A carer is defined as someone who provides unpaid support to a family member, partner, or friend who is unable to manage without assistance due to illness, disability, mental health needs, addiction, or age-related frailty. We recognise that a significant number of our workforce have unpaid caring responsibilities. As a Trust, we are committed to supporting colleagues in managing their caring responsibilities alongside their professional roles.

The Carer Passport

The Carer Passport is a tool designed to facilitate a supportive and structured conversation between employees and their line managers. It enables staff to outline their caring responsibilities and explore reasonable workplace adjustments that may assist them in maintaining both their caring role and employment.

The purpose of the Carer Passport is to:

  • Provide a consistent and confidential way for staff to share their caring responsibilities

  • Support the identification of reasonable adjustments, subject to service needs

  • Reduce the need to repeatedly explain personal circumstances when line managers change

  • Act as a living document, to be reviewed and updated as required

The Carer Passport must be completed collaboratively between the employee and their line manager. It is essential that discussions take into account both the needs of the individual and the operational requirements of the service. Examples of possible adjustments include:

  • Flexibility to make or receive essential phone calls during working hours

  • Agreement on a flexible start time to support caring duties (e.g., arrival between 08:00 and 09:00)

  • Flexibility to attend medical or care-related appointments, with time made up at a later point (evidence may be required)

The Carer Passport remains the property of the employee. With the employee’s consent, a copy may be held securely in their personnel file. Should the employee move teams or departments, the existing Carer Passport can be shared to support continuity; however, any adjustments will need to be reviewed in line with the new service’s requirements.

To access the Carer Passport template, including guidance and prompts for discussion, please click here.

Flex your Life at LUHFT is an offer to enhance Flexible Working (or commonly known as Flex) across the trust, helping colleagues to have greater choice in how, where and when they work. We want to create happy and healthy teams who are connected to the work they do, and you’ve told us that having opportunities for flexible working is essential to having a healthy work life balance. 

For more information as a colleague looking to find out more about flexible working, click here.

For more information as a manager with line management responsibilities, click here.

For more information, visit the Freedom to Speak up page here.

Access to Work is a government scheme that provides financial support to help employees with a disability, long-term health condition or neurodivergence stay in work. It can fund:
  • Specialist equipment or software
  • Travel to and from work
  • Support workers or job coaches
  • Mental health support
  • Other workplace adjustments
How to Apply
Staff must apply directly, here.
You’ll need to explain your condition, your role, and the support needed. AtW may arrange an assessment and will confirm what is approved and funded.
Key Information
  • New staff (within 6 weeks) – Access to Work funds 100% of costs
  • Existing staff – The Trust may need to contribute
  • Equipment is purchased by the NHS; costs are reimbursed by Access to Work
  • Claims must be made within 9 months
  • Always wait for Access to work approval before buying anything
Manager Responsibilities
  • Support the application and discuss reasonable adjustments
  • Help implement approved adjustments
  • Coordinate purchasing and ensure IT compatibility if needed

To find out more about our Staff Networks, click here.

Are you a veteran, a serving member of the Armed Forces, a reservist, or a family member of someone who is currently serving?
 
As part of our commitment to the Armed Forces Covenant, we are proud to support members of the Armed Forces community. You may be eligible for additional support, resources, or guidance through the Trust. If you are part of the Armed Forces community, or if you work with someone who is, we encourage you to let us know. This helps us ensure the appropriate support and signposting is available to you.
 
To access our supporting documents and find out more about the services and resources available, please click the following links.

The Wellbeing at Work Action Plan helps employees take a proactive approach to managing their physical and mental health at work. It supports open and constructive wellbeing conversations with your line manager, helping you to talk through any health conditions, diagnoses, or challenges that may affect your work — or how your role may impact your health. The plan helps identify what support or adjustments might be helpful and allows you to record the strategies you use to manage your own wellbeing. It should be reviewed regularly to make sure the support in place is still relevant and effective.
 
How to get started with the Wellbeing at Work action Plan: 
1. Plan some time on your own to fill in your plan: Wellbeing at work action plan
2. Schedule some confidential time with your manager to discuss it
3. Consider what would be helpful for your manager to know before the meeting and what adjustments you feel would be helpful to discuss and agree on. 

 

Neurodiversity Support Tool
Under the Equality Act 2010, neurodivergence often qualifies as a disability, requiring employers to provide reasonable adjustments to support affected employees. Line managers should have supportive conversations to identify challenges and implement workplace adjustments, using tools like the Trust’s Neurodiversity Support Tool. Accommodations vary widely from managing sensory issues and concentration difficulties to aiding communication and organisation and should be regularly reviewed collaboratively. The document also provides practical advice and app recommendations to help neurodivergent staff thrive at work.
 
You can access the Trusts Neurodiversity Support Tool here.
 
Conditions Support Sheet
Improving knowledge of various health concerns is vital to be able to support communication with managers / HR and Occupational health. It will support the with condition management by increasing the knowledge, skills and confidence in managing their own health. The information available on these pages can assist with completing the wellbeing at work action plan and assist with supportive adjustments.
 
As a manager it is importance to have a good understanding of health conditions to effectively support your team this enables:
  • Knowledge about different health conditions increases empathy and understanding and enables managers to better comprehend the challenges and needs of their staff members who may be dealing with health issues.
  • Managers with knowledge about health conditions are better equipped to make informed decisions related to workplace adjustments, flexible work arrangements, and other necessary adjustments to support employees with health challenges.
  • A deeper understanding of health conditions allows managers to proactively plan and implement adjustments tailored to the specific needs of individual employees. This can include adjustments to work schedules, tasks, or the physical work environment.
  • Knowledge helps dispel misconceptions and reduces stigma around health conditions. Managers who are well-informed can play a key role in fostering an open and supportive culture that encourages employees to discuss their health needs without fear of judgment.
  • Managers with knowledge about health conditions can communicate more effectively with employees about their health concerns. This can lead to better collaboration in finding solutions and creating a supportive work environment.
  • Recognising the signs and symptoms of various health conditions enables managers to intervene early, providing appropriate support and resources to help employees manage their health challenges before they escalate.
  • Knowledge of health conditions helps managers comply with legal requirements related to workplace adjustments and disability rights. This can mitigate the risk of legal issues and ensure fair and equitable treatment of all employees.
  • Managers who are well-informed about health conditions can contribute to the overall well-being of their teams. By providing appropriate support, they help create a work environment that promotes mental and physical health, leading to increased job satisfaction and productivity.
  • Employees are more likely to feel valued and engaged when they perceive that their managers understand and support their health needs. This, in turn, contributes to higher levels of job satisfaction and retention.
You can access the Conditions sheet here.