The statutory right
Yes. The Carer’s Leave Act 2023, in force from 6 April 2024, gives every employee in Great Britain the right to take up to one working week of unpaid carer’s leave per rolling 12-month period. There is no qualifying service period — the right applies from day one of employment.
What the leave covers
The leave is for providing or arranging care for a dependant with long-term care needs. “Dependant” is broad: spouse, civil partner, child, parent, anyone living in the employee’s household, or anyone who reasonably relies on the employee for care. “Long-term care needs” includes physical or mental illness or injury expected to require care for more than three months, disability under the Equality Act 2010, or care needs related to old age.
How it can be taken
Employees can take the leave in half-day or full-day blocks, up to the maximum of five working days in any rolling 12-month period. Notice required: twice the length of the leave being taken, or three days, whichever is longer. The employer cannot require medical evidence as a condition of granting the leave.
Is it paid?
Statutory carer’s leave is unpaid. Many employers (including Centrica, Aviva, the UK Civil Service and a growing number of FTSE 250s) offer enhanced paid carer’s leave on top, typically 5–10 paid days per year. Paid carer’s leave is the single most-requested ask from carer ERGs and is a low-cost retention lever for senior carer employees.
What about emergencies?
Separate from carer’s leave, employees also have a long-standing right under section 57A of the Employment Rights Act 1996 to take reasonable, unpaid time off in emergencies involving a dependant. The two rights are independent and can be used together.
Where the law comes from
Related
This page is general information, not clinical or legal advice.