The data are not available as requested.

Support and guidance to understand and comply with the automatic enrolment duties is provided by the Pensions Regulator (TPR). TPR recognises the particular challenges automatic enrolment raises for people who employ workers for their own care and support and has been working to ensure their communications and help meet the needs of this unique group of employers. TPR has available specific information and guidance for those that employ personal assistants and carers.

Their contact centre staff have been trained to deal with the specific issues that might arise when an employer identifies themselves as an employer of a personal assistant or carer. TPR is reaching out to this group of employers through third party organisations to not only help them get automatic enrolment right, but to make it as simple as possible and is also working with local authorities and central government to make sure that the message is consistent and clear.

Further information is available at:

http://www.thepensionsregulator.gov.uk/docs/The_essential_guide_for_people_who_employ_their_own_care_and_support.pdf

Support and guidance to understand and comply with the automatic enrolment duties is provided by the Pensions Regulator (TPR). TPR recognises the particular challenges automatic enrolment raises for people who employ workers for their own care and support and has been working to ensure their communications and help meet the needs of this unique group of employers. TPR has available specific information and guidance for those that employ personal assistants and carers.

Their contact centre staff have been trained to deal with the specific issues that might arise when an employer identifies themselves as an employer of a personal assistant or carer. TPR is reaching out to this group of employers through third party organisations to not only help them get automatic enrolment right, but to make it as simple as possible and is also working with local authorities and central government to make sure that the message is consistent and clear.

Further information is available at:

http://www.thepensionsregulator.gov.uk/docs/The_essential_guide_for_people_who_employ_their_own_care_and_support.pdf

Through the Care Act, we have legislated to give carers new rights. Local authorities will be required to undertake carers’ assessments, based on the appearance of a need for support, the impact of caring on the carer, and the outcomes they wish to achieve, including engaging in work, education, training or recreation. For the first time, local authorities have a duty to meet carers’ eligible needs for support, which may include access to training to support them in their caring role.

The Prime Minister’s challenge on dementia 2020, published on 21 February 2015, recognises the vital role of carers of people with dementia and states that, by 2020, we would wish to see carers of people with dementia being made aware of and offered the opportunity for respite, education, training, emotional and psychological support so that they feel able to cope with their caring responsibilities and to have a life alongside caring.

We continue to support the Dementia Action Alliance’s Carers Call to Action and its vision, which includes for carers of people of dementia to have, among other things, access to expertise to be effective carers. We are also supporting the establishment of a new involvement network for family carers of people with dementia.

We also fund the Carers Direct service which includes web-based information and advice for all carers through NHS Choices, as well as a telephone helpline service through which carers can be signposted to information, which includes local sources of support who can advise on caring for people with specific conditions such as dementia.

In its action plan Commitment to Carers, NHS England has committed to support timely diagnosis of dementia, including support for carers. For example, the revised Dementia Enhanced Service, which is being introduced from March 2015, includes an offer of a health check for carers and signposting to relevant information, advice and support.

The only available data are from the Referrals, Assessments and Packages of Care returns (RAP) section of the data collected on the social care activity of councils with adult social services responsibilities.

The data are provided only for York Unitary Authority. The information is not collected at constituency level. The data do not provide information on whether or not the carers seen by local authorities are family members of the person being cared for. The current definition of a carer is taken from the Carers and Disabled Children Act 2000, which states that the Act affects ‘carers (aged 16 or over) who provide or intend to provide a substantial amount of care on a regular basis for another individual aged 18 or over’.

Although the Act refers only to carers aged 16 or over, younger carers of adults should be included in these data. The Act excludes from the definition of a carer, paid care workers and volunteers from a voluntary organisation.

The collection period runs from 1 April to 31 March. For example, for 2010/11, the collection period runs from 1 April 2010 to 31 March 2011. The figures provided are rounded to the nearest five people.

Table 1 - Number of carers for whom assessments or reviews were completed during the period (for all age groups of carer, all client groups and all age groups of the person cared for by the carer).

