A year after the Carer’s Leave Act came into effect on 6 April 2024, just over half of employees have a formal Carer’s Leave policy – but implementation across workplaces remains uneven.
The Act granted around 2.3 million employees with unpaid caring responsibilities the legal right to take up to five days of unpaid leave annually to provide or arrange care for someone with a long-term care need.
The entitlement applies to employees in England, Scotland and Wales and is available from the first day of employment. The leave can be taken flexibly, in full or half days and provides the same employment protections as other types of family-related leave, including protection from dismissal.
Although the legislation was viewed as a positive step by employers and carers alike, Carers UK – a national charity for unpaid carers – is calling on employers to improve awareness of the legislation and the employment rights it provides.
Gaps remain in employer awareness and training
Data from Employers for Carers (EfC), a forum representing over 230 organisations and around 2.9 million employees across various sectors, shows that while 51 percent of employers surveyed now have a formal Carer’s Leave policy, only 24 percent have taken steps to raise awareness or provide relevant training to managers.
Carers UK reports that, on average, 600 people leave the workforce every day due to difficulties balancing employment and caring responsibilities. For these employees, the introduction of a statutory right to unpaid Carer’s Leave represents a welcome change in legal protection. However, without greater awareness and implementation, the impact of the legislation may remain limited.
Helen Walker, chief executive at Carers UK, said, that the positive reception of the Act was encouraging.
“The Carer’s Leave Act was a vital step forward for millions of carers who now have a legal entitlement to recognition and support in the workplace. This is a relatively new piece of legislation and we’ve been encouraged by the positive reception it’s had so far, motivating employers to identify working carers and explore further support for them,” she said.
“Providing support is beneficial for both carers and employers, resulting in better staff engagement, improved recruitment and retention. We want to see many more businesses raising awareness of the Carer’s Leave Act, using this as a stepping stone to develop carer-friendly workplaces in the coming year ahead.”
Paid leave as key to retention
While the Act guarantees unpaid leave, Carers UK is also urging employers to consider offering paid Carer’s Leave. Research from the charity shows that 40 percent of carers who gave up work or retired early due to caring responsibilities believe that paid leave would have helped them remain in employment longer. As these people are often experienced workers, their early departure from a company can be a significant loss.
The charity argues that offering additional support for carers could contribute to better workforce participation and employee wellbeing. In November 2024, Carers UK research found that 56 percent of working carers are unable to afford time off without pay – effectively barring them from using their right to unpaid Carer’s Leave.
As part of its campaign leading up to Carers Week in June, Carers UK is encouraging employers to use the opportunity to review internal policies, raise awareness of carers’ rights and develop broader carer-friendly practices.
With the workforce ageing and many employees balancing work with caring responsibilities, employer engagement with the Carer’s Leave Act may become increasingly important in workforce planning and HR strategy.
