Carers Rights Day 2024: Recognising Your Rights

21 November 2024 | Business & Workplace |

Carers Rights Day 2024: Recognising Your Rights

Today marks Carers Rights Day, a vital opportunity to raise awareness and ensure that the 5.7 million unpaid carers in the UK are fully aware of their legal rights and the support they deserve. This year’s theme "Recognising Your Rights" emphasises the importance of empowering carers with the knowledge they need to navigate their roles and access workplace protections.

With the introduction of the Carer’s Leave Act 2023 on 6th April 2024, carers now have a statutory right to take carer’s leave, marking a significant step forward in supporting them in the workplace. This new legislation provides essential workplace protections and flexibility for employees who balance caregiving responsibilities.

In our latest blog, we provide a quick recap of the Carer’s Leave Regulations 2024, outlining the key updates that both employees and employers need to know to make the most of these new rights.

Statutory Right to Carer’s Leave:

Following the Carer’s Leave Act 2023 receiving Royal Assent in May 2023, employees have the legal entitlement to take carer’s leave to support dependents. This came into force from 6th April 2024 and is a day one right for employees. The definition of dependent mirrors that used for the right to time off for dependents. This includes: a spouse, civil partner, child, parent, person living in the same household as the employee or, a person who reasonably relies on the employee for care.

The leave is intended for employees who need to support a dependent with a long-term care need. This has been defined as a physical or mental illness which is expected to require care for more than 3 months, a disability under the Quality Act 2010, or issues related to old age.

Flexible Leave Options:

Employees are entitled to take one week of unpaid carer’s leave within a 12-month rolling period, with the flexibility to choose between half or full days. The time off does not have to be taken as consecutive days and is based on their usual working week, so if an employee works 3 days a week, they are entitled to 3 days leave. Guidance has been put in place for calculating time off for those with irregular working patterns.

Employer Flexibility:

Employees must provide notice of either twice the amount of time off being requested, or three days, whichever is the longest. Employers cannot deny the request for leave, however they can postpone leave dates in circumstances where the business operations may be deemed to be disrupted. The leave must however be allowed to be taken within a month of the original dates requested.

Protection for Employees:

Those on carer’s leave retain their terms and conditions of employment (excluding remuneration) and are protected from any detriment or dismissal.

We would recommend that employers prepare policies and train managers on the new legislation. Employers should also consider request forms for employees to declare how they meet the legislation, and record keeping systems.

For more detailed information on the regulatory changes including the entitlement to carer’s leave, detailed conditions, and definitions of a dependent with long-term care needs, click here.

This Carers Rights Day, let’s honour the invaluable contributions of unpaid carers and help spread the word about their rights. Together, we can ensure carers have the knowledge and support they need to balance work and caregiving responsibilities.