Source: Health and Social Care Information Centre (HSCIC) – RAP C1.

Table 2 - Number of carers receiving different types of services provided as an outcome of an assessment or review (for all age groups of carer, all client groups, and all age groups of the person cared for by the carer).

Source: HSCIC - RAP C2.

Following consultation over last summer, we issued statutory guidance under the Care Act 2014 in October 2014, which is available at:

https://www.gov.uk/government/publications/care-act-2014-statutory-guidance-for-implementation

The guidance covers the purpose of an assessment and outlines what local authorities must do when conducting carers’ assessments and in providing support for their eligible needs.

We have also published guidance for local authorities on a ‘whole family approach’ to assessments, which will identify any children who provide care for a member of their family and put in place appropriate support for the carer, including for a young carer. The guidance is available at:

http://www.local.gov.uk/documents/10180/5756320/The+Care+Act+and+whole+family+approaches/080c323f-e653-4cea-832a-90947c9dc00c

My Rt. hon. Friend the Secretary of State for Health has not had discussions with Minsters in the Department for Education (DfE). However, I have been fully engaged with my counterpart at DfE in relation to the provisions in the Care Act 2014 which affect young carers, and the inter-relation with the provisions of the Children and Families Act 2014.

The Care Act falls within the responsibility of the Department of Health and we issued statutory guidance under the Act last October. The DfE was closely involved in the development of the guidance in relation to issues affecting young carers.

The Government recognises that transition into adulthood is an important time when young people and their families are thinking about their goals and aspirations for the future and to ensure that they are not left without care and support. The Care Act, for the first time, places a legal duty on local authorities to assess the needs of young carers as they approach adulthood and that transition assessment and planning must consider how to support young carers to prepare for adulthood and how to raise and fulfil their aspirations.

The Care and Support (Assessment) Regulations 2014 require local authorities when looking at the needs of an individual, to consider the impact of those needs on any young carer involved in the situation and identify whether the tasks they are performing are inappropriate.

We have also published guidance for local authorities on a ‘whole family approach’ to assessments, which will identify any children who are involved in providing care. Identification of a young carer in the family should result in an offer of a needs assessment for an adult requiring care and support and where it appears that they may have a need for support.

The Government recognises the valuable contribution made by carers, many of whom spend a significant proportion of their life providing support to family members or friends.

We know that former carers need to adjust to life after caring, so it is important that they receive support to cope and are signposted to relevant advice and support, including return to work programmes.

We have also legislated to give all carers new rights under the Care Act, which includes a principle to promote individual well-being. We have ensured that the definition of well-being in the Act includes participation in work, education and training. Local authorities must therefore consider these as relevant considerations when they are conducting an assessment or working on a support plan with a carer.

Any change of circumstances should trigger a review of circumstances. Support and planning should include planning for the end of a caring role, where relevant.

In 2002, the Government established a Task and Finish Group jointly with Employers for Carers in 2012 which looked into the factors affecting carers, including former carers wishing to return to work. We are taking forward its recommendations and have recently launched nine local authority pilots that are exploring ways in which people can be supported to combine work and care.

The Department for Work and Pensions continues to invest in supporting carers to return to work. If someone who was previously a carer and is fit for and looking for work, they would make a claim for Job Seekers Allowance and if eligible, will have access to the full Job Centre Plus offer, a core regime that provides:

- Mandatory interventions and additional flexible interventions. The interventions provide the contact with claimants so that a work coach can offer them help and support to return to work or move closer to the labour market; and

- The model has three elements: a core regime of regular face-to-face meetings, flexible work coach support and access to a menu of support options including work experience, skills provision and job search help, including provision funded through the Flexible Support Fund.

Former carers can continue to get Carer’s Allowance for up to eight weeks after the death of the person they were caring for.

Carers already have a legal right to request flexible working arrangements after 26 weeks of continuous employment. Through the Children and Families Act 2014, this right was extended to all employees from 30 June 2014, helping to normalise flexible working practices within the workplace.

