I agree that managers and employees might need sign posting towards a conversation about their circumstances Diane but do you think OH should be dictating/directing the outcome of that conversation with specific advice to reduce hours etc?
******************************** Please remove this footer before replying.Interesting discussion , also made me wonder if I have ever mentioned significant other in reports.There may be relevance in the report if the person involved is caring for someone who is likely to be considered to have a disability under Eq Act 2010(and by virtue of the person having chemotherapy and cancer I would suggest that is a yes).but the details of the disability need not be disclosed.
HR/manager my appreciate the heads up on caring duties as some people struggle on for many years without disclosing that they are carers.http://www.nhs.uk/carersdirect/guide/rights/Pages/carers-rights.aspxCarers and employment rights
Since the Employment Act 2002 became law, working parents of disabled children under 18 have the right to request flexible working arrangements. Furthermore, since April 2007, you also have the right to ask for flexible working if you are a carer of an adult who is a relative or lives at the same address as you.
While you have the right to ask for flexible work in these circumstances, it is important to know that employers are not bound to grant these requests. However, they must give business reasons for refusing a request for flexible working.
Carers also have the right to take unpaid time off work for dependents (the people they care for) in an emergency.
Diane Romano-WoodwardOCC-HEALTH ARCHIVES: http://www.jiscmail.ac.uk/lists/occ-health.html
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