5 things employers need to know about the Carers Leave Act

From 6 April, carers will be entitled to five days unpaid leave. What does it mean for employers?

The Carer’s Leave Act 2023 is a welcome piece of legislation designed to relieve some of the pressure experienced by the UK’s 2 million working caregivers when juggling their critical priorities.

It is also good news for employers. While there is work to do on implementation, ultimately it contributes to reducing the stress, absence and productivity challenges that can arise for carers in the workplace. It also gives a tangible way to offer support – something employers say they often struggle with.

Here’s what you need to know:

1. The Carer’s Leave Act comes into force on 6 April 2024, so there is not a huge amount of time to prepare, but fortunately the provisions are pretty straightforward.

2. Working carers will be entitled to up to five days unpaid leave, taken in half or full days – however suits them and their employer.

3. In line with other employment law, employees should give notice double the length of leave being requested, but there is no requirement in legislation for them to do so in writing.

4. Employers need to ensure that asserting this right doesn’t lead to discrimination. This can be achieved in a number of ways, including:

Not recording carer’s leave on a permanent record.
Ensuring carer’s leave is not taken into consideration in performance reviews and internal recruitment.
Adjusting productivity targets for the year to allow for carer’s leave taken.

5. Though the Act contains a definition of the long-term care that entitles an employee to carer’s leave, there is no requirement for employees to prove their caring responsibilities when taking up this right. Employers could use the opportunity of the legislation to communicate with the workforce and ensure colleagues with caring responsibilities feel supported and more able to take up this right.