If you have significant caring responsibilities, you will need the support of your employer or manager.

Caring responsibilities can sometimes affect our ability to work in the same way as others who do not have such responsibilities. This can make carers feel anxious, or fearful that they will lose their jobs or have to give up paid employment.

But there are lots of ways to continue working if you communicate with your employer, and develop a plan together that works for everyone.

You may want to negotiate shorter hours, set hours, leave and/or flexibility at work.

Recently Parliament passed new legislation that gives carers the right to request changes to their working arrangements, as long as they use the time to support someone close to them. The Employment Relations (Flexible Working Arrangements) Act comes into effect on 1 July 2008.

Under the Act, employees who have the care of any person and who have been employed by the employer for at least 6 months prior to making the request can seek to change their hours, days or place of work.

This could mean part-time work, compressed hours, ‘glide time', shift work, working from home, or more time off in school holidays.

Employers are required to consider and respond to requests. Employers can say no to requests, but only on the grounds provided by the Act. The new law takes effect from 1 July 2008. Learn more about the changes at the Department of Labour's website, www.dol.govt.nz/worklife.

While the Act provides a formal right to request a change to your working arrangements, you don't need to wait until July to approach your employer about changing your working arrangements.

It's important to communicate with your manager or employer so they know you support an ill, elderly, or disabled family member, or someone recovering from an injury.

If you work for a larger organisation, talk to your Human Resources manager about your responsibilities ... your organisation may have specific policies and procedures that are relevant to carers.

It may also help to talk to colleagues about your caring situation and gain their support. They may be able to back you up if there is an emergency or you need to be absent from work.

It's useful to ask colleagues if they have experience juggling work and care, and how the organisation has handled it.

Making an appointment

Do your employer the courtesy of making an appointment to talk about your caring responsibilities.

Think about how long it will take (10 or 15 minutes will probably be enough time) and ask for an appointment for that long. Let your employer know what the appointment is about.

It is better to approach your employer earlier in your shift. Wait until they have had a chance to clear their desk. After morning tea or the first break of the shift is an ideal time.

If your employer has a personal assistant or secretary, make the appointment through them. Be prepared for your employer to not want to make an appointment, but to talk about your request there and then!

Explaining your caring responsibilities

Explain your caring situation positively and state that you want to work and care at the same time. Don't apologise for caring. Privacy laws protect you and the person you support. You do not have to go into detail about your relationship to the care receiver, medical conditions etc.

Explain that there is an increasing trend for employers to support staff to work and care at the same time.

Your employer may already be aware of the benefits of supporting family carers who work for them (increased staff retention, loyalty, commitment and productivity).

Explain that you have thought about your situation, and ask your employer if he or she would consider what you need.

Let your employer know that you have considered the impact of your request on your position and your colleagues, and that your colleagues support you. For example, you could say something like "Joan is happy to cover for me if I have to take an extended lunch hour or leave work during my shift. I can make this time up later."

Frame your request in such a way that it will cause the least trouble for everyone.

Offer some other choices about how you may deal with your caring responsibilities.

Give a timeframe for your request ("I expect my caring responsibilities to last for xx number of months" or "this is a long-term commitment for me but I will keep you informed about what is happening".)

Unless your support responsibilities have increased suddenly, give your employer time to think about your request.

Bear in mind that it may mean a policy shift for the whole organisation, so that all staff have access to flexible workplace practices as needed.

It's good for your employer and for you to get their response in writing, setting out any new understandings or arrangements.

Combining work and care

Continue to be open with your employer and colleagues about your responsibilities and the time you take off and make up. Review the situation with your employer and colleagues regularly, and ask if anything could be done differently.

What if I have a problem?

While we would want flexible work policies to be available to all employees, there may be differences within and between workplaces as to who is able to take up flexible work options.

Research shows professional and office workers and women are more able to make use of carer friendly work practices than trade or manual labourers and men.

Despite this, you should still feel able to ask for support, and your employer should respond positively unless there is good cause not to.

If you feel harrassed or discriminated against, keep a written log or diary of all incidents. Talk to the person or people involved first and try to resolve the issue. If you are a member of a union, seek its advice.

If you feel harrassed or discriminated against, keep a written log or diary of all incidents. Talk to the person or people first and try to resolve the issue. If you are a member of a union, seek its advice.

Your employer may have a policy in place to deal with workplace grievances that you can use. You can also get help with written complaints from other sources such as your union, community services, community legal centres, and other advocates who can talk to your employer with you, or on your behalf.

This is particularly important if you have difficulties with written English. Often a simple phone call to remind your employer of their legal obligations will be enough to make sure you get your entitlements.

With the weight of evidence pointing to the positive benefits of employer support of carers, these steps will be an avenue of last resort.