As with other employees or potential employees, the Equality Act 2010 protects former carers from direct and indirect discrimination in employment on grounds such as age and sex. Given the current protection from discrimination for former carers (along with other people seeking work or already employed), such as on grounds of age, sex or disability, we do not believe that additional measures are needed at the present time.

We do not hold records of former carers over the age of 50 who were unemployed or returned to work after the death of the person they were caring for. However, data from the 2011 Census which encompasses the provision of unpaid care in England and Wales showed that 8.9% of men and 11.1% of women who are caring, were unemployed.

The Government recognises the valuable contribution made by carers, many of whom spend a significant proportion of their life providing support to family members or friends.

We know that former carers need to adjust to life after caring, so it is important that they receive support to cope and are signposted to relevant advice and support, including return to work programmes.

We have also legislated to give all carers new rights under the Care Act, which includes a principle to promote individual well-being. We have ensured that the definition of well-being in the Act includes participation in work, education and training. Local authorities must therefore consider these as relevant considerations when they are conducting an assessment or working on a support plan with a carer.

Any change of circumstances should trigger a review of circumstances. Support and planning should include planning for the end of a caring role, where relevant.

In 2002, the Government established a Task and Finish Group jointly with Employers for Carers in 2012 which looked into the factors affecting carers, including former carers wishing to return to work. We are taking forward its recommendations and have recently launched nine local authority pilots that are exploring ways in which people can be supported to combine work and care.

The Department for Work and Pensions continues to invest in supporting carers to return to work. If someone who was previously a carer and is fit for and looking for work, they would make a claim for Job Seekers Allowance and if eligible, will have access to the full Job Centre Plus offer, a core regime that provides:

- Mandatory interventions and additional flexible interventions. The interventions provide the contact with claimants so that a work coach can offer them help and support to return to work or move closer to the labour market; and

- The model has three elements: a core regime of regular face-to-face meetings, flexible work coach support and access to a menu of support options including work experience, skills provision and job search help, including provision funded through the Flexible Support Fund.

Former carers can continue to get Carer’s Allowance for up to eight weeks after the death of the person they were caring for.

Carers already have a legal right to request flexible working arrangements after 26 weeks of continuous employment. Through the Children and Families Act 2014, this right was extended to all employees from 30 June 2014, helping to normalise flexible working practices within the workplace.

As with other employees or potential employees, the Equality Act 2010 protects former carers from direct and indirect discrimination in employment on grounds such as age and sex. Given the current protection from discrimination for former carers (along with other people seeking work or already employed), such as on grounds of age, sex or disability, we do not believe that additional measures are needed at the present time.

We do not hold records of former carers over the age of 50 who were unemployed or returned to work after the death of the person they were caring for. However, data from the 2011 Census which encompasses the provision of unpaid care in England and Wales showed that 8.9% of men and 11.1% of women who are caring, were unemployed.

The Government recognises the valuable contribution made by carers, many of whom spend a significant proportion of their life providing support to family members or friends.

We know that former carers need to adjust to life after caring, so it is important that they receive support to cope and are signposted to relevant advice and support, including return to work programmes.

We have also legislated to give all carers new rights under the Care Act, which includes a principle to promote individual well-being. We have ensured that the definition of well-being in the Act includes participation in work, education and training. Local authorities must therefore consider these as relevant considerations when they are conducting an assessment or working on a support plan with a carer.

Any change of circumstances should trigger a review of circumstances. Support and planning should include planning for the end of a caring role, where relevant.

In 2002, the Government established a Task and Finish Group jointly with Employers for Carers in 2012 which looked into the factors affecting carers, including former carers wishing to return to work. We are taking forward its recommendations and have recently launched nine local authority pilots that are exploring ways in which people can be supported to combine work and care.

