The UK Government has recently announced its support for the Carer’s Leave Bill, which aims to provide more support to employees with caring responsibilities in the workplace.
What is the Carer’s Leave Bill?
The Carer’s Leave Bill proposes to give carers in employment an automatic entitlement to 5 days’ unpaid leave per year. Carers will be able to use this leave to provide care or make arrangements for care for a dependent. It will be a ‘day one’ right, meaning that employees will have the right to request this leave from the first day of their employment.
What implications could this Bill have for employers?
The Bill does not include specific provisions about how unpaid carer’s leave should be managed in the workplace. If the Bill becomes law, employers will therefore have discretion over how to manage the logistics of these leave requests. For example, it will be up to employers to decide how much notice employees must give their employer to take unpaid carer’s leave or whether this leave will need to be taken in single blocks. Under the Bill, although employers will not be able to reject an employee’s request to take unpaid carer’s leave, it may be able to suggest alternative dates for them to take the leave.
When will the Carer’s Leave Bill become law?
Although the Carer’s Leave Bill has passed its second reading in the House of Commons and has now gained the support of the UK Government, there may be some delay before it becomes law. However, there are many steps that employers can take in the meantime to ensure that carers are supported in the workplace.
What can employers do to support carers in the workplace?
- Consult with employees: Employers should encourage employees with caring responsibilities to raise any concerns and explain what support they need.
- Review policies: Employers should consider implementing new policies or updating their existing policies to ensure that they are flexible and provide adequate support to carers. They should also ensure that they are reviewed regularly to make sure that they are still fit for purpose and communicate them to staff so that they understand what support is available.
- Training for managers: Employers should ensure managers understand their policies and know what they can do to support carers in the workplace.
- Provide support: Employers should catch up with employees with caring responsibilities regularly to check on their wellbeing and see if they need any more support.
If you need any help or advice on any of the above, please contact employment solicitor Rachel Ford-Evans on RFord-Evans@darwingray.com / 02920 829 120 for a free initial chat to see how we can help you.