Dear Equality colleagues
We have a member of our academic staff whose spouse has advanced MS and cannot be left unattended. The result is that the academic cannot attend a conference unless the spouse is provided with respite care, at a cost of around £100 per day. We are discussing whether it would be reasonable for that care to be reimbursed/paid for by the University as his employer. This would be on the grounds of it being a reasonable adjustment for someone who is experiencing disability by association.
We have asked HMRC who said that “the costs are not covered by an HMRC income tax exemption nor can we claim that they are incurred in the performance of the duties of an employee’s employment”. So it would not go through the expenses system without tax free. I wonder if they have considered the implications of the Equality Act?
Does anyone have experience of this sort of query? Any suggestions?
Many thanks
Pamela
Pamela Graham
Equality and Diversity Adviser (Wednesday, Thursday, Friday)
Newcastle University
King's Gate
Newcastle upon Tyne
NE1 7RU