The Department for Work and Pensions continues to invest in supporting carers to return to work. If someone who was previously a carer and is fit for and looking for work, they would make a claim for Job Seekers Allowance and if eligible, will have access to the full Job Centre Plus offer, a core regime that provides:

- Mandatory interventions and additional flexible interventions. The interventions provide the contact with claimants so that a work coach can offer them help and support to return to work or move closer to the labour market; and

- The model has three elements: a core regime of regular face-to-face meetings, flexible work coach support and access to a menu of support options including work experience, skills provision and job search help, including provision funded through the Flexible Support Fund.

Former carers can continue to get Carer’s Allowance for up to eight weeks after the death of the person they were caring for.

Carers already have a legal right to request flexible working arrangements after 26 weeks of continuous employment. Through the Children and Families Act 2014, this right was extended to all employees from 30 June 2014, helping to normalise flexible working practices within the workplace.

As with other employees or potential employees, the Equality Act 2010 protects former carers from direct and indirect discrimination in employment on grounds such as age and sex. Given the current protection from discrimination for former carers (along with other people seeking work or already employed), such as on grounds of age, sex or disability, we do not believe that additional measures are needed at the present time.

We do not hold records of former carers over the age of 50 who were unemployed or returned to work after the death of the person they were caring for. However, data from the 2011 Census which encompasses the provision of unpaid care in England and Wales showed that 8.9% of men and 11.1% of women who are caring, were unemployed.

The Government recognises the valuable contribution made by carers, many of whom spend a significant proportion of their life providing support to family members or friends.

We know that former carers need to adjust to life after caring, so it is important that they receive support to cope and are signposted to relevant advice and support, including return to work programmes.

We have also legislated to give all carers new rights under the Care Act, which includes a principle to promote individual well-being. We have ensured that the definition of well-being in the Act includes participation in work, education and training. Local authorities must therefore consider these as relevant considerations when they are conducting an assessment or working on a support plan with a carer.

Any change of circumstances should trigger a review of circumstances. Support and planning should include planning for the end of a caring role, where relevant.

In 2002, the Government established a Task and Finish Group jointly with Employers for Carers in 2012 which looked into the factors affecting carers, including former carers wishing to return to work. We are taking forward its recommendations and have recently launched nine local authority pilots that are exploring ways in which people can be supported to combine work and care.

The Department for Work and Pensions continues to invest in supporting carers to return to work. If someone who was previously a carer and is fit for and looking for work, they would make a claim for Job Seekers Allowance and if eligible, will have access to the full Job Centre Plus offer, a core regime that provides:

- Mandatory interventions and additional flexible interventions. The interventions provide the contact with claimants so that a work coach can offer them help and support to return to work or move closer to the labour market; and

- The model has three elements: a core regime of regular face-to-face meetings, flexible work coach support and access to a menu of support options including work experience, skills provision and job search help, including provision funded through the Flexible Support Fund.

Former carers can continue to get Carer’s Allowance for up to eight weeks after the death of the person they were caring for.

Carers already have a legal right to request flexible working arrangements after 26 weeks of continuous employment. Through the Children and Families Act 2014, this right was extended to all employees from 30 June 2014, helping to normalise flexible working practices within the workplace.

As with other employees or potential employees, the Equality Act 2010 protects former carers from direct and indirect discrimination in employment on grounds such as age and sex. Given the current protection from discrimination for former carers (along with other people seeking work or already employed), such as on grounds of age, sex or disability, we do not believe that additional measures are needed at the present time.

We do not hold records of former carers over the age of 50 who were unemployed or returned to work after the death of the person they were caring for. However, data from the 2011 Census which encompasses the provision of unpaid care in England and Wales showed that 8.9% of men and 11.1% of women who are caring, were unemployed.

The Government recognises the valuable contribution made by carers, many of whom spend a significant proportion of their life providing support to family members or friends.

We know that former carers need to adjust to life after caring, so it is important that they receive support to cope and are signposted to relevant advice and support, including return to work programmes.

We have also legislated to give all carers new rights under the Care Act, which includes a principle to promote individual well-being. We have ensured that the definition of well-being in the Act includes participation in work, education and training. Local authorities must therefore consider these as relevant considerations when they are conducting an assessment or working on a support plan with a carer.

