when the current arrangement is not providing suitable communication, guidance or professional support. The request should be handled through your fostering service, which will review the concerns, consider the effect on the placement and decide what arrangement is most appropriate.

Changing support worker does not usually mean that you have done anything wrong or that your approval to foster is at risk. Fostering depends on a professional working relationship built around openness, trust and constructive challenge. If that relationship has broken down, continuing without addressing the problem may make it harder to discuss concerns about a child, ask for help or take part fully in supervision.

There can be several reasons for requesting a change, including:

• communication that is consistently unclear, difficult or unreliable;
• concerns that your views are not being heard or properly considered;
• different expectations about supervision, recording, boundaries or decision-making;
• a loss of confidence in the worker’s understanding of your household or the child’s needs;
• conflict that has not been resolved through discussion; or
• a change in circumstances that means another worker would be better placed to support you.

A single disagreement does not necessarily mean that a new worker is required. Supervision can involve difficult conversations, including challenge about safeguarding, practice or the care provided. The important issue is whether concerns can be discussed respectfully and whether the professional relationship remains workable.

Start by explaining the problem to your support worker if you feel able to do so. Be specific about what has happened, how it has affected you or the household, and what you need to improve. For example, you might explain that agreed actions have not been followed up, that you need clearer advice about a particular issue, or that conversations have become unproductive. Keeping a factual note of relevant dates, discussions and outstanding issues can help everyone understand the pattern rather than relying on general impressions.

If you do not feel comfortable raising the matter directly, speak to the worker’s manager or another named contact within the fostering service. You can ask for your concern to be treated as a management issue and request an explanation of the review process. The service may arrange a meeting with you, the support worker and a manager, or may speak to each person separately before deciding what should happen.

Possible outcomes include:

• agreeing clearer expectations for communication and supervision;
• introducing additional management oversight or another professional into meetings;
• setting a review point to check whether the working relationship has improved;
• allocating a different support worker; or
• using the service’s formal complaints procedure if the concern involves serious conduct, safeguarding or a failure to follow required practice.

During the review, explain what support is needed in the meantime. This may include a temporary alternative contact for urgent concerns, a rearranged supervision meeting or clarification about who should be informed about decisions affecting a child. Do not wait for a change of worker before reporting a safeguarding concern, a child protection matter or an immediate risk. Use the established emergency or safeguarding contact provided by your fostering service.

The service should consider continuity for the child as well as your experience as a foster carer. A handover may be needed so that important information about the child, household routines, current risks, appointments, delegated responsibilities and agreed actions is not lost. You should be told what will happen with existing records and who will take responsibility for outstanding work. Information should continue to be handled confidentially and shared only with people who have a proper professional reason to receive it.

If you disagree with the decision not to change your worker, ask for the reasons to be explained and find out whether there is a further management or complaints route. Set out the practical impact of the decision rather than focusing only on personal differences. If the issue remains unresolved, follow the formal complaints process supplied by your fostering service. Complaints about safeguarding or professional conduct should be raised through the appropriate route without delay.

A new support worker cannot remove every challenge from fostering. You will still be expected to engage with supervision, keep appropriate records, follow safer-care arrangements and work with professionals involved in the child’s care. However, you should be able to raise concerns, receive relevant guidance and understand the decisions being made. If those foundations are missing, requesting a review of the support arrangement is a reasonable step.