Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, whether (a) his Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Karin Smyth - Minister of State (Department of Health and Social Care)

The Department is keen to encourage employees to become foster carers, and to support those already providing foster care or care for their family and friends by providing time off where necessary. Fostering related leave, which forms part of our special leave provision, can be planned or unplanned, and may be paid or unpaid, and our current provision is as follows:

• leave during an assessment for approval, specifically discretionary special paid leave for up to five days in a 12-month period, which can be taken in whole or half days;
• additional leave during the approval process or when child is in placement, comprising of an additional five days of paid or unpaid leave in a 12-month period at a line manager’s discretion, for example, for meetings, training, unforeseen emergencies relating to their fostering role, and to accommodate an emergency placement, among other reasons; and
• additional leave at the start of a planned permanent placement, which is additional discretionary special paid leave for up to 10 days in a 12-month period. If both parents are employed, one parent would receive up to 10 days and the other up to five days.

In addition, foster carers are also entitled to the same statutory and departmental dependents and carers related leave provisions as for all other employees with caring responsibilities. These being:

• three days of paid emergency carers leave over a rolling one-year period, with discretion to allow paid leave up to a maximum of five days;
• emergency leave for dependants that provides one day of special leave to allow an employee to attend hospital when a dependant is admitted to accident and emergency;
• the statutory right to take up to a week’s unpaid leave in any 12-month period to provide or arrange care for a dependant with a long-term care need, with the leave being able to be taken in half days, full days, or as consecutive days;
• paid bereavement leave of up to five days, which can be granted to an employee following the death of a dependent, although there is a limit of five days for this type of leave, there is discretion to exceed this limit where circumstances are particularly traumatic, for example the death of a child; and
• a carer’s passport, to enable a carer and their manager to document the flexibilities needed to support the carer in combining caring and work.

All employees, regardless of caring responsibilities, are entitled to the same flexible working provisions. While flexible working is discretionary and isn't an automatic right, such arrangements provide employees with some degree of flexibility over how, where, and when they work. Some frequently used arrangements are outlined below, although this list is not exhaustive:

• part-time, for those contracted to work fewer hours than standard full-time hours;
• compressed hours, which are standard working hours covered in fewer working days;
• job sharing, an arrangement where a job is split between two;
• part-year or term time working, where employees work fewer than 365 days per year and have contractual periods of attendance and non-attendance, for example, a set period of non-attendance for school holidays; and
• flexi-time system, which allows employees using the Department's flexi-time system to vary their start and finish times, vary the time and length of their lunch break, and take time off.

Foster carers working at the Human Fertilisation and Embryology Authority and the Food Standards Agency have access to flexible working arrangements, paid time off, and additional support for training and settling a new child into their home.

All employees at NHS England, the NHS Business Services Authority, the Health Research Authority, the Care Quality Commission, the Health Services Safety Investigations Body, NHS Resolution, the Medicine and Healthcare Products Regulatory Agency, and the UK Health and Security Agency have access to flexible working. These arm’s length bodies have no specific provisions for foster carers, but rather access to general carers and special leave policies.

The National Institute for Health and Care Excellent, the Health Services Safety Investigations Body, NHS Resolutions, the Medicine and Healthcare Products Regulatory Agency, and the UK Health and Security Agency work with foster carers on a case-by-case basis to accommodate reasonable requests. The Human Tissue Authority does not have any specific provisions for foster carers.

Question to the Ministry of Defence:

To ask the Secretary of State for Defence, whether (a) his Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Al Carns - Parliamentary Under-Secretary (Ministry of Defence) (Minister for Veterans)

The Ministry of Defence (MOD) Main Top Level Budget areas offer flexible working to all employees (role permitting), and legislation provides a day-one right to submit a request for flexible working.

Foster Carer’s Leave is available, including up to five days Special Paid Leave (SPL) during assessment for approval as a foster carer; up to five days SPL during the approval process or when the child is in placement, and up to 10 days SPL at the start of a planned permanent placement. If both parents are employed by the MOD, then one can receive 10 days and other a maximum of five days.

