Grace Erickson’s Post

A new category of statutory leave, carer's leave, becomes available to UK employees as of tomorrow - 6 April 2024. This helpful 'blog from one of our affiliated firms, Mills & Reeve, explains what you need to know about this change. At the LNN, we embrace, welcome and support parent-carers of neurodivergent dependents as a crucial part of our family. They are frequently amazing advocates for neuro-inclusion in their own organisations, the #legalservices sector and society more broadly. Often, they discover their own neurodivergence through learning about their children's. As highlighted by our post yesterday, we also recognise the stress and anxiety they face navigating incredibly challenging educational, health and social care pathways for and alongside those they love. And we celebrate when their employers step up and show support for this population as part of a truly holistic approach to neuro-inclusivity - whether it's through supporting the establishment of carer networks/affinity groups, providing access to private diagnosis or subsidised specialist respite care, emergency or vacation daycare support; or sign-posting similar external support in those or other areas such as school selection, will-writing/estate management or legal challenges to local authority decisions. We hope one day our organisations will consider the provision of *paid* carer's leave as part of such a support package, in the same way some enlightened workplaces already generously offer such support for those going through bereavement, adoption/fostering or fertility treatment. The message this would send to their parent-carers would be truly amazing! 🙏🏻 If you're a parent-carer who isn't already a part of the LNN conversation, get involved in our Network. And watch this space for a special event focused on supporting parent-carers in the Law coming in the Autumn! #neurodiversity #NeurodiversityInLaw #NeurodiversityInclusion #carers #ParentCarers https://lnkd.in/eAV85Sbh

"Providing family-friendly benefits goes a long way, but it’s the act of bridging the gap between expectation and experience where the opportunity lies." ✅ Yes, family-friendly policies like paid parental leave, paid family & medical leave, and flexible work are critical. 🚫 However, you can't simply put a policy in writing and consider your company culture family-friendly. The gap exists due to the actions of leaders at all levels. That also means it can be narrowed by leaders taking action to stop just giving lip service and instead demonstrating out loud what it means to live a family and care-friendly life. How? ▶ It starts with "on-the-ground managers." As Kaleana Quibell shared, companies have an opportunity to equip managers with "training, policies, and resolution tactics that empower them to turn around and make decisions that best support the working parents and caregivers." At WRK/360 we completely agree. It is why our Parental Leave at WRK program isn't only for the individual going on leave/returning for work. Instead, we pair support for that individual with training, guidance, and coaching for the manager as well. It's why we've developed workshops and trainings for leaders on Managing Parental Leave and Building A Company Culture that Cares. We know the gap lies with leaders and on-the-ground managers and we are committed to narrowing that gap. #workingparents #caregiversatwork #workingmoms #workingdads #careoutloud #parentoutloud #bosslottery ~~~~~ 👋🏼 Hi, I'm Mary Beth, founder of WRK/360. Our coaching, trainings, and programs support and retain your working parents and caregiving employees from #parentalleave through #eldercare. ☝🏼 Hit the button at the top to subscribe to our newsletter or DM me to learn more about our core programs! Parental Leave at WRK, Parents & Caregivers at WRK, and Fair Play at WRK. Like this post? Want to see more? 🔔Follow me and click the bell on my profile. https://lnkd.in/ekJf2NfF

For anyone I’m connected with who works in the health and social care sector, I’d be interested in your thoughts about the below. These views are solely my own, personal views and I would be interested to hear others’ takes on it. Some interesting conversations about the new ‘Care leave Act 2024’ on the radio today. Essentially, employees will be entitled to up to 5 days additional leave each year to give or arrange care for dependents with physical/mental illness, disabilities or care needs due to old age. This is being hailed by the government as huge steps forward for anyone with caring responsiblities. Working with familial and informal carers on a daily basis, I can’t help but feel that this isn’t the ‘huge’ step forward it’s being made out to be. Whilst it is good that it is being recognised that those with caring responsibilities would benefit from extra time to undertake these responsibilities, these 5 additional days are UNPAID. So, you can take the time you need away from your day job to undertake caring responsibilities (which contracted care companies are paid to do) but you’ll have to lose 5 days pay to do it. I may be being reductionist with this one, but I can’t help but feel that the fact these days are unpaid is giving with one hand and taking with the other. This is not 5 extra days of holiday where a carer could have much needed respite. These 5 days are to provide care for a loved one which is by no means a holiday and for some, is a 24/7 responsibility. Would we not be better off paying employees for this? Ultimately caring is a job, and if family members, friends, partners etc are undertaking these responsibilities they are doing so instead of any statutory funded or private carers. Better yet, could we not provide respite or additional days holiday for those with caring responsibilities in addition to their full or part time employment? Anyone with caring responsibilities will tell you that it is not a 9-5pm job and we see time and time again family members and carer burnout; of course detrimental to the individual but ultimately the person they are caring for, too. I can’t help but feel we could do better by recognising not only the extra time needed for caring, but the financial and emotional impact too. Offering 5 days of additional leave is a start, but I feel that being paid, or being afforded additional respite/holiday would be the big step forward that we could hope for.