Any change of circumstances should trigger a review of circumstances. Support and planning should include planning for the end of a caring role, where relevant.

In 2002, the Government established a Task and Finish Group jointly with Employers for Carers in 2012 which looked into the factors affecting carers, including former carers wishing to return to work. We are taking forward its recommendations and have recently launched nine local authority pilots that are exploring ways in which people can be supported to combine work and care.

The Department for Work and Pensions continues to invest in supporting carers to return to work. If someone who was previously a carer and is fit for and looking for work, they would make a claim for Job Seekers Allowance and if eligible, will have access to the full Job Centre Plus offer, a core regime that provides:

- Mandatory interventions and additional flexible interventions. The interventions provide the contact with claimants so that a work coach can offer them help and support to return to work or move closer to the labour market; and

- The model has three elements: a core regime of regular face-to-face meetings, flexible work coach support and access to a menu of support options including work experience, skills provision and job search help, including provision funded through the Flexible Support Fund.

Former carers can continue to get Carer’s Allowance for up to eight weeks after the death of the person they were caring for.

Carers already have a legal right to request flexible working arrangements after 26 weeks of continuous employment. Through the Children and Families Act 2014, this right was extended to all employees from 30 June 2014, helping to normalise flexible working practices within the workplace.

As with other employees or potential employees, the Equality Act 2010 protects former carers from direct and indirect discrimination in employment on grounds such as age and sex. Given the current protection from discrimination for former carers (along with other people seeking work or already employed), such as on grounds of age, sex or disability, we do not believe that additional measures are needed at the present time.

We do not hold records of former carers over the age of 50 who were unemployed or returned to work after the death of the person they were caring for. However, data from the 2011 Census which encompasses the provision of unpaid care in England and Wales showed that 8.9% of men and 11.1% of women who are caring, were unemployed.

The Government recognises the valuable contribution made by carers, many of whom spend a significant proportion of their life providing support to family members or friends.

We know that former carers need to adjust to life after caring, so it is important that they receive support to cope and are signposted to relevant advice and support, including return to work programmes.

We have also legislated to give all carers new rights under the Care Act, which includes a principle to promote individual well-being. We have ensured that the definition of well-being in the Act includes participation in work, education and training. Local authorities must therefore consider these as relevant considerations when they are conducting an assessment or working on a support plan with a carer.

Any change of circumstances should trigger a review of circumstances. Support and planning should include planning for the end of a caring role, where relevant.

In 2002, the Government established a Task and Finish Group jointly with Employers for Carers in 2012 which looked into the factors affecting carers, including former carers wishing to return to work. We are taking forward its recommendations and have recently launched nine local authority pilots that are exploring ways in which people can be supported to combine work and care.

The Department for Work and Pensions continues to invest in supporting carers to return to work. If someone who was previously a carer and is fit for and looking for work, they would make a claim for Job Seekers Allowance and if eligible, will have access to the full Job Centre Plus offer, a core regime that provides:

- Mandatory interventions and additional flexible interventions. The interventions provide the contact with claimants so that a work coach can offer them help and support to return to work or move closer to the labour market; and

- The model has three elements: a core regime of regular face-to-face meetings, flexible work coach support and access to a menu of support options including work experience, skills provision and job search help, including provision funded through the Flexible Support Fund.

Former carers can continue to get Carer’s Allowance for up to eight weeks after the death of the person they were caring for.

Carers already have a legal right to request flexible working arrangements after 26 weeks of continuous employment. Through the Children and Families Act 2014, this right was extended to all employees from 30 June 2014, helping to normalise flexible working practices within the workplace.

As with other employees or potential employees, the Equality Act 2010 protects former carers from direct and indirect discrimination in employment on grounds such as age and sex. Given the current protection from discrimination for former carers (along with other people seeking work or already employed), such as on grounds of age, sex or disability, we do not believe that additional measures are needed at the present time.

