Here’s what you need to know about the new Carer’s Leave Act…

Many employees are juggling not only a busy and demanding role, but unpaid caring responsibilities outside of work as well.

This can be a real struggle and hurt an individual’s mental health and physical health due to tiredness and stress.

On 6 April 2024, the Carer’s Leave Act 2023 came into force. It allows anyone who is classed as an employee to take time off to help a dependant with long-term care needs. They have this right from day one of their employment with you.

Here’s some key points to note

❤️‍🩹 Employees can take up to 1 week of carer’s leave every 12 months and choose to take a minimum of a half day, a full day or the whole week.
🫂 A dependant can include, for example, their husband, wife, civil partner or partner, or child.
♿︎ A long-term care need could include a disability as defined under the Equality Act 2010.

Now, to answer the question around asking for evidence.

As an employer, good record-keeping is important. However, when it comes to the Carer’s Leave Act, an employee does not need to give you evidence of their dependant’s care needs. It doesn’t have to be in writing, either.

Caring for another person alongside holding down a busy job can be stressful, and so, as an inclusive employer, you need to be up to speed with the law and avoid placing any unnecessary burdens on your employees.

Don’t hesitate to reach out if you have any further questions about the Act or how best to support your employees. 03332005153 or contact by completing the form here.