1. Sue Yeandle, CIRCLE Centre for International Research on Care, Labour & Equalities University of Leeds, UK Carers and Work-Care Reconciliation: International Conference, 13 August 2013 SUPPORTING CARERS IN EMPLOYMENT IN ENGLAND: ALIGNING THE INTERESTS OF EMPLOYERS, POLICYMAKERS AND CARERS’ ORGANISATIONS

2. Overview  Key developments in England  Support for carers in the workforce  Developments in services and support for carers  What’s in it for employers?  Rationale and positioning of Employers for Carers  Why work-care reconciliation is of interest to policymakers  The role, influence and purposes of carers’ organisations in England

3. Policy context: strategic ambitions for carers in England 3  The 2008 National Carers’ Strategy set out an aim that by 2018, carers will be:  Respected as expert care partners and will have access to the integrated and personalised services they need to support them in their caring role  Able to have a life of their own alongside their caring role  Supported so that they are not forced into financial hardship by their caring role  Supported to stay mentally and physically well and treated with dignity Also a strong emphasis on supporting ‘carers in employment’, which the Coalition Government has reinforced in 2010

4. Policy arrangements for working carers  England has 5.4m carers (in a total population of 53m people)  4m carers (74.9%) are aged 18-64; an estd. 70% are people in paid work  About half of these 4m are people aged 50-64 - 793,000 men and 1,134,000 women  Services / support for carers shaped by 3 National Carers Strategies  In 1999 (Labour), 2008 (Labour), 2010 (Coalition)  The strategies had a growing focus on work / care reconciliation  In 2010/11, 99,735 carers aged 18-64 (2.5% of the 4m) received LA ‘carer specific’ services following a LA assessment of their needs  Carers’ Allowance, a social security benefit first established in 1975, is currently paid to 512,000 people aged 18-64 (about 13% of WA carers)  CA moderates the financial impact of caring but is low, only £59.75pw (€69)  It mainly supports people who drop out of/have previously been in the LF  It can, in effect, only be combined with low paid, short-hours working (Sources: Census, 2001, 2011; DWP, 2012)

5. Legislation relevant to carers and work-care reconciliation, England 5  Carers (Recognition and Services) Act 1995 Introduced the concept of a LA Carer’s Assessment  Employment Relations Act 1999 Employees to have ‘reasonable time off’ to deal with emergencies  Carers and Disabled Children Act 2000 Enabled LAs to give direct payments to carers for their own services  Employment Act 2002 Right to request flexible working for parents of disabled children  Carers (Equal Opportunities) Act 2004 Duty on LAs to consider carers’ desire to work in Carer’s Assessments  Work and Families Act 2006 Extended right to request FW to other carers of sick and disabled people  Children and Families Bill 2013 (in progress) Will extend R t R F W to all employees with 6 months’ service  Care Bill 2013 (in progress) Will place duty on LA to meet needs of some carers after assessment

6. The Employers for Carers approach EfC is an employer-led & funded body, supported by Carers UK  To provide practical advice and support for employers seeking to develop carer-friendly policy and practice and retain skilled workers  To identify and promote the business benefits of supporting carers in the workplace  To influence employment policy and practice to create a culture which supports carers in and into work  To work with government to deliver the commitments promised in the National Strategy for Carers launched in June 2008 (DH 2008) and ‘refreshed’ by the Coalition Government (DH 2010) in November 2010  Work with overseas organisations to achieve similar aims

7. Five reasons why EfC employers advocate support for working carers  The demographic drivers  Population and workforce ageing  The business case for employers  Retention of investments in human capital  Reduction of wasteful employment costs  Productivity and performance gains  Support at work mitigates negative health impacts on carers / increases staff resilience, productivity and performance  The business case for the wider economy  Effect on earnings, tax, NI and welfare costs of enabling carers to work  The business case for society  Focuses on risks / benefits – carers save the H&SC economy more than the cost of the NHS; support for care /family life is critical for productivity/social cohesion

8. How employees benefit  Enhanced self-esteem, loyalty, responsibility and autonomy  A better atmosphere at work  More effective communication  Reciprocity – ‘we all work better when we are here’  Peace of mind, happier at home and at work  Productivity gains  Cost savings – recruitment, systems accommodation  Customer satisfaction goes up  More creativity and energy in the workforce  Reduced sick leave  Lower staff turnover  A trust-based relationship ‘worth its weight in gold’ How businesses benefit Source: Who Cares Wins: the social and business benefits of supporting carers (2006), Yeandle et al, London: Carers UK Outcomes from supporting carers at work

9. How EfC seeks to influence public policy EfC Leadership Group  ‘ Committed’ to working with Government to inform policy and influence practice, ‘bringing the employer voice to public debate’  Agreed a Memorandum of Understanding with HM Government, March 2010: unique mechanism for engagement  Business Case for Supporting Carers in, and into, Employment, Annexe to the National Carers Strategy 2010  Responded to Government’s Modern Workplaces consultation, August 2011  Works with Government to explore new models for care services  Co-led the Ministerial ‘Task & Finish’ Group on Carers in Employment - publication of its report expected 30 August 2013

10. Why work-care reconciliation is of interest to policymakers  Sustainability of key systems is at risk at local, national, international levels:  Health & social care arrangements under strain, pressures to manage costs  Employment and business interests are also at stake  Threats to pensions funding and rising welfare costs are also in play  Aging in place has become ‘received wisdom’ & a cost-containment priority  Home care / community services rely heavily on carers’ input  Most older and disabled people want to be supported to live independently  Involvement of ‘independent’ sector providers in care  Has irrevocably changed the commissioning / planning / delivery context  Developments in policy on carers  Work-care reconciliation measures widely advocated / have political support  Carers’ organisations have set agenda/ sustaining carers viewed as cost-effective  Cash-for-care and private purchase arrangements  Are attractive as they promise consumer choice, job creation and cost-sharing 10

11. The role, influence and purposes of carers’ organisations in England 11  Influence / experience extends over almost 50 yrs  Emphasis given to strategic, national level  Innovative carers’ services have pushed for local change  Non-partisan approach to party politics sustained, whilst maintaining regular lobbying of government and politicians  Partnerships with other players have strengthened impact:  Researchers and academics  Employers (and trade unions)  Journalists and broadcasters  Sister organisations overseas  Alliances built with aging, disability, condition-specific organisations  Agenda focused on clear messages and evidenced argument  Focus has been on: rights, services & support and on mainstreaming change; based on intelligence about who carers are and what they need and on challenging policymakers / employers to see care as a universal, desirable good which it’s in everyone’s interest to support.

12. Comments and discussion welcome Some key features of experience in England:  Longevity and clear aims of carers’ movement  Strategic ambitions/practices of carers’ organisations  Engagement with employers willing to lobby for change  Creation of a robust and detailed evidence base  Focus on the normality and ubiquity of caring  Links to related agendas Contact details: Sue Yeandle, CIRCLE, University of Leeds  Website www.leeds.ac.uk/sociology/research/circlewww.leeds.ac.uk/sociology/research/circle  Email s.m.yeandle@leeds.ac.uks.m.yeandle@leeds.ac.uk NEW BOOK: Combining Paid Work and Family Care: policies and experiences in international perspective T Kröger & S Yeandle (eds.), Bristol: The Policy Press (2013)