The Carer’s Leave Act 2024 has recently been given the seal of approval. The act brings in a new right for employees to take five days of unpaid leave per annum to care for dependants with long-term needs.
This new legislation came into force on 6th April 2024, and instigates the statutory entitlement to carer’s leave. The passing of the Carer’s Leave Act has ensured much-needed employment rights for carers.
Leave under the Act is flexible. The leave does not need to be taken consecutively, but a minimum of half a day must be requested at one time. Employees can now take up to one week’s leave over a 12-month period. The leave is calculated based on the number of days an employee works over a seven-day period.
Who can take leave under the Carer’s Leave Act 2024?
The right to leave is available to all employees from day one of employment. Employees will be entitled to unpaid leave to arrange or give care for a dependant who has a mental or physical illness or injury, a disability, or needs care due to old age.
This includes spouses, civil partners, children, and parents. It also includes those who rely on the employee for care—even if they are not family members—as long as the dependant has long-term care needs.
Can an employer refuse the leave?
Employers cannot refuse a carer’s leave request, but they can request that the leave be postponed if it would cause serious disruption to the business.
If postponement is necessary, the employer must:
- Provide a written explanation within seven days of the original request.
- Propose a new date for the leave.
- Ensure the rescheduled leave takes place within one month of the original request date.
Employees are protected from detriment and dismissal if they take or seek to take carer’s leave.
Employers should review and update their internal policies and procedures to reflect this new statutory right.
We have a dedicated employment team at Franklins. If we can be of any assistance to you, please contact the Employment Law team on 01604 828282 / 01908 660966 or email [email protected].
Written by Georgia Harris
Solicitor, Employment Law at Franklins Solicitors LLP
Specialises in employment contracts, staff handbooks, Section 1 Employment Rights Act compliance, grievance and disciplinary processes, workplace policies, and advising both employers and employees on contentious and non-contentious employment matters.
Georgia Harris is a Solicitor in the Employment Law team at Franklins Solicitors LLP. She qualified in 2024 and obtained her Practising Certificate in early 2025 after completing her training contract at a London-based firm. Georgia holds an LLB from the University of Bristol and completed her Legal Practice Course with Distinction at the University of Westminster.
Before qualifying, Georgia worked as an HR Coordinator at a city law firm, giving her valuable first-hand insight into employment law from an HR perspective within a global organisation. This experience allows her to offer practical, commercially aware advice to both employers and employees.
Georgia advises on a broad range of employment matters, with particular expertise in drafting and reviewing employment contracts and staff handbooks to ensure compliance with Section 1 of the Employment Rights Act 1996. She also supports clients with grievance and disciplinary procedures, ensuring policies are robust, up-to-date, and fairly implemented.
Known for her approachable and detail-oriented style, Georgia works closely with clients to deliver clear, pragmatic advice tailored to their specific circumstances.
