KR HR & TRAINING NEWS ARTICLES

Carers rights: today and in the future.   

Carers Rights Day is dedicated to raising awareness about the rights and challenges of unpaid carers. Unpaid carers typically include people caring for family members, but also those providing regular support to other dependents such as an elderly neighbour.

It is important for unpaid carers to understand their entitlements and have access to support.  Carers Rights Day signposts to information and advice, and helps carers to challenge things when their rights are not being met. 

Sometimes unpaid carers don’t access support because they do not even recognise that they are carers. With as many as 1 in 7 employees being unpaid carers, it is worthwhile for employers to be proactive in developing policies and sharing resources to support wellbeing, retention and morale of people juggling work alongside caring responsibilities.

If a carer looks after an older or disabled person, existing law protects the employee against direct discrimination or harassment because of their caring responsibilities. 

Currently, an unpaid carer has the right to request flexible working, unpaid time off in emergencies and unpaid parental leave. 

New legislation is coming into force in 2024 (exact timing to be confirmed) enables carers to take further unpaid leave to manage their caring responsibilities. 

This would allow employees who care for a spouse, civil partner, child, parent or other dependent (who needs at least 3 months of care due to an illness, injury, disability or old age) time off to attend to their caring responsibilities.

Carer’s Leave would entitle employees who are providing or arranging care, to one week’s unpaid leave per year. Under this law, employees would also have protection from dismissal or detriment as a result of having taken time off for caring responsibilities.  This leave would apply to employees from day one of employment.

Once finer details and timings of the new Carer’s Leave Act are announced, we will provide a further update so you can be prepared to deliver changes to the way in which you support unpaid carers in your workforce.

Should you wish to go above and beyond the legal minimum, we recommend investigating the Working for Carers accreditation. Have a look at the case study about how we worked with Carer Support Wiltshire to develop employer guides and resources for accredited employers.

What steps will you be taking to protect your staff and your business?