Carer’s leave gives employees a statutory right to one week of unpaid leave per year to provide or arrange care for a dependant with a long-term care need. Introduced on 6 April 2024 under the Employment Relations (Flexible Working) Act 2023, this day-one right applies to all employees regardless of length of service. It fills a gap in UK employment law that previously left carers without dedicated statutory support.
This guide covers eligibility, how carer’s leave works, the definition of a dependant with a long-term care need, and what employers need to manage.
Key takeaways
- Employees have a statutory right to one week of unpaid carer’s leave per year — from day one of employment.
- The leave can be taken in blocks of at least one day or as half-days.
- A dependant with a long-term care need includes anyone who needs or expects to need care for 3+ months due to illness, injury, disability, age, or mental health condition.
- The leave is unpaid unless the contract provides pay.
- You must not dismiss or penalise an employee for requesting or taking carer’s leave.
Who qualifies for carer’s leave
Any employee qualifies for carer’s leave — there is no qualifying service period. The right applies from day one of employment.
To qualify, the employee must have a dependant with a long-term care need. A dependant includes:
- A spouse, civil partner, child, or parent of the employee.
- A person who lives with the employee (other than as a tenant, lodger, or boarder).
- A person who relies on the employee for care — this is broader than family and can include friends, neighbours, or extended family members.
The dependant must have a long-term care need, defined as needing or expecting to need care for 3 or more months due to:
- Illness or injury (physical or mental).
- Disability (under the Equality Act 2010).
- Old age (including frailty or cognitive decline).
| Requirement | Detail |
|---|---|
| Service period | None — day-one right |
| Leave duration | Up to 1 week (5 working days) per year |
| Pay | Unpaid (unless contract provides pay) |
| Notice period | At least 3 days before the leave starts |
| Blocks | Can be taken in blocks of at least 1 day or as half-days |
| Dependan | Anyone needing care for 3+ months |
How carer’s leave works
The employee can take up to 1 week of leave (5 working days for a full-time employee, pro-rated for part-time) in any 12-month period. The leave can be taken as:
- One continuous week, or
- Separate blocks of at least 1 day each, or
- Half-day blocks (the employee can take a morning or afternoon).
The employee must give at least 3 days’ notice before the first day of leave. For ongoing or intermittent leave, they should give notice as early as reasonably practicable.
You can postpone carer’s leave if the employee’s absence would cause serious disruption to the business — but only if you notify the employee within 7 days and allow the leave to be taken within one month of the original date.
What carer’s leave covers
Carer’s leave is for providing or arranging care for the dependant. This includes:
- Attending medical appointments with or for the dependant.
- Arranging care — finding a care home, hiring a carer, or organising respite care.
- Providing care directly — sitting with the dependant, helping with daily tasks.
- Dealing with care-related administration — completing benefits forms, attending care reviews.
The leave is not for emergencies involving a dependant — that is covered by the separate right to time off for dependants under s.57A of the Employment Rights Act 1996.
Carer’s leave vs. time off for dependants
| Element | Carer’s leave | Time off for dependants |
|---|---|---|
| Purpose | Ongoing care for a long-term need | Emergency involving a dependant |
| Duration | Up to 1 week per year | Reasonable time per emergency |
| Pay | Unpaid | Unpaid |
| Notice | At least 3 days | As soon as reasonably practicable |
| Service period | Day-one right | Day-one right |
The two rights are complementary — an employee can use carer’s leave for planned care and time off for dependants for emergencies.
Employer obligations
UK employers have five core duties around carer’s leave:
- Grant the leave — you cannot refuse a genuine request for carer’s leave.
- Do not penalise the employee — dismissal or detriment for taking carer’s leave is automatically unfair.
- Allow flexible arrangements — blocks and half-days must be permitted.
- Keep records of the leave taken.
- Consider postponement carefully — only if there is serious disruption, and only with proper notice.
For more UK context, see our guides to time off for dependants, disability leave, and unpaid leave.
Frequently asked questions
How much carer’s leave can I take?
Up to 1 week (5 working days) per year, unpaid. Part-time employees are pro-rated.
Is carer’s leave paid?
The statutory right is unpaid. Your contract may provide paid carer’s leave — check your terms.
Who counts as a dependant?
A spouse, civil partner, child, parent, someone who lives with you, or anyone who relies on you for care. The dependant must need care for 3+ months due to illness, disability, or age.
Can my employer refuse carer’s leave?
No, provided you give at least 3 days’ notice and have a dependant with a long-term care need. Your employer can only postpone (not refuse) the leave in limited circumstances.
What is the difference between carer’s leave and time off for dependants?
Carer’s leave is for planned, ongoing care (1 week per year). Time off for dependants is for emergencies (reasonable time per emergency).
Putting it into practice
Five steps keep your carer’s leave process correct:
- Include carer’s leave in your absence management policy — explain the right and how employees should request it.
- Handle requests within the 3-day notice period — do not delay unnecessarily.
- Track carer’s leave separately from other absence types for accurate records.
- Consider offering paid carer’s leave as a competitive benefit — it improves retention and morale.
- Train managers to handle carer’s leave requests sensitively and without questioning the employee’s care responsibilities.
A leave management system that tracks carer’s leave as a distinct absence type, applies the 1-week annual limit, and manages flexible block arrangements keeps this new statutory right simple to administer.
Sources
- GOV.UK — Carer’s leave (primary source)
- Employment Relations (Flexible Working) Act 2023
- Employment Rights Act 1996, s.96ZC
Last updated: 26 July 2026. This article is general information, not legal advice. Carer’s leave is a new statutory right — confirm current obligations with ACAS or seek legal advice.