Carer’s leave: Six things HR needs to know
The new statutory right to carer’s leave, created by the Carer’s Leave Act, is due to come into force on 6 April 2024. We look at how this new type of leave will operate, so HR can be ready when requests start to come in.
Published: 05 February 2024 | by Susie Munro, senior legal editor at Brightmine
The new statutory right to carer’s leave is due to come into force on 6 April 2024. We look at how this new type of leave will operate, so HR can be ready when requests start to come in.
In this resource:
- Carer’s leave will be a day-one right
- Employers cannot ask for evidence relating to an employee’s caring responsibilities
- The right does not cover leave to provide childcare
- An employee with more than one dependant is not entitled to extra carer’s leave
- The Regulations do not limit the caring activities that carer’s leave can be used for
- Carer’s leave can be taken in half days
- Carer’s leave FAQs
The new right is provided for by the Carer’s Leave Act 2023, with the detail included in the Carer’s Leave Regulations 2024. The Regulations are in force from 6 April 2024. The right will be available to employees in England, Wales, and Scotland from that date.
Separate legislation is required before the right applies in Northern Ireland because the implementation of employment laws is devolved there.
1. Carer’s leave will be a day-one right
The eligibility criteria for statutory carer’s leave do not include a requirement for a certain length of service. Employees will be able to request leave from the beginning of their employment.
2. Employers cannot ask for evidence relating to an employee’s caring responsibilities
The data protection issues arising from handling information about the health or care needs of employees’ dependants are avoided as employers should not be asking employees for such evidence.
3. The right does not cover leave to provide childcare
Carer’s leave must be taken in relation to care for a dependant, as defined in the Regulations. This does not cover children, unless they have long-term health- or disability-related care needs.
4. An employee with more than one dependant is not entitled to extra carer’s leave
Employees can take a maximum of one week’s leave every 12 months, regardless of how many dependants they have.
5. The Regulations do not limit the caring activities that carer’s leave can be used for
The Regulations state that carer’s leave must be used to provide or arrange care, but they do not define what this means. Employers should not request details of how employees intend to use their leave.
6. Carer’s leave can be taken in half days
The week of carer’s leave does not have to be taken all in one go. The Regulations contain provisions setting out how to calculate what a week is for employees with irregular hours, and the minimum period that can be taken.
Carer’s leave FAQs
- Who is eligible for statutory carer’s leave?
- How much statutory carer’s leave can an employee take?
- What notice is required to take statutory carer’s leave?
- Can an employer require any evidence from an employee who requests to take statutory carer’s leave?
- Is an employee who is caring for more than one dependant entitled to two lots of carer’s leave?
- Do employers have to pay employees while they are on statutory carer’s leave?
- Can an employer refuse an employee’s request to take statutory carer’s leave?
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About the author
Susie Munro
Senior Legal Editor, Brightmine
Susie has over 20 years’ experience as a solicitor, writer and legal editor. She is responsible for the Brightmine How to guides and FAQs and also works on the Employment law cases.
Susie joined the Brightmine editorial team in 2009 having previously worked for Age Concern England, where she advised on and wrote about age discrimination and mandatory retirement.
After obtaining an LLB in law from Sussex University, then completing the Legal Practice Course at Bournemouth University, Susie qualified as a solicitor in 2004. She specialised in employment law, working in private practice for a firm in Birmingham.
Connect with Susie on LinkedIn.