Caring for loved ones in need whilst managing responsibilities at work can be a challenging and stressful experience for many, however, it doesn’t have to be. The Carer’s Leave Act 2023, which came into effect on the 6th of April 2024, helps provide support for employees who need time off to care for a dependant. This guide explains what carer’s leave is, who is eligible for carer’s leave and how it can benefit both employees and employers.
Carer’s leave is a workplace right that enables employees to take time off to provide care for a dependant with a long-term care need. This leave is unpaid, however, it provides important legal protections for carers who need flexibility in their work schedules. Your employer may offer their own paid scheme enabling employees to take time off to provide care, so it is worth checking with them. However, it is important to note that the rules and eligibility requirements may be different to carer’s leave.
The Carer’s Leave Act recognises the challenges carers face and aims to offer them peace of mind by ensuring they can take time away from work without fear of losing their job.
Employees in England, Scotland and Wales have the right to carer’s leave provided they meet the following criteria:
A dependant can be a spouse, partner, child, parent, or someone who lives in the same household as you or reasonably relies on you to provide or arrange care.
A long-term care need includes:
The Carer Leave Act does not require medical proof, meaning employees can take leave without needing to provide extensive documentation.
Employees can take up to one week of unpaid leave per year. This can be taken as a full week or spread over individual days. This leave does not have to be taken all at once, which enables greater flexibility based on the carer’s situation. The minimum amount of leave that can be taken is half a day.
Carers are required to give their employer twice as many days’ notice as the requested leave with the minimum amount of notice being three days.
The process for requesting carer’s leave is designed to be accessible and easy to follow. To formally request this type of leave, employees must:
Employers cannot refuse carer’s leave but can choose to delay it should the business require it. However, if this is the case, they must offer a reasonable alternative date.
Your go-to monthly newsletter for creating inclusive environments for neurodivergent talent in the workplace
The core benefit of carer’s leave is reducing the employee’s stress. This is achieved through providing legal job protection, in addition to enabling greater flexibility to carers for dealing with unexpected care needs and providing a better balance of work and care responsibilities.
The main benefits of carer’s leave for employers is through encouraging a positive work culture in supporting employee well-being and job satisfaction. Showcasing support to employees, making workplace culture more family-friendly and inclusive. It can also help improve the productivity of the carer by enabling them to achieve a better work and personal life balance. These factors can lead to an increase in worker loyalty and satisfaction.
Here is how carer’s leave is different from other types of leave:
The introduction of carer’s leave is a significant step forward for workplace rights in the UK. It offers much-needed flexibility to those balancing work with caring responsibilities. While it is currently unpaid, it provides job security and recognition for the important role carers play.
Employers and employees alike should familiarise themselves with the Carer’s Leave Act 2023 to ensure they fully understand this legal entitlement.
For further guidance on workplace accessibility and support, visit CareScribe.
Our small but mighty team builds leading-edge software that people love. We pride ourselves on a user-led approach to product design. The voice of the customer shapes what we create and that’s exactly how great assistive tech should be made.
