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The latest updates from the PA framework steering group

 

Last week our steering group had their quarterly meeting about the work we’re doing to support individual employers, PAs and organisations who support them.

The group’s made up of experts from a range of backgrounds, who meet every quarter to ensure our work is both relevant and fit for purpose.

This time we discussed:

 

A career framework for PAs

Carol Reeves from Skills for Care gave an update on the possible development of a career framework for PAs.

A small group of individual employers, PAs and support organisations discussed the feasibility of a framework and agreed that it could help to raise the profile of the PA role, demonstrate the spectrum work undertaken, but that it should focus on the soft skills and training that PAs could do to progress.

The steering group agreed with this approach and work will continue to develop this.

 

Pay for sleep-ins and the impact on individual employers and PAs

Sue Bott from Disability Rights UK updated the group on the Mencap ruling around pay for sleep-ins.

Sue shared that there is currently no substantial evidence that the ruling as so far impacted on individuals employing PAs.

It was noted that evidence is being gathered for ministers, but the Government has announced that they will be delaying their decision on funding the back pay bill for sleep-in care by a further month.

As soon as any guidance is released about this issue it will be shared by Disability Rights UK and Skills for Care.

 

Right to work checks for PAs

Sian Edmunds and Sarah Aspinal talked to the group about Right to Work checks for PAs.

They reinforced the law that all employers are required to prevent illegal working by doing a simple Right to Work check, or face a civil penalty. The check is made up of three simple steps:

  1. Obtain a copy of employee’s identification
  2. Check their identification
  3. Take a copy of their identification.

They made it clear that employers who conduct this three step check will be granted a statutory excuse against liability for a civil penalty, should it turn out that their employees are working illegally.

The group agreed that more needed to be done to make individual employers aware of their responsibility, and we’ll work with the Home Office to ensure the information is clear and easy to understand.

Read more about Right to Work checks in the ‘Recruiting a personal assistant’ section on this page.

 

Keep up to date

Keep up to date with news from the sector by signing up to our quarterly bulletin.

*We’ve also put together a Twitter list of steering group members, organisations and individuals with an interest in this area of work. Subscribe and keep up to date with the latest news and resources – go onto the @skillsforcare profile, click on Lists and select the Supporting organisations group.

You can visit our Information hub for individual employers and PAs to download useful resources, including the Employing personal assistants toolkit.