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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

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

Carer's Leave Act 2023 from 6 April 2024 #vulnerabilitymanagement #inclusivedesign #righttocarersleave Unpaid carers have been in the news recently for a number of reasons. According to Carers UK, millions of people in the UK juggle their unpaid caring responsibilities with paid employment. This can make managing everyday finances difficult. https://lnkd.in/eMWXS8-4 With effect from 6 April 2024, the Carer’s Leave Act 2023 gives employees a statutory right to a week’s unpaid leave to care for a dependant with long term needs. To put this in perspective, in 2020, the number of people in paid work who were also providing unpaid care increased to over 7m. The reports from the Institute of Directors suggests this will benefit more like 2m employees. Employees have the right to take up to one week’s unpaid leave in a rolling 12-month period and the right applies from day one of employment. Carer’s leave is different to time off for dependants leave, which is for emergency situations. Employers cannot deny an employee’s request for carer’s leave, but can postpone it if they reasonably consider that the operation of the business would be unduly disrupted if the leave was approved. The legislation covers England, Wales and Scotland. Employer's should have a policy around this as part of their workplace wellbeing and social value frameworks. Employees are entitled to unpaid leave to give or arrange care for a ‘dependant’ who has: - a physical or mental illness or injury that means they’re expected to need care for more than 3 months - a disability (as defined in the Equality Act 2010) - care needs because of their old age https://lnkd.in/ev-tfRXw For those in #problemdebt, planning for a period of unpaid work is important and ensuring that your DMP provider is aware of a potential 'short payment' really helps continuity of creditor engagement. Johnny Timpson OBE Andrew Gething Carolyn Delehanty Helen Lord Chris Warburton Melanie Giles Chris Fitch, PhD, FRSPH Colin Trend Vanessa Northam Antony Price Emma Gibbons

🕒 New Unpaid Carer's Leave Policy: A Step Forward or a Missed Opportunity? 🕒 A recent survey highlights a stark reality: the vast majority of workers simply can't afford to take unpaid time off to care for loved ones. With the new policy on unpaid leave coming into effect, one can't help but wonder: Is this measure truly a lifeline or a well-intentioned gesture that misses the mark? While the intention to support working carers is commendable, the execution may fall short of the need. The hard truth is, few have the financial flexibility to forgo pay, even for the noble cause of caring for family. It raises the question – is unpaid leave just a placeholder for what should be a more comprehensive support system? 🔍 Considering the Impact: Financial Feasibility: For many, taking unpaid leave isn't just difficult; it's impossible. Bills don't pause, and daily living costs don't wait. Emergency vs. Ongoing Care: Compassionate leave may cover emergencies, but what about ongoing care needs? The current system may not reflect the enduring responsibilities many employees face. Realistic Uptake: If unpaid leave is the only option, will it truly be utilised? Or will it remain a theoretical benefit, out of reach for those who need it most? 🗣️ My Perspective: Knowing this policy was on the horizon, my stance aligns with the article's sentiments. This isn't the revolution in workplace flexibility and support it's been portrayed as. True change requires measures that don't force employees to choose between caring for their families and their financial wellbeing. We need to rethink how we support carer responsibilities within the workforce. Paid leave, flexible working hours, and remote work options aren't just 'nice to have'; they're essential for inclusive, supportive workplaces. 💬 Over to You: What are your thoughts on unpaid carer's leave? Can it work, or does it need to be part of a broader package of support to be effective? How can employers, colleagues, and policymakers ensure that those in caring roles aren't left behind? People Management magazine https://lnkd.in/e3jBM2a4

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.

The Carer's Leave Act is now law in the UK 👏 🤔 Did you know that there are 2.3 million carers in the UK today? And every day, more than 600 people leave their jobs because of their caring responsibilities? This change in law is a huge step forward in retaining key talent and ensuring we support individuals when they need it most. So, what's new? 💙 Employees can now take up to one week of unpaid leave per year when caring for someone long-term. 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. 👫 A 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) or a person who relies on them for care, such as an elderly neighbour. 🤒 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 or a care need related to old age. 1️⃣ This leave is a day one right of employment, meaning that employees can make a request immediately if needed. 📆 The leave can be used flexibly, with half or full days off for planned caring responsibilities. It may be used for appointments, day trips, providing meals, company or support, arranging care home visits, and so on. 🤝 Carer's leave offers the same protections as other family-related leaves, such as protection from dismissal and detriment, and employees have the right to return to the same job, accrue holiday, participate in training and development, be considered for promotional opportunities, and access company benefits. There may be other types of leave that carer's could choose to take instead of carer's leave: ✅ time off for dependants ☑ ordinary parental leave ✅ holiday entitlement – but only if they want to ☑ special or compassionate leave For more information, check out the Acas page https://lnkd.in/ei7cJEw4

