There might be a number of reasons why someone no longer wants to be a PA Employer. This could because the employer's circumstances have changed and they would prefer not to be an employer anymore, or their needs have changed and they require a different type of support. Whatever the reason might be, there are a number of things the PA Employer needs to be aware of and manage when bringing the PAs employment to an end.
Find out more about the different options you have for arranging your support. You can choose how much control and responsibility you want to take when it comes to arranging and managing your support.
If a PA Employer decides not to employ someone after their probationary period, there are certain things they need to do. If the PA Employer decides that they would like to bring someone's employment to an end, there are certain things they will need to do to make sure they comply with employment legislation. This covers areas such as giving PAs Notice and Dismissal.
Find out more about the Direct Payment Agreement your Local Authority (council) will give you if you choose to receive a Direct Payment.
There is a range of forms and templates that PA Employers can use to support them in their role. These resources include examples of employment contracts, interview checklists and example job descriptions.
Outlining the rules and expectations on employers when they are considering making an employee redundant and an employees rights in relation to redundancy