Simon Robinson FCPA’s Post

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

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 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

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

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.

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

🕒 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

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

https://lnkd.in/e7pXYYXS Carer's leave What is carer's leave Who can get carer's leave How long is carer’s leave How much will I be paid during carer’s leave Can I postpone it or end it early Other rules about carer's leave How to apply for carer's leave Returning to work Carer’s leave allows employees to leave work temporarily to provide full-time care and attention for someone who needs it. You can take carer’s leave for a minimum of 13 weeks and up to a maximum of 104 weeks. If you ask to take less than 13 weeks’ carer’s leave, your employer can refuse your request. See ‘How long is carer’s leave?’ below. Carer’s leave from employment is unpaid but your job will be kept open until your return. If you have enough PRSI contributions, you may qualify for Carer's Benefit. If you cannot get Carer’s Benefit, you may qualify for Carer's Allowance which is a means-tested payment. You can take carer's leave even if you do not qualify for these payments. To get carer’s leave, you must have worked for your employer for 12 months without a break in employment. The person you will be caring for must need full-time care and attention. A deciding officer of the DSP will decide whether they need this care after checking with their GP. The person must need someone with them at all times to either: Keep them safe and help them throughout the day with their normal personal needs, such as eating, drinking, washing and dressing Protect them from being a danger to themselves The person you care for does not have to be a family member or spouse, but can be a friend or colleague. You can apply to take carer’s leave in one continuous period of up to 104 weeks or for a number of shorter periods that add up to a maximum of 104 weeks. If 2 people live together and both need full-time care and attention, you can get carer’s leave for each of them. In this case, the total maximum amount of carer’s leave is 208 weeks (104 for each person in your care). How to apply for carer's leave 1. Apply to the DSP The DSP must confirm that the person you will be caring for needs that care. The first step to getting carer’s leave is to complete the application form for Carer's Benefit (pdf). The GP of the person you will be caring for must complete part of the form. If the person is under 16 and Domiciliary Carer’s Allowance is being paid for them, the GP does not need to complete part of the 2. Apply to your employer At least 6 weeks before you plan to take carer’s leave from employment, you must apply formally in writing to your employer for this leave. In exceptional or emergency situations where you cannot give 6 weeks’ notice, you should give notice as soon as possible. If you have a complaint or dispute with your employer over carer’s leave, you should raise it with your employer first. If not resolved you can make a complaint to the Workplace Relations Commission.