Who cares? What Carer’s Leave means to employers and employees

Carer’s Leave Law: in brief

Until earlier this year, the legal entitlement for carer’s leave wasn’t entrenched in law, which meant it was a sector wide open to ambiguity, leaving those needing to care for dependants with no official absence entitlements from their regular work. 

As of 6 April 2024, that all changed when the Carer’s Leave regulations became law. This means that an employee may request a week of unpaid time off per year to be a caregiver for either a relative or someone else who needs that level of support. The act covers not just long-term chronic conditions, but also injury, disability or helping someone with needs relating to old age.

More good news is that the law is very accessible and not designed to trip anyone up. An employee can request this from day one of their employment whether they’re full-time or part-time; they can take five days off within 12 months, all at once or incrementally; and there’s no requirement to show employers proof of caring responsibility. 

What does Carer’s Leave mean for employees that need to take it?

Until the Carer’s Leave law was passed, hundreds, if not thousands, of unpaid carers faced difficulties balancing work commitments with caring responsibilities. For a large number, this meant they had no alternative but to give up work (or possibly reduce their paid working hours) so they could fulfil these personal and often long-term obligations. 

This new entitlement provides watertight protection for those five days – even though these are unpaid (however employers can pay if they so choose).

Carers Leave can and should be used in addition to an employee’s right to the short notice leave of time off for dependents if, for example, a close family member or dependant is taken ill or injured suddenly.

How can employers better support their employees?

The Carer’s Leave policy should be implemented and communicated within your business. However, agreeing to the terms of the Carer’s Leave law should just be one part of how an employer supports employees who are also carers. 

It’s vital that employers – whether that’s through HR, managers, or team leaders – ensure they have a regular check-in with those in the position of carer, ensuring they are not penalised or at a disadvantage within the workplace. The ways in which employers and management can assist include keeping a close eye on the work/life balance, ensuring that a carer should never feel that their job or livelihood is under threat when they are dealing with these additional personal challenges.

By offering a robust and flexible employee benefit and support programme, carers will enjoy better mental health, which in turn means they will be focused and productive during their working time. And of course, a supported and satisfied employee is far less likely to consider finding alternative employment – so you retain dedicated talent, while your employee(s) remain content – no matter what life beyond the workplace has in store for them.

Find out more about how AHR Consultants (part of Howden) can fit and flex the perfect HR programme for your business by calling 0345 076 2288.