Are foster parent training hours paid or unpaid?

There is no UK-wide rule requiring fostering services to pay an hourly rate for training. In practice, pre-approval training is normally part of the assessment process rather than paid employment, so attending a session does not usually create an entitlement to wages.

Why training is usually unpaid

Fostering training is designed to prepare applicants for the responsibilities of caring for a child, assess their understanding and identify any support they may need. It is therefore treated as part of applying to foster, rather than as work carried out for a fostering service. Completing the training does not, by itself, make an applicant an employee or worker.

This distinction is important because fostering is not the same as taking a paid course or applying for a job. The training may form part of the wider assessment, alongside checks, references, health information, home visits and discussions about the applicant’s circumstances.

What happens after approval?

Approved foster carers continue to undertake learning and development. This may include induction, mandatory subjects, training connected with a child’s needs and ongoing development required by the fostering service. These activities support safe and informed care, but they do not usually mean that the carer is paid separately for each training hour.

Fostering payments are generally linked to the placement and the fostering service’s allowance or fee arrangements, rather than calculated as wages for attending training. The exact structure varies between services, so applicants should ask for a clear explanation of how allowances, fees and training-related arrangements operate before applying.

Can expenses be covered?

Although the hours themselves are generally unpaid, a fostering service may have arrangements for reasonable training-related expenses. Depending on its policy, this could include agreed travel costs, learning materials or other costs connected with attending an approved session. This is not automatic, and applicants should confirm:

• whether travel or other expenses can be claimed;
• which costs are eligible;
• whether receipts or prior approval are required;
• how and when claims should be submitted; and
• whether online attendance changes the expenses process.

What if training affects work or childcare?

Applicants are responsible for considering how attendance will fit around employment, caring responsibilities and household commitments. Some people may need to discuss time away from work with their employer, arrange childcare or plan travel. A fostering service should explain the expected commitment and the format of its training so that applicants can make informed arrangements.

If attending training would create a financial difficulty, raise this early with the fostering service. It may be able to explain available support, discuss practical arrangements or clarify whether another approved session or format is suitable. Any support should be confirmed directly rather than assumed.

Questions to ask before starting

• Is the training compulsory at this stage of the application?
• Is attendance recorded as part of the assessment?
• Are any expenses reimbursed, and what evidence is needed?
• What training will be required after approval?
• How do ongoing training commitments relate to fostering allowances or fees?

The safest approach is to treat foster parent training hours as an essential part of preparation, not as paid working time, while checking the individual fostering service’s written policy for expenses and any other practical support.