Carer’s Leave Changes Starting from 6 April 2024, employees will have the right to take unpaid leave to provide care for a 'dependant' from day 1 of employment. A dependant could be someone who is expected to need care for over 3 months due to physical or mental illness, injury, disability as outlined in the Equality Act 2010, or simply due to old age. Importantly, this care recipient doesn't have to be a family member, broadening the scope of individuals eligible for this type of support. This new provision emphasizes the importance of assisting those in need of care within our society. It recognizes that providing care for others, be it due to illness, disability, or old age, is a crucial aspect of building a compassionate community. This change seeks to support employees in balancing their work commitments with their responsibilities as caregivers, enabling them to care for dependants without financial strain. By offering unpaid leave for caregiving responsibilities, the government aims to promote a more inclusive and supportive work environment. This initiative acknowledges the diverse caregiving needs individuals may have beyond those typically associated with immediate family members. Allowing employees to attend to the needs of dependants in such circumstances reflects a commitment to fostering a workplace culture that values empathy and understanding. Employees have the option to take a week off for leave every year. A 'week' is the same amount of time they usually work in 7 days. For instance, if an employee works 3 days weekly, they can use 3 days of carer's leave. They can decide to take a whole week off or use individual days or half days as needed during the year. Acas #employmentlaw #Networking #JobSeekers #employeerights #humanresources #smallbusiness #workplace

Unnecessary policy that will create dissatisfaction among the employees. If this continues very soon similar update will be applied for bereavement leave as well stating you are not dead hence report to work. Someone else will bury the dead. I wonder one day we might even hear since you have not delivered the baby report to work not eligible for paternity leave. anything is possible and anytime is possible. Do you know if your organization is planning to implement such policies. Do leave comments and share. #policies #dissatisfaction #employeesatisfaction #leavemanagement #leavepolicy #connections

MONEY: Deloitte UK has announced they will be (equally) giving new Mums and Dads 26 weeks fully paid leave... #money #maternityleave #fair This new equal family leave policy means all parents will be eligible for 26 weeks’ fully paid leave. Changes are part of a wider, enhanced family and carers leave package for the firm’s people, including paid time off for neonatal care, caring responsibilities and fertility treatment; > YouGov research, commissioned by Deloitte and published today, shows that nine out of ten (87%) working parents say family leave is a major factor when choosing an employer; > Over half of working mothers (57%) have had to reduce working hours because of their co-parent’s workplace inflexibility; > More than half (54%) of working parents say they would consider leaving their jobs for improved work-life balance. https://lnkd.in/gCnvKcKd

Therese Rubio, GBDS, VBS is Nava Benefits' founding partner and writing for Human Resource Executive she admits that she was confused about family leave benefits before giving birth to my first child. And she's a benefits broker! She shares the power of family-focused beenfits in this post. In addition to helping with HR’s recruiting efforts, family-focused benefits can also boost employees’ job satisfaction and overall wellbeing. And, of course, employees who are happy are also less likely to be lured by one of your competitors. For HR leaders, there are a few things worth considering before your organization rolls out or expands benefits in one or more of these three areas: family planning, paid family leave and benefits that support employees after they return from parental leave. https://lnkd.in/dqyDsWbf #employeebenefits #familybenefits #familyplanning #parentalleave