Other support (beyond flexible working and Foster’s Carer’s Leave) available to foster carers comes in the form of family leave, other categories of special leave and pastoral provision, such as from line-management, networks and the Employee Assistance Programme.

Paid time off for training and developmental activity is available when it is undertaken in the course of benefiting a MOD role.

For those Arm’s Length Bodies that employ public servants, responsibility for their human resources policies is delegated to the organisation and it has not been possible to confirm each organisation’s policy regarding foster carers in the time available for a Parliamentary Question.

Question to the Department for Energy Security & Net Zero:

To ask the Secretary of State for Energy Security and Net Zero, whether (a) his Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Michael Shanks - Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)

The Department for Energy Security and Net Zero (DESNZ) does offer our employees who are foster carers flexible working but not paid time off for training or settling a new child into their home. The Department provides a strong offer to all staff with respect to annual leave and hybrid working, as well as flexibility around taking unpaid time off, along with employee wellbeing support through the 24/7 service of our Employee Assistance Programme.

DESNZ public bodies similarly exercise a range of flexible working policies that can support staff with caring and other responsibilities.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether (a) her Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)

All employees of DWP, including foster carers, have access to flexi time and can exercise their legal right to request other kinds of flexible working. Specific provision exists for foster carers to have paid time off for their initial assessment, training or attendance at formal meetings. Once approved as a foster carer, specific provision also exists for paid time off to deal with emergencies and for ongoing training and further formal meetings. In addition, any foster carer may apply for time off under provisions that are not restricted to foster care, such as paid compassionate leave. Other support provided for all employees is available for foster carers to use, such as professional advice and counselling from our employee assistance service.

For Arms-Length Bodies in scope there are different mechanisms in place for supporting their employees. These details are provided below:

• The Pensions Regulator (TPR) ‘s adoption policy allows those members of staff who are fostering with the intention to adopt to get paid time off for settling a new child into their home as well as for five introductory adoption meetings. Those who are fostering without the intention to adopt have the statutory right to apply for flexible working along with all employees. While TPR does not offer specific training or support for those members of staff who are foster carers, their Employee Assistance Programme offers general support to them as they go through the process and beyond.

• The Money and Pensions Service (MaPS) does not currently have a specific Foster Policy, but all employees can request flexible working arrangements and take carers or dependency leave as outlined in its Flexible Working and Family Leave policies. While MaPS' policies align with statutory provision, it prioritises and expedites requests to ensure timely support for colleagues who receive requests for placements at very short notice. It is committed to supporting colleagues through options like paid leave, special paid leave, or unpaid leave, as agreed with line managers.

• The Health and Safety Executive (HSE) does not have a specific policy that covers employees who are foster carers. All their employees can apply for flexible working, and they offer hybrid working. HSE advises line managers of employees who are foster carers, to look sympathetically at any request for paid time off using our special leave policy.

• The Pensions Ombudsman have not been advised by any current employees that they are foster carers. They do not have an explicit reference in their policies regarding special leave as it relates to foster care but do have good mechanisms to demonstrate flexibility around dependents and care needs.

Question to the Foreign, Commonwealth & Development Office:

To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, whether (a) his Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Catherine West - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)

Employees have a statutory right to request flexible working which applies from the first day of employment. Employees can make two statutory requests for flexible working in any 12-month period. This will include requests to support employees who undertake foster caring outside of their employment. In addition, foster carers may apply for flexible working when settling a new child into their home. Foster carers can also receive an additional 5 days of paid or unpaid leave in a 12-month period at the discretion of their line manager. This leave can be used for meetings, training, unforeseen emergencies related to their fostering role, or to accommodate emergency placement. At the start of a planned permanent placement, foster carers can receive up to 10 days of discretionary special paid leave in a 12-month period. If both parents are employed, one parent would receive up to 10 days and the other up to 5 days. Foster carers are also eligible to claim pre-school and school-age child support for childcare. These provisions are designed to support foster carers in balancing their professional responsibilities with their fostering duties. Employees also have a statutory right to take unpaid time off work to deal with an emergency involving a dependant.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether (a) his Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Department for Business and Trade allows foster carers to take paid special leave for both training and to settle a new foster child into their home. Employees also have the statutory right to request flexible working which applies from the first day of employment.