We do not hold records of former carers over the age of 50 who were unemployed or returned to work after the death of the person they were caring for. However, data from the 2011 Census which encompasses the provision of unpaid care in England and Wales showed that 8.9% of men and 11.1% of women who are caring, were unemployed.

The Government recognises the valuable contribution made by carers, many of whom spend a significant proportion of their life providing support to family members or friends.

We know that former carers need to adjust to life after caring, so it is important that they receive support to cope and are signposted to relevant advice and support, including return to work programmes.

We have also legislated to give all carers new rights under the Care Act, which includes a principle to promote individual well-being. We have ensured that the definition of well-being in the Act includes participation in work, education and training. Local authorities must therefore consider these as relevant considerations when they are conducting an assessment or working on a support plan with a carer.

Any change of circumstances should trigger a review of circumstances. Support and planning should include planning for the end of a caring role, where relevant.

In 2002, the Government established a Task and Finish Group jointly with Employers for Carers in 2012 which looked into the factors affecting carers, including former carers wishing to return to work. We are taking forward its recommendations and have recently launched nine local authority pilots that are exploring ways in which people can be supported to combine work and care.

The Department for Work and Pensions continues to invest in supporting carers to return to work. If someone who was previously a carer and is fit for and looking for work, they would make a claim for Job Seekers Allowance and if eligible, will have access to the full Job Centre Plus offer, a core regime that provides:

- Mandatory interventions and additional flexible interventions. The interventions provide the contact with claimants so that a work coach can offer them help and support to return to work or move closer to the labour market; and

- The model has three elements: a core regime of regular face-to-face meetings, flexible work coach support and access to a menu of support options including work experience, skills provision and job search help, including provision funded through the Flexible Support Fund.

Former carers can continue to get Carer’s Allowance for up to eight weeks after the death of the person they were caring for.

Carers already have a legal right to request flexible working arrangements after 26 weeks of continuous employment. Through the Children and Families Act 2014, this right was extended to all employees from 30 June 2014, helping to normalise flexible working practices within the workplace.

As with other employees or potential employees, the Equality Act 2010 protects former carers from direct and indirect discrimination in employment on grounds such as age and sex. Given the current protection from discrimination for former carers (along with other people seeking work or already employed), such as on grounds of age, sex or disability, we do not believe that additional measures are needed at the present time.

We do not hold records of former carers over the age of 50 who were unemployed or returned to work after the death of the person they were caring for. However, data from the 2011 Census which encompasses the provision of unpaid care in England and Wales showed that 8.9% of men and 11.1% of women who are caring, were unemployed.

Carers are central to our reform of care and support and there are significant improvements in the Care Act for carers. The Care Act extends carers rights to an assessment, which is based on the appearance of a need for support and consideration of the impact of caring on the carer and the outcomes they wish to achieve. For the first time, local authorities have a duty to meet carers’ eligible needs for support based on an eligibility framework. The Act creates a well-being principle to underpin the care and support system. This means that the well-being and outcomes that matter to people will be at the heart of every decision that is made – this principle applies equally to carers.

Supporting carers to remain mentally and physically well is one of four key priorities of the coalition Government’s 2010 national carers’ strategy. We have set out our commitments to carers from 2014 – 2016 in the recently updated National Carers Strategy: Second Action Plan which also outlines the main achievements in recognising and supporting carers. The plan retains the four priorities of the 2010 strategy.

We are investing £400 million between 2011 to 2015, to improve National Health Service support for carers and to enable them to take a break from their caring responsibilities. The carers’ breaks funding of £130 million for 2015-16 will be in the Better Care Fund.

Support for carers is integral to the work NHS England is leading to improve the quality of life of people with long term conditions. Its action plan NHS England: Commitment to Carers contains eight priorities and 37 commitments that will help the NHS to deliver the care and support carers have said they need. It includes a specific commitment to “promote and work towards parity of esteem for carers so that mental health and wellbeing is considered and supported alongside physical health needs”.

