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Respite in Home Sharing
Respite is an important part of home sharing. It provides temporary support when a regular home sharing provider is unavailable or needs time away, helping maintain a sustainable home sharing arrangement while ensuring the individual continues to receive safe, consistent, and person-centred support.
Respite may be provided by an independent contractor (respite provider) or an employee (respite worker).
Understanding the difference is important because each arrangement may involve different responsibilities related to hiring, payments, taxes, insurance, and WorkSafeBC coverage.
What Is Respite?
Respite is temporary support provided by another qualified person when the regular home sharing provider is unavailable or needs time away.
Depending on the arrangement and the individual’s needs, respite may take place:
- In the home sharing provider’s home
- In the respite provider’s home
- In the community
- For several hours
- Overnight
- For several days
Respite should be planned around the individual’s needs, preferences, routines, and support plan.
It is not simply about giving the regular home sharing provider time away. The person receiving support should continue to experience respect, choice, safety, and meaningful participation in daily life.
CLBC’s Home Sharing Standards require respite and relief providers to have the necessary skills, maintain required certifications, and meet applicable screening, training, and service requirements.
Link: CLBC Home Sharing Policies and Standards
Understanding the Two Respite Arrangements
When arranging respite, it is important to establish whether the person providing support is an independent contractor or an employee.
For clarity, this article uses two terms:
- Respite provider: A person who provides respite services as an independent contractor.
- Respite worker: A person who is hired as an employee to provide respite support.
The distinction depends on the actual working relationship, not simply the title used or what is written in an agreement.
Factors such as who controls the work, sets schedules, provides equipment, and carries financial responsibility can help determine whether someone is an employee or an independent contractor.
Home sharing providers should understand this distinction before entering into an arrangement.
- Respite Providers: Independent Contractors
A respite provider operates independently and provides temporary support under a service arrangement rather than an employment relationship.
An independent respite provider may offer services to more than one home sharing provider and generally has greater independence in how their services are organized, while still following the individual’s support requirements and the terms of the agreement.
Responsibilities of an Independent Respite Provider
Independent respite providers should:
- Meet the applicable screening, training, and qualification requirements
- Understand the individual’s support needs, routines, and preferences
- Follow applicable support and safety plans
- Maintain appropriate records of services provided
- Clarify service rates, schedules, and payment arrangements
- Understand their tax, insurance, and WorkSafeBC obligations
- Provide invoices or other agreed payment documentation
Before services begin, the home sharing provider should confirm that the independent respite provider meets the coordinating agency’s requirements and has received any necessary approval.
Payments and Taxes
Independent respite providers are generally responsible for managing their own business income and applicable tax obligations.
This may include:
- Keeping records of payments received
- Reporting taxable income, as required
- Maintaining invoices and expense records
- Determining whether GST/HST registration is required
- Obtaining professional tax advice when needed
Respite income should not automatically be treated as tax-exempt simply because the services are provided within a home sharing arrangement.
WorkSafeBC and Independent Respite Providers
WorkSafeBC responsibilities depend on the nature of the contracting relationship and the applicable coverage requirements.
Before engaging an independent respite provider, the home sharing provider should determine whether:
- The independent contractor is registered with WorkSafeBC, if required
- The contractor has appropriate coverage
- The home sharing provider has any registration or premium obligations related to the arrangement
Home sharing providers should not assume that hiring an independent contractor automatically removes their WorkSafeBC responsibilities.
WorkSafeBC can help determine which requirements apply to a particular arrangement.
Written Service Agreements
A written service agreement is recommended to clarify expectations.
It may include:
- Services and responsibilities
- Dates and duration of respite
- Payment rates and invoicing arrangements
- Required qualifications and agency approvals
- Insurance and WorkSafeBC requirements
- Confidentiality and information-sharing expectations
- Cancellation and emergency procedures
A written agreement supports clarity but does not, by itself, establish independent contractor status.
Link: HSSSBC Frequently Asked Questions: Hiring and Paying Respite Workers
- Respite Workers: Employees
A respite worker is someone hired as an employee to provide temporary support.
In an employment arrangement, the employer generally has greater control over the worker’s schedule, duties, and working conditions.
When a home sharing provider hires a respite worker as an employee, the home sharing provider takes on employer responsibilities.
Responsibilities When Hiring a Respite Worker
Before employing a respite worker, the home sharing provider should understand the applicable employment requirements.
These may include:
- Registering for a CRA payroll account
- Withholding and remitting applicable income tax, Canada Pension Plan (CPP), and Employment Insurance (EI) contributions
- Meeting applicable BC Employment Standards requirements
- Maintaining payroll and employment records
- Issuing T4 slips
- Meeting WorkSafeBC registration and coverage requirements
- Confirming agency approval and screening requirements
Employment requirements may include minimum wage, vacation pay, statutory holiday pay, and other entitlements, depending on the circumstances and applicable legislation.
