Carer’s Leave Bill

Wera Hobhouse Excerpts

Friday 21st October 2022 Commons Chamber

[Wendy Chamberlain]

I thank the hon. Member for his contribution. Yes, we need to be flexible—that is important —because there is such a range of caring. It is also important, however, that we align that with other existing legislation, as that will make this easier and less burdensome for employers and employees to understand. I do not want the Bill to become law but then people do not utilise it, because they are not aware of it.

I met the Minister and officials to discuss the Bill and to ensure that it is the best we can get it before becoming law. That means that, in some areas, it does not potentially do everything that I would want it to do, if it were down to just me. For a start, my instincts would be to want the rights to be implemented immediately through primary legislation. That is not possible, which means I am trusting the Government to act in good faith in supporting the Bill, and I expect them to bring in the proposed regulations at the earliest possible opportunity. I will be here to make sure that they do.

The Bill does not go as far as Liberal Democrat policy would go. We would like there to be more time and for that to be paid, but I accept that this is a journey and that this is a vital first step in getting these rights on to the statute book now. There is nothing on the statute book that recognises leave for caring.

It is estimated that 2.3 million carers—that is a conservative estimate—cannot wait for the perfect policy to be put in place. They need these rights as soon as possible. According to the 2011 census, there are at least 3,000 carers in my North East Fife constituency. I spent summer recess meeting many of them. I have been told time and again that, although the Bill will not make their lives easy, because caring is challenging, it will help just a little bit to keep some of the plates spinning.

I learned a lot this summer about the vast variety of caring experiences that people have. Karen cares for her 91-year-old mother. She drives from Cupar in North East Fife to Annan every weekend to be with her mother—I assure the House that that is a long way; hon. Members should look it up on a map following the debate—to make sure that she is stocked up and to deal with any household tasks that need doing. Her mum is fiercely independent and wants to remain in her own home. She makes and manages her appointments and, despite the 125-mile distance between her and her mother, she is a carer and needs her employer’s support to make things work.

[Wera Hobhouse (Bath) (LD)]

Is it not true that family members often do what they do out of love and that, in many ways, they find it difficult to come forward and claim the financial support they need for the hours they put in looking after their loved ones?

[Wendy Chamberlain]

I agree. During my conversations I find that carers are using annual leave and emergency unpaid leave, when they need to, in order to undertake caring responsibilities, and that sadly—as I will mention later—they are forced out of the workplace because they cannot manage to balance their responsibilities.

I also met the Fife carers support group in St Andrews, a group who call themselves, and I hope the House will forgive my language, the CRAP carers—that stands for compassionate, resourceful and patient. One lady was caring for her grown-up son, who is coping with severe mental health challenges, two were caring for terminally ill parents, and parents and partners with dementia were being cared for. All were doing so with huge amounts of grit and compassion, and indeed humour—as the name they have chosen shows.

I came away from meeting that group feeling not only uplifted by their love for their family members, but angry because a number of them expressed guilt—guilt that so much of their time is spent dealing with the administration of caring, rather than feeling that they can give their loved ones the care that they need. That care admin includes negotiating with their employers.

I will bring to the House’s attention the experience of one of my constituents in particular. Amanda works full time as well as providing increasing care to her mum and dad. Her dad has chronic obstructive pulmonary disease and her mum, having been forgetful for a few years, is showing clear signs of dementia. Many of us will recognise that path: forgetfulness followed by confusion; denial followed by anger; and frustration as managing day-to-day life slips away. For Amanda, that means setting up appointments and speaking to carers and medical professionals. It means popping in as often as she can to do the shopping, to keep her dad company, to make sure her mum is okay and to be there after nurses leave to manage her mum’s confusion and sometimes even distress.

That is all relatively new and, so far, Amanda’s employer has been supportive. She has taken some last-minute holidays and she has been able to take the odd day off, but she is worried about what comes next. Her mum is not going to get any better. Will her employer stay supportive? What happens if she gets a new manager? Something that struck me in the earlier debate today is that sometimes it is not just about employers, but about managers and line managers, and ensuring that they have the correct information to take the correct decisions.