Balancing work and caregiving is no easy task. The new Carer’s Leave Act introduced in April, 2024, provided some much-needed relief, offering employees more support and flexibility to fulfill their caregiving duties.
Here’s a closer look at what the Carer’s Leave Act entails, how it supports employees, and what steps employers need to take to meet these new obligations.
What is the Carer’s Leave Act?
The Carer’s Leave Act, effective from April 6th, 2024, requires UK employers to provide up to one week of unpaid leave per year for employees caring for a dependent with long-term care needs.
This leave is designed to be flexible: employees can take it in separate blocks rather than all at once, allowing them to respond to caregiving needs as and when they arise.
Who Qualifies for Carer’s Leave?
To qualify for Carer’s Leave, employees must meet specific criteria:
- They must be full-time or part-time employees (contractors are not eligible).
- They must be caring for someone with long-term care needs, such as:
- A spouse, civil partner, child, or parent.
- Someone living with them (not tenants or boarders).
- Someone who reasonably relies on the employee for care.
A dependent’s long-term care needs could include:
- A physical or mental condition requiring care for more than three months
- A disability as defined under the Equality Act 2010.
- Care needs related to old age.
Key Benefits for Employees
The Carer’s Leave Act brings several key advantages for employees:
- Dedicated Leave for Caregiving:
For the first time, caregivers have access to specific time set aside for their responsibilities, without needing to use annual leave or sick days. - Flexible Scheduling:
Employees can take the leave in separate blocks, making it easier to manage caregiving duties without neglecting work commitments. - Recognition of Caregivers:
By introducing this law, the UK has started to recognise the importance of caregiving, helping build understanding and better workplace environments.
While the Carer’s Leave Act sets a minimum standard, employers who go above and beyond can create a more inclusive and supportive workplace.
- Provide Paid Leave: Offering paid caregiving leave shows a genuine commitment to employee well-being and fosters loyalty.
- Foster Open Conversations: Encourage discussions about caregiving responsibilities to build a culture of empathy and understanding.
- Enhance Support Programs: Consider providing access to counseling, caregiving resources, or employee assistance programs to further ease the burden on caregivers.
What This Means for Employers
For employers, the Carer’s Leave Act introduces important new obligations and an opportunity to improve workplace culture.
- Statutory Requirement:
Employers are now legally required to provide up to one week of unpaid leave per year for eligible employees. - Policy Updates:
HR teams should review and update employee handbooks, ensuring all staff understand their rights and the process for applying for Carer’s Leave. - Managing Requests:
Employers cannot refuse requests outright but may postpone leave if its timing would cause significant disruption. In such cases, they must notify the employee within seven days and propose alternative dates within a month.
A Step Forward
The Carer’s Leave Act is a milestone for employees and employers alike. It acknowledges the challenges caregivers face and lays the groundwork for a more supportive workplace. By preparing early and considering additional benefits, employers can attract and retain top talent while fostering a culture of compassion and inclusivity.
At Two Generations, we’re passionate about supporting caregivers. Through our Homeshare service, we help older adults live independently while connecting younger individuals with affordable housing opportunities. Together, we create connected communities that support every generation.
Want to learn how we can help your workplace support caregivers? Get in touch to explore new ways to improve employee well-being.
