Protecting and supporting carers in your workplace

Every day in the UK, 12,000 people become unpaid carers for loved ones, often unaware of their legal rights.

If you’re an employer, it’s your responsibility to make sure you understand the rules around carer’s leave, flexible working applications and protection against discrimination.

Who is a carer?

A carer is defined as someone who provides unpaid support to a family member or friend who has a long-term health condition or age-related needs. This could be a disabled child, an elderly parent or a partner with a long-term condition.

What is The Carer’s Leave Act (2024)?

A major shift in UK employment law came into effect in April 2024: statutory unpaid Carer’s Leave. This legislation sets a minimum standard and includes:

·      Entitlement to one week’s unpaid leave per year to provide or arrange care for a dependent with long-term needs.

·      This right applies from day one of employment.

·      Leave can be taken as full days, half days or intermittently.

·      Employers cannot refuse a request but may postpone it if business operations would be unduly interrupted, provided they consult with the employee and offer a reasonable alternative date within one month.

Flexible working

For carers, flexibility is often one of the most important elements of support an employer can offer. Flexible arrangements can include adjusted hours, remote or hybrid working, compressed weeks or job shares.

Protection from discrimination

According to the Equality Act 2010, employers must not treat a carer less favourably or apply policies that disproportionately disadvantage carers. This could include rigid working patterns or penalising carers for dealing with emergencies.

Unpaid time off

All employees have a statutory right to reasonable unpaid time off to deal with emergencies involving a dependent. This could be a sudden deterioration in the health of someone they care for, a breakdown in social care arrangements or urgent medical appointments. The frequency of time off is unlimited, but must be for short-term, unforeseeable situations.

Practical steps for employers

As an employer, here are some practical steps you can take to ensure your business is prepared to support carers in your workforce:

·      Create a Carer’s Policy that sets out available leave, flexible working options and routes to support.

·      Train your managers to apply policies consistently and fairly.

·      Offer enhanced leave where possible

·      Build a supportive culture by establishing employee networks, mental health assistance and offering signposts to external resources.

‍

Contact us for help in creating supportive Carer's policies for your business.

‍