Definition
A statutory right for employees to take up to one week of unpaid leave per year to provide or arrange care for a dependant with a long-term care need. Introduced by the Carer's Leave Act 2023, it is a day-one employment right.
UK Context
The Carer's Leave Act 2023 came into force on 6 April 2024. It is separate from the existing right to time off for dependants (which covers emergencies only). The leave is unpaid, but employers can choose to enhance it with pay. Employees are protected from dismissal or detriment for taking carer's leave.
Best Practices
- Update leave policies and HR systems to include carer's leave as a separate leave type
- Train line managers on the entitlement, including the prohibition on requesting evidence of care needs
- Consider offering paid carer's leave as an enhanced benefit to support employee wellbeing
- Signpost employees to external support services such as Carers UK and local carer support organisations
Frequently Asked Questions
Is carer's leave paid?
No. Statutory carer's leave is unpaid. However, employers are free to enhance the entitlement by offering paid carer's leave as a workplace benefit. Some employers offer between 3 and 10 days of paid carer's leave per year.
Can an employer refuse a carer's leave request?
An employer cannot refuse carer's leave but can postpone it if it would cause serious disruption to the business. The postponed leave must be allowed within one month of the original requested date, and the employer must explain the reason for postponement in writing.
Does the employee need to provide proof of the care need?
No. Employers cannot require employees to provide evidence that their dependant has a long-term care need. The employee simply needs to confirm they meet the eligibility criteria.