The PA Employer Pathway

Explore the path to becoming a PA Employer. This is broken down into 7 easy steps.

Introduction to Employer Responsibilities

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.

PA Employer’s Employment Responsibilities

Find out what you are responsible for when you employ PAs, including administrative responsibilities, keeping your PAs safe and making sure their have the information they need.

The Law for PA Employers

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.

Training for PA Employers

Find out what training is available to PA Employers to support you in your role.

Payroll services for PA Employers

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.

Personal Outcomes and PA Employers

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Find out what Outcomes or Personal Outcomes are, and why they are important to PA Employers.

Employing Family Members

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Find out whether you can employ a family member as a Personal Assistant, and what you need to consider.

Protecting Vulnerable Groups (PVG): For PA Employers

Find out how to request information to check that any new PA you plan to employ is allowed to work with children or vulnerable adults.

The Role and Responsibilities of a PA (for PA Employers)

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.

What’s the difference between Employed and Self-Employed PAs?

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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.

The Recruitment Process

Find out more about how to recruit for PAs, including where to get support with recruitment, where to advertise and how to do interviews.

Equality and Diversity Considerations

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.

Inducting your PAs

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.

Budget Considerations

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

Introduction to Health and Safety

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.

PAs’ Role in Helping to Administer Medication

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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.

Employers’ Liability Insurance for PA Employers

This article explains what Employers' Liability Insurance is, why PA Employers need it, and how to get it.

Pensions and Auto-Enrolment (Workplace Pensions)

PA Employers who employ at least one PA have to put any PAs who are eligible into a pension scheme. Find out how this works and where you can get help to set up a pension for your PAs.

Contract of Employment for a PA

This includes an example of the information that a PA Employer can include in a contract of employment for a PA.


Please note that the information contained in this Handbook is provided for guidance purposes only. Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by Self Directed Support Scotland or any other contributing party.

The information does not, and is not intended to, amount to legal advice. You are strongly advised to obtain specific, personal and professional advice from a lawyer about employment law matters, or an accountant/ tax specialist about taxation matters, and from HMRC and your insurers. You should not rely solely on the information in this Handbook. Support organisations listed in this Handbook can help you find appropriate sources of advice.