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INTRODUCTION
Type of Care Provided As shown in Table 2, of the care provided, 20.7% was for children aged under six and 20.2% for children aged 6 years to under 15. Elderly persons received 9.4% of the total care with a further 13.4% provided to any other person (including family members). A significant amount (36.3%) of all care was concerned with persons caring for their own children only.
Back to top EMPLOYEES AND CARING Whether Working Arrangements Used for Caring 3. CARERS BY EMPLOYMENT STATUS (a) Other employment includes other categories of employment such as employers, own account workers, etc. Source: Managing Paid Employment and Unpaid Caring Responsibilities, Queensland, October 2002 (cat. no. 4903.3). Graph 3 shows the percentage breakdown by employment status of the estimated 1,068,300 people who provided care in the 6 months ended 2002. Nearly half of all carers (an estimated 518,700 persons) were employees in paid employment, with 73.8% of these permanent employees and 26.2% casual. Of the carers who were also employees, 36.4% had used some form of working arrangement in the last six months to help care for another person. This varied by sex and sector of employment. Females were more likely to use work arrangements (42.0%) than males (31.2%). However, the difference between females and males appears to be significant in the private sector rather than the government or public service sector. In the private sector, 39.1% of females used work arrangements to care for another person compared to 27.5% of males. In the government or public service sector similar proportions of females and males used working arrangements to care (47.6% and 44.0%, respectively). Type of Working Arrangements Used for Caring Taking paid leave (45.8%) was the most common working arrangement used to care for another person, followed by using flex-time, rostered day off, or time in lieu (39.2%), informal arrangements with employer (27.3%), temporarily reducing hours of work (16.1%), working from home (15.9%) and unpaid leave (15.7%). Graph 4 shows the variations in the type of arrangements used by males and females. Males were more likely than females to use paid leave (52.7% compared to 40.6%), while females were more likely than males to use temporarily reduced hours (21.2% compared to 9.5%) and unpaid leave (20.8% compared to 9.1%). 4. WORKING ARRANGEMENTS(a) USED TO CARE BY SEX - 2002 (a) Carers could have used more than one type of working arrangement. Source: Managing Paid Employment and Unpaid Caring Responsibilities, Queensland, October 2002 (cat. no. 4903.3). Whether Wanted to Make More Use of Working Arrangements for Caring Of those carers who were employees in paid employment, an estimated 68,700 (13.2%) wanted to make more use of some form of working arrangement to care for another person. This varied by sex and sector of employment. A higher proportion of females than males in the government and public service sector wanted to make more use of working arrangements (20.9% compared to 12.6%). Females in the government and public service sector also wanted to make more use of working arrangements than females in the private sector (20.9% compared to 13.7%). Working Arrangements Wanted The types of working arrangements people wanted to make more use of included flex-time, rostered day off, or time in lieu (46.4%), paid leave (33.1%) and working from home (17.7%). The main reasons for not making more use of working arrangements were lack of adequate working arrangements (41.6%) and work commitments (25.6%). Impact on Employment In the six months to October 2002, an estimated 39,500 or 7.6% of carers who are employees made a change in employment in order to care for someone. Of these changed arrangements, 4.3% permanently changed usual start time or finish times, 3.2% permanently reduced the number of hours and 1.3% changed jobs. On the other hand, an estimated 32,700 or 6.3% of carers who are employees were unable to make a change in employment because of their caring responsibilities. Of the changes wanted, 3.6% were unable to change the total number of hours worked, 2.4% were unable to change jobs and 2.0% were unable to apply for a promotion. Back to top MATERNITY LEAVE In October 2002, there were an estimated 48,700 women, who were employees, aged 18–54 with a child under the age of six who had taken some form of maternity leave in the last five years. As shown in Table 5, of these, 24,500 (50.3%) had taken a mix of paid and unpaid leave during their most recent pregnancy and 17,700 (36.3%) had taken unpaid leave, with 66.0% of the women taking more than 26 weeks leave.
Of women who had taken maternity leave in the last five years, 67.6% had returned to work by October 2002, 17.2% did not return to work and 15.2% were still on maternity leave. Of women who returned to work, 43.2% were in exactly the same job with the same employer, 43.6% were in the same job with the same employer but with reduced hours, 2.5% with the same employer but in a different job and 6.9% with a different employer. Back to top
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