DBT has an Employee Assistance Programme which provides impartial and confidential advice, counselling and online resources for all employees. The department also has dedicated parents’ network who provide advice and support to working parents.

Arms length bodies have their own individual policies and procedures relating to foster carers.

Question to the Department for Transport:

To ask the Secretary of State for Transport, whether (a) her Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Mike Kane - Parliamentary Under-Secretary (Department for Transport)

The Department for Transport does not have a specific policy to support foster carers (except where staff are fostering to adopt and may be eligible for adoption leave). It has policies to support carers, including parental leave, paid and unpaid special leave, and flexible working, which will support employees who are fostering children. This applies to the department and executive agencies.

East West Rail, High Speed Rail 2, and London and Continental Rail (which are Arms Length Bodies sponsored by DfT) have policies specifically allowing paid leave for settling fostered children. Other Arms Length Bodies apply policies to support carers in a similar way to DfT.

Question to the Department for Digital, Culture, Media & Sport:

To ask the Secretary of State for Culture, Media and Sport, whether (a) her Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Stephanie Peacock - Parliamentary Under Secretary of State (Department for Culture, Media and Sport)

The Department for Culture, Media and Sport has a number of policies which support employees who are foster carers and, subject to line manager approval, include:

• A dedicated fostering employee policy where employees may be granted 5 days paid leave and up to 15 days unpaid leave. This overall entitlement can be taken as followed:

• Up to 5 days paid leave during assessment for approval processes;

• Up to 5 days unpaid leave during the approval process or when a child is in placement (including training and settling in);

• Up to 10 days unpaid leave at the start of a planned permanent placement.

• Note: staff who are fostering to adopt also have a statutory right to request up to 5 days paid special leave to attend pre-adoption appointments.

• Flexible Working arrangements, such as flexi-time or compressed hours. All employees have a statutory right to request flexible working which applies from the first day of employment. Employees have a statutory right to make two flexible working requests in a 12 month period.

• Unpaid and/or paid special leave, including 5 days paid leave for both a domestic emergency and for emergency dependent leave.

Our arm’s length bodies are independent employers and are responsible for implementing their own internal employee policies for foster carers, in addition to the statutory right for employees who meet qualifying criteria to request flexible working arrangements and emergency leave related to a dependent.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, whether the Prime Minister's Office offers employees who are foster carers (a) flexible working, (b) paid time off for (i) training and (ii) settling a new child into their home and (c) other support.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

Foster carers provide an incredibly important role and the Government is keen to support any employees providing foster care. Employees have a statutory right to request flexible working which applies from the first day of employment. Employees can make two statutory requests for flexible working in any 12-month period. This will include requests to support employees who undertake foster caring outside of their employment. In addition, foster carers may apply for flexible working when settling a new child into their home.

Question to the Department for Science, Innovation & Technology:

To ask the Secretary of State for Science, Innovation and Technology, whether (a) his Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Feryal Clark - Parliamentary Under Secretary of State (Department for Science, Innovation and Technology)

There is no central cross-government wide policy for foster care leave.

The Department for Science, Innovation and Technology (DSIT) does offer employees who are foster carers flexible working, but not paid time off for training or settling a new child into their home. My Department provides a strong offer to all staff with respect to annual leave and hybrid working, as well as flexibility around taking unpaid time off, along with employee wellbeing support through the 24/7 service of our Employee Assistance Programme.

