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Carers Managers Guide


Supporting staff that also care for someone when they are not at work, is important. It is important for line managers to understand how caring for someone can have an impact on a staff members’ health and wellbeing and to ensure appropriate support is put in place to maintain their health and wellbeing. This will also ensure staff, who are carers, can continue to work if they wish to do so.

There are many ways line managers can ensure a supportive working environment for carers and we recommend that you have a discussion with staff members to discuss the options. This does not necessarily require big changes within the workplace, it can be small adjustments which can make a big difference.

Identifying staff who are carers

To be able to identify staff, who have caring responsibilities outside of work, it is important to have a clear definition. The NHSGGC Special Leave policy defines Carer Leave as being required ‘where employees are responsible for caring for a family member, dependent or close friend’ and, as a result ‘work and home life can cause conflicting pressures.’

Many carers do not identify themselves as a carer, they may describe themselves as ‘looking after’ or ‘supporting’ someone. Many do not think about informing their line manager that they are a carer. Although the aim is a supportive working environment where carers feel comfortable informing their line manager that they are a carer, it is important to recognise that it is the staff member’s choice whether they disclose this.

Line managers might be aware of family circumstances that might suggest that the member of staff is also looking after or supporting someone. Think about opportunities when you could have a conversation with the staff member, for example at one to one meetings. If you require support on how to approach this conversation, please contact the Human Resources Support and Advice Unit.

Supporting Carers in the workplace

There is a range of support that line managers should be aware of when discussing an employee’s caring responsibilities with them.

Supportive NHSGGC Policies

As a line manager, you should familiarise yourself with the flexible working and special leave policies.

For further advice on HR policies, contact the Human Resources Support and Advice Unit.

Practical support

Supporting carers within the workplace is not always about changing working hours. There are practical and often small changes that can make a difference in the workplace. Here are some suggestions that might help:

  • Telephone access: providing private access to a telephone or allowing an employee to keep their mobile phone on in case they need to respond to an emergency. Staff are encouraged to provide work telephone numbers to dependents in some clinical areas where mobile phones are not permitted.
  • Health and Wellbeing Support: There are a lot of support services available for carers.  Managers should make themselves aware of what is available for staff. Posters and flyers promoting carer support services within the workplace, are available from the Public Health Resource Directory. Additionally, health and wellbeing information for NHSGGC staff is available on HR Connect. Occupational Health can provide support to staff if their own health is impacted.
Carer Support Services

There are dedicated support services across the Greater Glasgow and Clyde area and further afield. These services provide practical and emotional support for carers, they understand what it means to be a carer. The support these services provide can also help the person they look after.

Telephone: Carers Information Line 0141 353 6504 or to find your local service online.

You can also drop-in, call or email the Support & Information Service on the ground floor of the New Victoria and New Stobhill Hospitals and the Queen Elizabeth University Hospital.

Telephone: 0141 452 2387