Carers and care workers
In order to be considered as a care worker you must be:
- The person providing care or support on behalf of a local authority or charity; or
- Employed by the person who is being cared for, having been introduced to that person through the local authority or charity
- Work for at least 24 hours per week
- Be in receipt of less than £44 per week
- Live in premises provided by your employer in order to carry out your job more effectively. Please not this does not necessarily mean that you have to live with the person you are caring for
We need evidence that includes who you are working for, details of pay and hours worked. Please note that care workers may also have other employment not necessarily connected.
In assessing the gross wages, this is the amount actually paid by the employer, other forms of remuneration such as provision of accommodation would be ignored.
The second category of carer relates to non-professional carers. No reference is made to actual earnings or payment, as often there is none involved, for example, if the carer is a relative. However there is a reference to hours worked, and this would need to be confirmed in writing by the person claiming the disregard.
The criteria that have to be satisfied are:
- The person providing care must live within the same building as the person being cared for
- The person must be providing care for at least 35 hours per week
- The person must not be a disqualified relative, namely a spouse/civil partner (married or unmarried) or the parent of a child under 18 years
- The person is providing care to a person who is in receipt of any of the following qualifying benefits:
- Higher rate attendance allowance under S65 of the Social Security Contributions and Benefits Act 1992
- The Highest or Middle Rate of the Care Component of Disability Living Allowance under S72 of the Social security Contributions and Benefits Act 1992
- The lower rate or higher of Attendance Allowance
- The standard or enhanced rate of Daily Living Component of the Personal Independence Payment as defined by the Personal Independence Payment (Supplementary Provisions and Consequential Amendments) Regulations 2013
- An increase in the rate of disablement pension under S104 of the above act
- An increase in the constant attendance allowance under the above act
- An armed forces independence payment
There is no limit on the number of carers that can be present and disregarded provided each meet the above criteria.
There is no restriction on a carer also having additional employment, for example, if parents are looking after adult children who require care.