https://lnkd.in/e-XsDVfE Checklist when applying for carer's leave To apply for carer’s leave you should follow the procedures below. 1. Check if you qualify for carer’s leave You must have worked for your employer for 12 months without a break. The Department of Social Protection. (DSP) must decide that the person you are proposing to care for is in need of full-time care and attention – see 2 below. 2. Apply to DSP for a decision that the person needs full-time care If the person you intend to care for is over 16, their GP must complete part of the application form for Carer's Benefit (pdf). Your employer must also fill in part of this form giving your employment details. You should send the completed application form to DSP, who will decide whether the person you will be caring for needs that care. DSP will also check if you are eligible for Carer's Benefit. 3. How much carers leave am I entitled to? Under the Carer’s Leave Act 2001, you are entitled to at least 13 weeks’ carer’s leave up to a maximum of 104 weeks. You can apply to take it in one continuous period or for a number of shorter periods. There must be a gap of at least 6 weeks between the periods of carer’s leave. If your employer agrees you can take a shorter period of leave. However, your employer can refuse (if they have good reason) to allow you to take carer's leave of less than 13 weeks and must give you the reasons for the refusal in writing. 4. Give notice to your employer You must give your employer at least 6 weeks’ notice in writing saying when and how you plan to take carer’s leave, and whether it will be in one block or separate periods. You should confirm that you have applied to DSP for a decision on the person for whom you propose to care. You can find a sample notice of intention form in Appendix A of the Carer's Leave Act explanatory booklet (pdf). In emergency situations where you cannot give 6 weeks' notice, you should give notice as soon as possible. 5. Confirmation of carer’s leave You and your employer must sign a document confirming the arrangement for carer's leave, at least 2 weeks before you begin the leave. The document should state the start date, how long it will last, and specify how you will take it. You can find a sample confirmation document in Appendix B of the Carer's Leave Act explanatory booklet (pdf). Your employer keeps the signed document and gives you a copy of it. This document is flexible, which means that your arrangement to take carer's leave can be amended, even if you have already started your leave. More information You can find out more about carer’s leave. You can contact Workplace Relations Commission's Information and Customer Service for information about carer’s leave. For information about Carer's Benefit, contact your local social welfare office or Intreo centre.

New legislation in the UK guarantees five days leave for unpaid carers. The Carers Leave Act, which came into force on 6 April, enables unpaid carers to request up to five days leave from their employer. The legislation also safeguards them from dismissal for taking the leave. This is a welcome change that will enable unpaid carers to take care of someone who has a disability, needs care due to old age, or has a long-term illness of more than three months. However, the legislation also highlights a significant issue. A Care UK report shows that 73% of people in the UK who provide, or have provided, unpaid care in their lifetime - roughly 19 million people - have not identified themselves as unpaid carers. This means they may be missing out on Carer's Allowance, support from their local council, or practical support from their local carer organisation. A YouGov poll found that eight million people (31%) in the UK who have provided care have seen their health and wellbeing suffer, with women being significantly more likely to identify as or call themselves a carer. This new legislation is a welcome addition, but also highlights the increasing requirement for employers to close the gap in government funding. Whether it's parental leave, subsidised childcare, private healthcare, or indeed supporting their employees who are unpaid carers, I expect this will be an increasing trend where employee benefits and policies are used to compensate for declining public services in the UK. #Carers #EmployerBrand #Benefits #HR Source: https://lnkd.in/eQC-ubUQ

Introducing Paid Carer’s Leave Could Boost Productivity, And Improve Millions Of Workers’ Lives Introducing statutory paid Carer’s Leave would bring significant benefits for more than two million working carers and the UK economy, far outweighing the modest costs of its introduction, according to charity Carers UK. A new report from the charity estimates it would only cost the Government between £5.5 million to £32 million annually, if the statutory right to five days of unpaid Carer’s Leave for all employees with unpaid caring responsibilities was turned into paid Carer’s Leave. In contrast, the costs of people having to leave work because of their caring responsibilities – based on Carer’s Allowance payment figures and lost tax revenues – is an estimated £1.3 billion a year. Ahead of the July 2024 General Election, Labour published its Make Work Pay policy, which committed the Government to examining the benefits of introducing paid Carer’s Leave and reviewing the Carer’s Leave Act 2023. At a time when the Government is concerned about economic inactivity in the over 50s, a tight labour market, skills shortages, an ageing population and UK-wide productivity levels, Carers UK says evidence now demonstrates a strong economic and moral imperative for it to take early action to further support working carers. Carers UK is encouraging the Government to strengthen carers’ employment rights through the passage of its proposed Employment Rights Bill, including through the introduction of paid Carer’s Leave. Centrica plc, a leading carer-positive employer, has modelled the productivity gains they get from their supportive policies for unpaid carers in their workforce. Grossed up, this suggests that the UK economy could benefit from £8.2 billion in productivity gains through increased worker retention, reduced recruitment costs and a reduction in other productivity costs. There are 2.5 million employees who juggle paid work with their caring responsibilities and research estimates that a staggering 600 people a day are having to give up work to care for family and friends, significantly impacting their financial future in the short and longer term. Women are twice as likely than men to leave their job due to caring, older workers are significantly at risk of giving up work and low paid workers cannot afford to take the time off to care. Paid Carer’s Leave would have a positive impact on inequalities in the labour market. Read More: