Workforce
be anticipated through patterns or early warning signs, paternity or parental leave can be taken with very limited notice. If providers build slightly larger staffing
pools and improve rota flexibility they will be better positioned to absorb these short notice absences without compromising care quality. Communication is crucial because early conversations during onboarding can also help managers anticipate upcoming leave and plan more effectively.
An emerging family- friendly workforce A further extension of family friendly rights comes in the form of the ERA’s new bereaved partner paternity leave, a provision designed to support partners who lose a mother or primary adopter during or shortly after childbirth. This right recognises the profound emotional and practical upheaval that follows such a loss and ensures that the surviving partner can take protected time away from work for up to 52 weeks. Despite the unpredictability of these
situations, providers must build enough resilience into staffing models to respond compassionately and compliantly when such situations arise. Practice what this
scheduling could look like when dealing with the sudden leave of more than one team member. Effective management comes down to compassion and balancing showing empathy while communicating the updated policy to the team member.
How does redundancy protection impact recruitment and probation processes? Since April, various new reforms strengthen protection for employees facing redundancies. This will hit the care sector hard; it’s well documented that care homes grapple with high turnover and constant
recruitment cycles, so providers must proceed with caution. The first rule put in place was the change
to collective redundancy protective awards, which has now doubled. If a provider intends to let go of 20 team members over a 90-day period, they could fall within collective redundancy territory, and any misstep in consultation could now result in a costly protective award of up to 180 days’ pay per affected employee. On top of this, at the very start of 2027,
there will be further changes to the service requirement to claim unfair dismissal protection, cut from two years to six months,
Caring Better, Together A Partnership Built Around You
With more than 700 Care Homes are already in partnership with Fairfield Care, we know that no two homes are the same.
Every Care Home has its own residents, teams, priorities, challenges and goals. That’s why we take the time to understand what makes your home unique and provide tailored support designed around your individual needs.
From helping you identify cost-saving opportunities to providing essential consumables, equipment, servicing and training, our aim is simple, to be the partner you can rely on, whenever you need us.
And we’d love to tell you more. Meet Us at the Care Show Birmingham 2026!
Secure your space today! 01234 324530
OCTOBER 7-8 BIRMINGHAM NEC STAND NO. L20
sales@fairfieldcare.co.uk www.fairfieldcare.co.uk
September 2026
www.thecarehomeenvironment.com 39
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