We have legislated to give carers new rights, which mean that for the first time, they will have a legal right to receive support of their eligible needs. To meet the cost of these new rights, we are providing over £100 million in 2015-16 to local authorities, with consequent increases rising to around £300 million in 2019-20 and subsequent years.

We are investing £400 million between 2011 and 2015, to improve National Health Service support for carers and to enable them to take a break from their caring responsibilities. The carers’ breaks funding of £130 million for 2015-16 will be in the Better Care Fund.

Through the Carers Social Action Support Fund, Government has recently invested £700,000 in seven projects which will offer peer support and breaks that can make a difference to carers’ lives.

The Department of Health, together with the Government Equalities Office and the Department for Work and Pensions, is investing £1.4 million in a number of local pilots to explore ways in which to help people balance work with caring responsibilities.

In addition, we have set out our commitments to carers from 2014 – 2016 in the recently updated National Carers Strategy: Second Action Plan which also outlines the main achievements in recognising and supporting carers.

The Government recognises that carers play a vital role in looking after friends or family members who need support. That is why we have continued to uprate the level of Carer’s Allowance by the Consumer Price Index. Carer’s Allowance will increase from £61.35 to £62.10 in April 2015 as part of the annual uprating of benefits. The Chancellor of the Exchequer announced in his 2014 Autumn Statement that the earnings limit in Carer’s Allowance will increase from £102 to £110 per week from April 2015.

People who are entitled to Carer's Allowance may have a carer premium, currently £34.20 a week, included in the assessment of income-related benefits such as Income Support and Housing Benefit. An equivalent additional amount for carers is included in the assessment of Pension Credit. A carer element will also be included in Universal Credit at the rate of £148.61 per monthly assessment period. This means that carers can receive these benefits at a higher rate than other recipients.

We have ensured that carers are central to our proposals for care and support reform. The provisions in the Care Act focus on the carer in their own right. For the first time, local authorities have a duty to meet carers’ eligible support needs and to consider the impact of their caring responsibilities when undertaking an assessment.

We have also ensured that young carers and parent carers of disabled children are supported. Through the provisions of the Children and Families Act, their assessments will be on the same footing as adults caring for adults.

We have provided £400 million to the National Health Service over four years from 2011 for carers to have breaks from their caring responsibilities. The 2015-16 tranche of this funding (£130 million) will be part of the Better Care Fund.

On 30 October 2014, the Government published an updated action plan for the national Carers Strategy, setting out progress since 2010 and priorities for the next two years through to 2016.

Carers are also central to the work that NHS England is leading to improve the quality of life of people with long term conditions. Their action plan NHS England’s Commitment to Carers includes a series of commitments around eight priorities, including raising the profile of carers.

On 28 February 2014, the Department set out an ambition for people with dementia and their carers to have high-quality care and support, which includes timely access to support for carers. The Department is supporting the Dementia Action Alliance's carers call to action, which sets out a shared vision and four actions to improve quality of life for carers of people with dementia.

In its Commitment to Carers, published on 7 May 2014, NHS England confirmed it will support timely diagnosis of dementia and support for carers. The revised Dementia Enhanced Service, which will be introduced from March 2015, will include an offer of a health check for carers and signposting to relevant information, advice and support. In 2013-14, the dementia Commissioning for Quality and Innovation goal was extended to include support for carers of-people with dementia.

Carers are central to the Government's reform of care and support, with significant improvements in the Care Act which extend carers' rights to an assessment which will be based on the appearance of a need for support. For the first time, local authorities will be required to meet carers' eligible needs for support. The Act also creates a new statutory principle to promote an individual's well-being, including health and emotional well-being, which will apply equally to carers. We have provided £400 million to the national health service over four years from 2011 for carers to have breaks from their caring responsibilities. The £3.8 billion Better Care Fund includes £130 million funding for carers' breaks from 2015-16.

Under the Care Act 2014, rights for carers that are equal to those for whom they care will be enshrined in law for the first time. That includes support to meet their needs. My Department has also separately provided £400 million for the NHS to enable carers to take breaks from their caring responsibilities.