DSIT public bodies similarly exercise a range of flexible working policies that can support staff with caring and other responsibilities.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, whether (a) her Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Sarah Sackman - Minister of State (Ministry of Justice)

Employees have a statutory right to request flexible working which applies from the first day of employment. Employees can make two statutory requests for flexible working in any 12-month period. This will include requests to support employees who undertake foster caring outside of their employment. In addition, foster carers may apply for flexible working when settling a new child into their home.

We do not have a policy which explicitly covers paid time off for foster carers for (A) training and/or (B) settling a new child into their home. Employees are able to take annual and flexi leave as required and request flexible working.

In the Ministry of Justice, special leave may be granted to foster carers who need time off work to attend to their caring responsibilities. It may be planned or unplanned, and paid or unpaid. Employees may request special leave for several reasons including:

• to undertake an assessment process to gain approval that they are suitable to foster;

• to take time off when the child is first placed with them settle the child ensure appropriate childcare arrangements can be put in place to allow the employee to continue to work; and

• to take emergency leave to care for dependants.

At the discretion of a manager, special leave without pay may be granted for other personal reasons not mentioned above.

Question to the Department for Environment, Food and Rural Affairs:

To ask the Secretary of State for Environment, Food and Rural Affairs, whether (a) his Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Daniel Zeichner - Minister of State (Department for Environment, Food and Rural Affairs)

Employees have a statutory right to request flexible working which applies from the first day of employment. Employees can make two statutory requests for flexible working in any 12-month period. This will include requests to support employees who undertake foster caring outside of their employment. In addition, foster carers may apply for flexible working when settling a new child into their home.

We do not have a policy which explicitly covers paid time off for foster carers for (A) training and/or (B) settling a new child into their home. Employees are able to take annual and flexi leave (if eligible) as required and request flexible working. In addition to the statutory right to reasonable unpaid time off work to deal with an emergency involving a dependant, and the statutory right to 5 days unpaid leave for those with caring responsibilities, the Department and its arm’s length bodies offer

• an additional 5 days’ off as paid leave for carers (with the exception of the Environment Agency)
• an additional 5 days’ off as paid leave for those with dependents

If the fostering arrangement leads to Adoption (Fostering to Adopt), both Adoption Leave and Parental Leave may be applied for.

Other Support

Parental Network: Defra’s Parental Network is a staff-led, informal group. It provides support and information for want-to-be, soon-to-be and current parents, as well as line managers or those supporting parents as part of their role.

Carers Network: The Defra Carers’ Network is a staff-led group providing support for carers who work at Defra. A carer is anyone who cares for a friend or family member who, because of an illness, a disability, a mental health problem, or an addiction, cannot cope without their support.

Question to the Department for Education:

To ask the Secretary of State for Education, whether (a) her Department and (b) each of its arms length bodies offers employees who are foster carers (i) flexible working, (ii) paid time off for (A) training and (B) settling a new child into their home and (iii) other support.

Answered by Janet Daby - Parliamentary Under-Secretary (Department for Education)

Employees at the department have a statutory right to request flexible working which applies from the first day of employment. Employees can make two statutory requests for flexible working in any 12-month period and this will include requests to support employees who undertake foster caring.

The department also provides employees who are foster carers with time off, paid and unpaid, for a variety of reasons relating to their fostering role, including to settle a child into their home or for training. This is in addition to any statutory right to time off to care for family and dependants.

Other support available within the department includes access to an Employee Assistance Programme, staff networks, the ability to request flexible working on an informal basis and Mental Health First Aiders.

​Information on the support provided by the department’s arms-length bodies can be found in the attachment.

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Building on the evidence received in the previous Committee’s inquiry on Securing the domestic supply chain, the Committee will hold a one-off session on Industrial Strategy for Clean Power. The inquiry will explore the areas within the sector where UK manufacturers have the greatest potential to make an impact, as well as how developing a more localized supply chain could contribute to achieving the goal of a secure, decarbonized electricity sector by 2035.