Can I Continue Working While Fostering?

Short answer: yes—many foster carers do work, but your job must bend around the child’s routine and needs, not the other way round. In practice that means having flexibility for school runs, meetings, contact (family time), health appointments and emergencies. UK employment law also gives you tools—flexible working, time off for dependants and carer’s leave—that can make combining work and fostering much easier.

What fostering services expect if you want to keep working

The “child-first” test

Every fostering service (local authority or IFA) will ask a version of: “Can you reliably meet the child’s day-to-day needs—even at short notice?” That covers school transport, contact, social worker/home visits, health and CAMHS appointments, reviews, and unexpected events (illness, exclusions, missing episodes). If your work prevents you from being present when needed, the match is unlikely to proceed. The Fostering Network’s position is clear: other paid work must not detract from the fostering role.

Single carers vs couples

Couples often manage where one works full-time and the other is flexible/part-time. Single carers usually need part-time, self-employed or highly flexible roles. Agencies will look at your rota, commute, on-call duties, and the support network (backup carers, family/friends) you can call on. (Many councils and IFAs explicitly say working can be compatible if flexibility is proven.)

When working is more—and less—compatible

Often compatible

• School-age, stable routines. If your hours align with drop-off/pick-up and you can flex for meetings.
• Short break/respite or planned short-term care. Dates are known in advance so you can arrange annual leave or swap shifts.

Often challenging

• Parent & child (mother & baby) placements. Observational recording is intensive and typically treated as a full-time commitment.
• Emergency/rapid response and high-needs therapeutic placements with frequent meetings or unpredictable behaviours.
• Babies and under-fives with multiple health/early years appointments each week.

Your supervising social worker will assess this balance during Form F and at each match.

Your employment rights that help

1) Day-one right to request flexible working

From 6 April 2024, employees in Great Britain have a day-one right to request flexible working (no minimum service), with up to two requests per year. Employers must handle requests reasonably under the ACAS Code of Practice. You can ask to change hours, times, days, or place of work. This is ideal for school-friendly hours or a contact-day shuffle.

2) Time off for dependants (emergencies)

All employees can take reasonable unpaid time off to deal with unexpected problems involving a dependant (for example, a sudden school closure or urgent illness). A fostered child counts as a dependant. This is for emergencies—not routine appointments.

3) Carer’s Leave (planned, non-emergency)

Since 6 April 2024, employees also have a day-one right to up to one week’s unpaid carer’s leave each year to provide or arrange care for a dependant with a long-term care need. This can cover sustained health or SEN needs you’re supporting. Employers cannot demand evidence before granting it.

4) Adoption, maternity and paternity—what applies to foster carers?

Standard maternity/paternity leave does not apply to mainstream fostering. However, if you are “fostering for adoption”, you may qualify for adoption leave/pay when the child comes to live with you. (This is a specific route and different from mainstream fostering.)

Tip: Ask whether your employer is (or could become) a “Fostering Friendly” employer—many organisations now offer additional paid time or flexibility for foster carers.

Talking to your employer: a practical script

What to prepare

• A typical week: school times, usual appointment windows, contact patterns.
• Fixed constraints: panel dates, supervision visits, PEP reviews (give notice early).
• Your solution: flexed starts/finishes, compressed hours, remote days, shift swaps, or a formal flexible working request.

What to ask for

• Core hours that cover school day plus a buffer.
• One predictable weekday for meetings/contact (if the placement allows).
• Emergency cover protocol (use time off for dependants; managers know whom to call).
• Carer’s leave for chronic health/SEN care that’s planned.

Income, tax and benefits when you work and foster

Fostering income is usually taxed under Qualifying Care Relief (QCR)

Foster carers are typically treated as self-employed for their fostering role and can use QCR—a generous scheme that makes much or all fostering income tax-free up to a threshold that depends on the number/ages of children. You still file Self Assessment. If you also have a separate job, that employment income is taxed as normal.

National Insurance and benefits

Your fostering income under QCR can affect NI and benefits differently from a standard job; if you’re combining roles, get tailored advice from a fostering service or HMRC helpline when you start your first placement and at renewal.

Matching well when you have a job

Non-negotiables to clarify before you say “yes”

• School and contact locations/times (travel + mileage).
• Appointment volume (CAMHS, paediatrics, therapies).
• Expected intensity (emergency vs settled, trauma indicators).
• Backup plan (named supporters who can step in within policy).

A good match acknowledges your work pattern and still meets the child’s best interests. If the fit is wrong, it’s okay to decline—that protects stability for everyone.

Realistic week-in-the-life (example)

Mon–Fri:

• 08:15 drop-off; 15:15 pick-up
• Mon 10:00 remote work; PEP 14:00–15:00
• Wed 16:00 contact (1.5 hours + travel)
• Thu 09:30 GP; submit weekly log that evening
• Fri 11:00 SSW supervision (remote)
• Emergencies covered by: manager aware of time off for dependants; rota buddy swaps if needed.

Common myths—debunked

“You must give up work to foster.”
Not always. Many carers work part-time or flexibly; what matters is availability and support.

“Employers can refuse any flexible working request.”
They must follow a statutory process and can refuse only for business reasons; ACAS’s Code guides handling and appeals.

“Foster carers get maternity/paternity leave.”
Not for mainstream fostering. Adoption leave may apply only in fostering for adoption scenarios.

Choosing a fostering route that fits your job

Local authority vs IFA

Both recruit working carers. Some IFAs offer out-of-hours support and training times friendlier to shift work; councils may have nearer placements that reduce travel. Ask about training schedules, respite, and how they handle short-notice meetings. (The Fostering Network campaigns for better recognition and support for carers’ professional status across the sector.)

Placement types that suit workers

• Short-break fostering (weekends/holidays).
• Planned short-term care with clear diaries.
• Older, school-age children where the timetable is predictable.

How UK policy trends affect working carers

Recruitment and retention are national priorities in 2025 as services face a shortage of foster carers. Employers, councils and IFAs are being encouraged to remove practical barriers (better matching, flexible policies, peer support like Mockingbird). For working households this may mean more openness to flexible care arrangements—but the child’s needs will always lead placement decisions.

Step-by-step if you plan to foster and keep your job

1. Map availability against a generic fostering week (school, contact, meetings).
2. Secure employer flexibility: submit a flexible working request, agree a predictable day for meetings, and note your carer’s leave and dependants’ leave options.
3. Evidence your support network for backup (named babysitters/relatives approved under your service’s policy).
4. Choose the right service and placement types for your pattern (e.g., short-breaks or school-age).
5. Be transparent at matching about work constraints—and decline if the fit risks instability.
6. Review after placement with your supervising social worker; adjust rotas or request further workplace changes as needed.

Final thought

You absolutely can work and foster—thousands do—provided your job flexes to the child’s life. Use your legal rights (flexible working, dependants’ leave, carer’s leave), pick a placement type that suits your schedule, and work with a fostering service that understands working households. If you’re honest about capacity and put the child’s needs first, employment and fostering can sit side by side—and you’ll have the stability to make a long-term difference.