Can foster carers work while providing a voluntary foster care placement?

Foster carers can sometimes continue working while providing a voluntary foster care placement, provided their employment arrangements allow them to meet the child’s day-to-day needs and the requirements of the fostering service. Work is considered as part of the fostering assessment and must be reviewed for each placement, rather than treated as a separate issue.

What is considered during the assessment?

The assessment looks at the nature of your job, working hours, travel, flexibility and likely changes to your routine. It also considers whether you can take a child to school, health appointments, contact meetings, training sessions and other activities. Your fostering service will need to understand who will care for the child when you are working and how you will respond if the child needs additional support.

Working from home does not automatically mean that you can supervise a child while working. Foster care involves active attention, availability and responsibility, and a child may need help, reassurance or supervision during your working day. The suitability of working from home will depend on the child’s age, needs, routine and the demands of your job.

Placements differ in the amount of flexibility they require

A voluntary placement may involve a child staying with you for a short period or for longer-term care. Some children may manage well with a planned routine, while others may need more direct supervision, support with regulation, help with school attendance or frequent appointments. A placement can also become more demanding if the child’s circumstances change.

For that reason, the fostering service will consider whether your work pattern is suitable for the particular placement being discussed. You may be able to work during one placement but need different arrangements for another. A placement should not proceed if employment commitments mean that the child’s needs cannot be met safely and consistently.

Planning care while you are at work

A clear plan should set out:

• who is responsible for the child during your working hours;
• where the child will be and how they will be supervised;
• how school runs, transport and appointments will be managed;
• what happens if your working day overruns or you need to travel;
• how you will respond to illness, distressed behaviour or an urgent change in circumstances; and
• which approved adults can provide support, where this has been agreed.

Informal help from relatives, friends or neighbours is not automatically an appropriate substitute for an agreed fostering arrangement. Anyone expected to have a regular caring role may need to be discussed with the fostering service, and checks or approval may be required depending on the arrangement.

Discussing fostering with your employer

Before applying or accepting a placement, consider whether your employer can support the practical demands of fostering. Relevant issues may include annual leave, shift changes, travel requirements, school holidays, attendance at meetings and the ability to deal with unexpected situations. You should also check your employment contract and any workplace policies that affect outside responsibilities or time away from work.

You do not necessarily need to leave employment, but you do need an arrangement that is realistic and sustainable. Some applicants reduce their hours, change shifts, work more flexibly or make use of support from another approved carer. Any arrangement must prioritise the child’s welfare and comply with the fostering service’s requirements.

Support and review during the placement

Foster carers are not expected to make work and care arrangements without guidance. The supervising social worker and wider fostering team can help consider whether the plan is workable, identify pressures and review arrangements after the placement begins. You should raise concerns promptly if your job changes, your travel increases, your support arrangements stop working or the child’s needs become greater than expected.

Training, supervision, meetings and record-keeping are also part of fostering. These responsibilities need to fit around employment and should be included in your planning. Keeping accurate records about important events, appointments, incidents and communication helps the team understand how the placement is progressing and what support may be needed.

Questions to ask before accepting a placement

• What care and supervision is likely to be needed during my working hours?
• Will the child attend school or another setting, and who will manage transport?
• How often might appointments, contact arrangements or meetings take place?
• What support is available if the child cannot attend school or becomes unwell?
• Would my current employment pattern be suitable for this child?
• What changes would I need to make if the placement became more demanding?

The final decision should be based on the specific child, the proposed care plan, your employment circumstances and the support available in your household. Being open about your work from the beginning allows the fostering service to assess the arrangement properly and identify placements that can be managed safely and consistently.