Statutory Carer’s Leave: As of April 6, the Carers Leave Act 2023 came into force, granting all employees the right to take carer's leave from their first day on the job. This leave is applicable to those caring for dependents with long-term care needs, such as spouses, civil partners, parents, children, or other dependents requiring care due to disability, old age, or illness. Eligible employees can take up to one week of unpaid leave per year, with flexibility in scheduling and notice requirements. What does this mean for employers? The right to take carer's leave applies from the first day of work. An employee can take carer's leave to give or arrange care for a dependant who needs long-term care. Who counts as a dependant An employee's dependants can include: * their husband, wife, civil partner or partner * their child * their parent * a person who lives in their household (not tenants, lodgers or employees) * a person who relies on them for care, such as an elderly neighbour What counts as a long-term care need A dependant has a long-term care need if they have any of the following: * a disability as defined under the Equality Act 2010 * an illness or injury that is likely to need care for at least 3 months * a care need related to old age What carer's leave can be used for Examples of when an employee could use carer's leave include: * taking their disabled child to a hospital appointment * moving their parent who has dementia into a care home * accompanying a housebound dependant on a day trip * providing meals and company for an elderly neighbour while their main carer is away with work for the day How much time someone can take Employees can take up to 1 week of carer's leave every 12 months. They can choose to take leave as: * half days – this is the minimum they can take * full days * a whole week An employee is entitled to a period of leave that is equal to their usual working week. For example, if someone works 3 days a week, they can take 3 days of carer's leave. An employee might have been working for their employer for less than a week. If that's the case, a week is the number of days or hours they would normally work in that week. If you need professional support in order embrace these changes in your workplace, call Schofield & Associates. https://lnkd.in/gFUT438

Statutory Carer’s Leave: As of April 6, the Carers Leave Act 2023 came into force, granting all employees the right to take carer's leave from their first day on the job. This leave is applicable to those caring for dependents with long-term care needs, such as spouses, civil partners, parents, children, or other dependents requiring care due to disability, old age, or illness. Eligible employees can take up to one week of unpaid leave per year, with flexibility in scheduling and notice requirements. What does this mean for employers? The right to take carer's leave applies from the first day of work. An employee can take carer's leave to give or arrange care for a dependant who needs long-term care. Who counts as a dependant An employee's dependants can include: * their husband, wife, civil partner or partner * their child * their parent * a person who lives in their household (not tenants, lodgers or employees) * a person who relies on them for care, such as an elderly neighbour What counts as a long-term care need A dependant has a long-term care need if they have any of the following: * a disability as defined under the Equality Act 2010 * an illness or injury that is likely to need care for at least 3 months * a care need related to old age What carer's leave can be used for Examples of when an employee could use carer's leave include: * taking their disabled child to a hospital appointment * moving their parent who has dementia into a care home * accompanying a housebound dependant on a day trip * providing meals and company for an elderly neighbour while their main carer is away with work for the day How much time someone can take Employees can take up to 1 week of carer's leave every 12 months. They can choose to take leave as: * half days – this is the minimum they can take * full days * a whole week An employee is entitled to a period of leave that is equal to their usual working week. For example, if someone works 3 days a week, they can take 3 days of carer's leave. An employee might have been working for their employer for less than a week. If that's the case, a week is the number of days or hours they would normally work in that week. If you need professional support in order embrace these changes in your workplace, call Schofield & Associates. https://lnkd.in/gFUT438

Statutory Carer’s Leave: As of April 6, the Carers Leave Act 2023 came into force, granting all employees the right to take carer's leave from their first day on the job. This leave is applicable to those caring for dependents with long-term care needs, such as spouses, civil partners, parents, children, or other dependents requiring care due to disability, old age, or illness. Eligible employees can take up to one week of unpaid leave per year, with flexibility in scheduling and notice requirements. What does this mean for employers? The right to take carer's leave applies from the first day of work. An employee can take carer's leave to give or arrange care for a dependant who needs long-term care. Who counts as a dependant An employee's dependants can include: * their husband, wife, civil partner or partner * their child * their parent * a person who lives in their household (not tenants, lodgers or employees) * a person who relies on them for care, such as an elderly neighbour What counts as a long-term care need A dependant has a long-term care need if they have any of the following: * a disability as defined under the Equality Act 2010 * an illness or injury that is likely to need care for at least 3 months * a care need related to old age What carer's leave can be used for Examples of when an employee could use carer's leave include: * taking their disabled child to a hospital appointment * moving their parent who has dementia into a care home * accompanying a housebound dependant on a day trip * providing meals and company for an elderly neighbour while their main carer is away with work for the day How much time someone can take Employees can take up to 1 week of carer's leave every 12 months. They can choose to take leave as: * half days – this is the minimum they can take * full days * a whole week An employee is entitled to a period of leave that is equal to their usual working week. For example, if someone works 3 days a week, they can take 3 days of carer's leave. An employee might have been working for their employer for less than a week. If that's the case, a week is the number of days or hours they would normally work in that week. If you need professional support in order embrace these changes in your workplace, call Schofield & Associates. https://lnkd.in/gsBaBMH