Home sharing providers should seek professional advice if they are uncertain about their responsibilities as an employer.
Payments and Payroll
Unlike independent contractors who generally invoice for services, employees are paid through an employment arrangement.
The home sharing provider acting as the employer may be responsible for:
- Calculating wages and applicable deductions
- Remitting payroll deductions
- Maintaining records of hours worked
- Providing required pay statements
- Meeting applicable employment standards
It is important to understand these obligations before hiring an employee.
WorkSafeBC and Respite Workers
Home sharing providers who hire employees must register with WorkSafeBC as employers and provide the required coverage for their workers.
This is separate from the Personal Coverage that home sharing providers may purchase to protect themselves against work-related injuries or illnesses.
Personal Coverage does not replace employer coverage for hired workers.
A home sharing provider who employs respite workers may need both employer coverage for their employees and Personal Coverage for themselves.
Providers should contact WorkSafeBC to confirm the requirements that apply to their specific arrangements.
Employment Agreements
A written employment agreement can help clarify expectations and responsibilities.
It may include:
- Job duties and responsibilities
- Hours and schedules
- Wages and payment arrangements
- Required qualifications and training
- Confidentiality requirements
- Safety and emergency procedures
- Applicable employment conditions
Employment agreements must comply with applicable employment legislation and cannot remove statutory employee rights.
Links:
- Requirements That Apply to Both Arrangements
Whether someone provides respite as an independent contractor or as an employee, the priority remains the same: ensuring the individual receives safe, respectful, and appropriate support.
Screening, Training, and Approval
Before respite begins, the home sharing provider should speak with their home sharing coordinator or contracting agency.
Depending on the arrangement and the individual’s support needs, requirements may include:
- Criminal record checks
- Reference checks
- First Aid and CPR certification
- Training specific to the individual’s needs
- Medication or health-related training
- Understanding behaviour support and safety plans
- Knowledge of emergency procedures
- Approval from the coordinating agency
CLBC’s Home Sharing Standards require the home sharing service to ensure respite and relief providers meet applicable screening and training requirements and that their abilities and approach are compatible with the individual’s needs and preferences.
Choosing the Right Person
Finding the right person to provide respite involves more than availability.
Important considerations include:
- Experience supporting people with developmental disabilities
- Understanding of person-centred support
- Ability to follow the individual’s routines
- Communication skills
- Experience with personal care, where required
- Understanding of health or behavioural support needs
- Respect for privacy and personal boundaries
- Reliability and consistency
- Ability to support community participation
- Compatibility with the individual’s personality and preferences
Where possible, the individual should be involved in choosing or getting to know the person who will provide respite.
Sharing Important Information
Before respite begins, the person providing support should receive the information necessary to deliver safe and consistent services.
This may include:
- Emergency contacts
- Medication information
- Health and medical needs
- Communication preferences
- Daily routines and dietary needs
- Behaviour support or safety plans
- Transportation information
- Community activities
- Important relationships
- Information about what helps the individual feel comfortable and supported
Only information necessary to provide support should be shared, and personal information must be handled respectfully and confidentially.
Keeping Records
Appropriate documentation is important for both independent contractor and employment arrangements.
Depending on the arrangement, records may include:
- Dates and hours of respite provided
- Payments made
- Invoices, receipts, or payroll records
- Screening and training documentation
- Required agency approvals
- Important support notes and incident reports
- Relevant insurance and WorkSafeBC documentation
CLBC’s Home Sharing Standards require the use of respite and relief providers to be documented.
Accurate records can also help clarify questions involving funding, taxes, employment responsibilities, and insurance coverage.
- Finding Respite Opportunities
Finding the right respite arrangement can take time.
Home sharing providers should first speak with their coordinating agency about available respite options, screening requirements, and approval processes.
Individuals interested in providing respite should understand whether the opportunity involves working as an independent contractor or an employee before accepting an arrangement.
HSSSBC supports recruitment efforts across British Columbia and helps connect people interested in home sharing and respite opportunities with agencies and relevant resources.
Agencies are responsible for their own screening, matching, approval, and contracting processes.
Link: HSSSBC Respite Provider Information
- Getting Advice Before Starting
Respite arrangements can differ depending on the individual’s needs, the home sharing agreement, the coordinating agency, and whether the person providing respite is an independent contractor or an employee.
Before beginning an arrangement, home sharing providers should confirm with their coordinating agency:
- Screening and training requirements
- Approval processes
- Available funding
- Documentation expectations
- Individual support requirements
For questions related to employment classification, payroll, taxes, or WorkSafeBC coverage, providers may need to consult the Canada Revenue Agency, WorkSafeBC, or a qualified professional.
HSSSBC can provide general information and help identify relevant resources but cannot determine an individual’s legal, tax, employment, or insurance obligations.
Understanding the responsibilities associated with each arrangement helps home sharing providers plan appropriate respite support while maintaining the safety, rights, and well-being of the people they support.
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