Carer’s Leave Policy – April 2024
- ruthbarrows
- Mar 12, 2024
- 2 min read
From 6 April 2024, employees have a new statutory right to take time off to care for dependants with long-term needs. This entitlement sits alongside existing time off for dependants but has some important differences.
What’s the Difference?
Dependants’ Leave → Intended for emergencies or unexpected situations.
Carer’s Leave → Can be used to provide planned care or to make care arrangements for someone who relies on the employee.
Who Qualifies as a Dependant?
A dependant can include:
A spouse or civil partner.
A child or parent.
Someone living in the same household (not including tenants, lodgers, or employees).
Any other individual who reasonably relies on the employee for care and has a long-term need.
Entitlement
Employees have the right to one week of unpaid carer’s leave every rolling 12 months, from day one of employment.
Leave can be taken in half-day or full-day blocks.
The week does not have to be taken all at once — employees can spread it across the year.
Notice Requirements
Employees must notify their employer in advance — this does not need to be in writing.
Notice should include:
Confirmation that the leave is being taken under the Carer’s Leave entitlement.
The specific day(s) the leave will be taken.
The notice period must be either:
At least three days, or
Twice the length of the leave requested — whichever is longer.
Employers may waive the notice requirement if they choose.
Can Employers Refuse?
· Employers can postpone carer’s leave if business operations would be unduly disrupted but they cannot refuse it outright.
If postponement is necessary, the employer must:
Provide written confirmation.
Allow the leave to be taken within one month of the original request.
Misuse of this right (e.g. falsely claiming entitlement) can be addressed under the company’s disciplinary procedures.
Why This Matters for Employers
Introducing a Carer’s Leave Policy is not only a legal requirement but also a way to support staff with caring responsibilities, helping to reduce absenteeism and promote employee wellbeing.
What You Should Do Next
Update your HR policies and staff handbook to include Carer’s Leave.
Communicate the new entitlement clearly to employees and managers.
Put a simple process in place for requests.
Train line managers on how to handle requests fairly and consistently.
How Kirby HR Consultancy Can Help
At Kirby HR Consultancy, we support businesses in adapting policies, conducting risk assessments, and communicating changes effectively with staff.
07889 053608✉️ [Insert email link]🔗 [Insert contact form link]
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