Supporting Carers in the Workplace: A UK Employer’s Guide to the Carer’s Leave Act 2024

What Is the Carer’s Leave Act 2024?

The Carer's Leave Act 2023 came into effect on 6 April 2024, introducing a new statutory right to unpaid carer’s leave for employees in the UK.

For HR professionals and employers, this legislation creates new compliance responsibilities — but it also presents an opportunity to strengthen workplace wellbeing, retention and inclusion.

This guide explains:

• Who qualifies for carer’s leave
• How much leave employees are entitled to

• Notice requirements
• What counts as a long-term care need
• How employers can implement compliant policies
• Best practice for supporting working carers
  

Who Is Eligible for Carer’s Leave?

From day one of employment, eligible employees have the right to take unpaid carer’s leave. An employee qualifies if they need to provide or arrange care for a dependent with a long-term care need.

Who counts as a dependent?

A dependent includes:

• A spouse or civil partner
  
• A child
  
• A parent
  
• Someone who lives in the same household (excluding lodgers or tenants)
  
• Anyone who reasonably relies on the employee for care
  

Employers cannot require employees to provide evidence of the relationship or condition.

What Is a “Long-Term Care Need”?

Under the Act, a long-term care need applies where a person:

• Requires care due to old age
  
• Has a disability as defined under the Equality Act 2010
  
• Has a physical or mental illness or injury that requires (or is likely to require) care for more than three months
  

This broad definition means many working carers may now fall within the scope of the law.

How Much Carer’s Leave Are Employees Entitled To?

Eligible employees can take:

• Up to one working week of unpaid carer’s leave
  
• Within a rolling 12-month period
  
• From their first day of employment

The leave entitlement is based on the employee’s usual working pattern.

Examples:

• An employee working five days per week → entitled to five days
  
• An employee working three days per week → entitled to three days

Flexible Leave Options

One key feature of the legislation is flexibility. Employees can take leave:

• In full days
  
• In half days
  
• As a single block
  
• On non-consecutive days
  

This allows working carers to manage medical appointments, assessments, or care arrangements more effectively.

Notice Requirements for Carer’s Leave

Employees must provide written notice before taking leave.

The required notice is:

• Twice the length of the leave requested, OR
  
• A minimum of three days’ notice, whichever is greater
  

For example:

• One day of leave → two days’ notice
  
• Three days of leave → six days’ notice

Unlike some other statutory leave types, employers cannot require detailed evidence, but they may postpone leave if business disruption would be significant (provided it is done correctly and within statutory limits).

Can Employers Refuse Carer’s Leave?

Employers cannot refuse carer’s leave outright.

However, they may postpone it if:

• The operation of the business would be unduly disrupted
  
• The leave is rescheduled within one month
  
• The employer provides written reasons for postponement
  

Failure to follow the statutory framework could expose employers to tribunal claims.

Why Supporting Carers Makes Business Sense

Beyond compliance, supporting carers in the workplace can:

• Improve employee retention
  
• Reduce absenteeism
  
• Strengthen employer brand
  
• Support diversity, equity and inclusion strategies
  
• Reduce burnout and presenteeism
  

According to UK workforce data, millions of employees combine paid work with caring responsibilities. Employers who proactively support carers are more likely to retain experienced staff.

‍

How Employers Should Implement the Carer’s Leave Act

To ensure compliance and minimise risk, employers should:

1. Update HR Policies

• Add a dedicated carer’s leave policy
  
• Align handbooks with statutory language
  
• Clarify notice and postponement procedures
  

2. Train Line Managers

Managers should understand:

• Eligibility rules
  
• How to handle requests sensitively
  
• The risks of discrimination
  

3. Review Flexible Working Policies

Carers may also request flexible working under existing legislation. Coordinating both frameworks ensures smoother handling.

4. Communicate Clearly

Inform employees of their new rights through:

• Internal communications
  
• HR portals
  
• Induction materials

Carer’s Leave and Employment Protection

Employees are protected from:

• Dismissal for taking carer’s leave
  
• Detriment linked to requesting or using leave
  

Employers must treat requests consistently and fairly to avoid claims of unfair dismissal or discrimination.

Final Thoughts: Turning Compliance into Culture

The Carer’s Leave Act 2024 is more than a compliance update; it reflects a shift in recognising the realities of modern working life.

Forward-thinking employers will go beyond the minimum requirements by:

• Offering paid carer’s leave
  
• Providing employee assistance programmes
  
• Creating carer support networks
  
• Promoting flexible working arrangements
  

By embedding support for carers into workplace culture, organisations not only meet legal obligations but also build loyalty, trust and long-term resilience. To learn more about our service, book a demo.

‍