Explore the path to becoming a PA Employer. This is broken down into 7 easy steps.
Becoming a PA employer involves considering a significant amount of information. This can feel overwhelming, especially if people have several other commitments. It may not be as onerous a task as first anticipated though.
This outlines the types of responsibilities that PA Employers have towards their employees, covering the recruitment and on-going support of PAs, as well as the administration required as an employer.
When you become a PA Employer there are certain legal responsibilities that you take on. Whilst these might seem daunting at first, it is important to know that you can get a lot of support to understand these and to meet the responsibilities you have, from both an Independent Support organisation and your Council.
Find out what training is available to PA Employers to support you in your role.
Find out what a payroll service is an how it can help you manage wages, holiday pay and other things when you employ a Personal Assistant.
PA Employers are likely to identify their Personal Outcomes in their Personal Outcomes Plan (or Support Plan). These will focus on what’s important to the Employer and what they would like to achieve.
Find out whether you can employ a family member as a Personal Assistant, and what you need to consider.
Protecting Vulnerable Groups (PVG) is a membership scheme which makes sure its members are allowed to work with children or protected adults. Anyone who wants to work with children or vulnerable adults will need to have a PVG check first and become members of the scheme. PA Employers will need to request a PVG check for any new potential PAs they want to employ.
The Personal Assistant (PA) role involves much more than personal care. There are many potential roles and responsibilities for a PA which should be specified prior to recruitment.
Learn about the PA's employment status and why it is important to understand the basis of the relationship with the paid worker.
It is important for anyone considering taking on a PA to understand the difference in employment status between an employee and a self-employed PA. This can affect their legal relationship and financial agreements between them. Find out more about how to determine if a PA is employed or self-employed.
When a PA Employer decides to recruit a Personal Assistant, there are a number of things they need to think about and plan for. So for example, it will be important to have a clear job written description for the PA, a plan to advertise the job and a plan to cover the interviewing of potential PAs. It is important that the expectations under employment law are followed during the recruitment process.
PA Employers need to treat their PAs fairly and not to discriminate against them on the basis of a personal or 'Protected Characteristic', such as their gender, age, sexuality, ethnicity or martial status.
What your new PA needs to know on their first day, and suggestions for things to cover with them so they get off to a good start in their role.
A closer look at what costs a budget needs to cover when employing staff, like the basic rate of pay, and how to allow for costs that might or might not happen
Find out more about your legal duties as a PA Employer when it comes to health and safety, and how to complete a risk assessment.
It might not always be appropriate for Personal Assistants to administer medicine and in many cases training by professionals is required which will be the responsibility of the employer but PAs have responsibilities here too.
This article explains what Employers' Liability Insurance is, why PA Employers need it, and how to get it.
Automatic enrolment was introduced in stages from 2012. Every employer with at least one member of staff now has a responsibility for putting those who meet certain criteria into a workplace pension scheme and for contributing towards it. This includes those who employ a PA(s).