Can I continue working during my first foster placement?

Continuing in employment while fostering is often possible, but your working arrangements must be compatible with the responsibilities of the placement. During the assessment, your fostering service will consider your availability, the child’s likely needs, your household arrangements and the demands of your job before deciding whether a proposed placement is suitable.

The type of placement makes a significant difference. Some children may have established school routines and need support before and after school, while others may require more supervision, transport, contact arrangements or help attending appointments. A child arriving in an emergency may also need more time and attention while they settle. Your fostering service should discuss these factors with you before you agree to take a placement.

Consider how your working pattern would fit around:

• school drop-offs, collections and attendance at school meetings;
• training, reviews, health appointments and other professional meetings;
• contact between the child and their birth family, where this forms part of the care plan;
• the child’s emotional and practical support after school and during school holidays;
• unexpected changes, such as illness, cancelled transport or a difficult day at school; and
• your responsibilities to other children or adults in your household.

Some foster carers work from home, work part-time, use flexible hours or have an employer who can accommodate appointments and school commitments. Others continue in full-time employment where the placement and household support make this workable. Working remotely does not automatically mean you can supervise a child while carrying out your job: you must be able to give appropriate attention and meet any supervision requirements set for that child.

Your fostering service may also need to understand whether your employer requires fixed hours, travel, overnight stays or regular work away from home. If your job involves unpredictable shifts or lengthy travel, discuss how care would be managed rather than assuming that a general childcare arrangement will be sufficient. Foster children may have specific restrictions on who can provide care, so ordinary babysitting or informal childcare may not always be appropriate.

It is sensible to speak with your employer before your first placement, while protecting the child’s confidentiality. You could explore whether your employment allows annual leave, adjusted hours, job sharing, compressed hours or another temporary arrangement. Do not share personal information about the child unless you have been advised that disclosure is necessary and appropriate. Your fostering service can help you identify the practical information your employer needs.

Time away from work may be needed for your assessment, preparation training and ongoing training, as well as for meetings once a child is placed. Foster carers are expected to take part in training and contribute to reviews and planning, so these commitments should be included when you work out whether your employment pattern is realistic.

If you foster as part of a couple, you may be able to share some responsibilities, but both carers still need to understand the placement plan and be available to support the child. You should agree in advance who will manage school routines, appointments and contact arrangements, and what will happen if the working carer is delayed or unavailable. A wider support network can be useful, but it does not replace the responsibilities agreed with the fostering service.

Before accepting a placement, ask for clear information about the expected routines, supervision, transport, contact and appointments. Then compare these requirements with your working hours and any backup arrangements. If your circumstances change after the placement begins, tell your fostering service promptly so that the plan can be reviewed safely and realistically.