Guidance for Managers
As a manager, it is essential to have a clear understanding of the various types of leave that employees are entitled to, both paid and unpaid. This knowledge ensures compliance with employment laws, fosters fairness, and allows you to manage your team effectively, while supporting your employees’ work-life balance.
This article specifically covers the most recent of the statutory leave entitlements to be introduced, which is carer’s leave, and a manager’s responsibilities in handling such requests.
What is carer’s leave and who is eligible?
Carer’s leave is a type of statutory leave that came in to force on 6th April 2024, with the intention of supporting employees who need to take time off to give or arrange care for a dependant who has a long-term care need, including:
- 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.
The dependant does not have to be a family member. It can be anyone who relies on the person for care. For example, this could be the employee’s partner, child, parent, a person who lives in their house (excluding tenants or lodgers), or a neighbour.
It is important to be aware that carer’s leave entitlement applies from an employee’s first day of work and they do not need to provide evidence or their dependant’s care needs.
Carer’s leave duration
Employees are entitled to take up to one week of statutory carer’s leave every 12 months.
A ‘week’ is the length of time the employee usually works over 7 days. For example, if someone usually works 2 days a week, they can take 2 days of carer’s leave.
Leave can be taken as one whole week or in blocks of half days or individual days (up to a maximum of one week in total) throughout the year. How the leave is taken dictates the notice that the employee is required to provide.
To note, if an employee needs to care for more than one person, they cannot take a week of carer’s leave for each dependant.
Additionally, if an employee is a parent, they may be eligible to take up to 18 weeks’ ordinary parental leave to look after their child. This is separate to carer’s leave and can be utilised instead of or in addition to it.
Employers have the discretion to offer more carers leave and/or provide flexibility for employees who have caring responsibility, and many employers already have this in place.
Pay during carer’s leave
Carer’s leave is unpaid; however, employers may choose to pay the leave period at their discretion.
If you are unsure whether your employer offers paid carer’s leave, you should check the Carer’s Leave Policy (if there is one), check your employment contracts, or enquire with your HR Department, manager or a senior person in the business or organisation.

Notice requirement to take carer’s leave
Employees need to give notice before they want their carer’s leave to start. The request does not have to be in writing.
There are set parameters for the notice period, as below:
- If the request is for half a day or a day, the notice period must be at least 3 days.
- If the request is for more than one day, the notice period must be at least twice as long as the requested leave. For example, if the request is for 2 days, the notice period must be at least 4 days.
The notice period should be in full days, even if the request includes half day amounts.
You should allow for flexibility in the notice period when it is reasonable and possible to do so, particularly if the leave is urgent, such as an emergency.
Terms and Conditions of employment
During carer’s leave employees are entitled to benefit from all of their terms and conditions, apart from the right to remuneration, and they will remain subject to all their usual obligations as an employee.
The same employment protections apply that are available to employees taking other forms of family-related leave, including protection from detriment and dismissal attributable to the fact that they took or sought to take carer’s leave.
Employees are entitled to take this leave without fear of discrimination or retaliation.
Delaying a carer’s leave request
You cannot refuse a carer’s leave request; however, you can ask the employee to take it at a different time.
This approach should only be taken in exceptional circumstances, if the employee’s absence would cause serious disruption to the business.
If you decide to delay carer’s leave you must:
- agree another date within one month of the requested date for the leave;
- put the reason for the delay and new date in writing to the employee within 7 days of the original request, and before the requested start date of the leave.
Managing Carer’s Leave Requests
As a manager you should be sensitive to the employee’s situation and respond promptly.
If appropriate, provide information on your company’s employee assistance programme (if you have one) and/or signpost to other sources of support available internally and externally.
It is crucial to maintain confidentiality around the employee’s caregiving situation. Respect their privacy and only share relevant details with HR or other necessary parties involved in accommodating the leave. It is a good idea to check with the employee what information (if any) can be shared on a wider basis.
In some cases, employees may require flexible working arrangements rather than full leave. Be open to discussing alternatives such as remote working, compressed hours, or a temporary reduction in hours, to allow them to balance caregiving responsibilities with work commitments.
Next Steps for Managers
- Familiarise yourself with your company’s Carer’s Leave policy, or if you don’t already have one in place consider raising this with your employer.
- Ensure that all team members are aware of the entitlement to carer’s leave and how to request it.
- Keep communication channels open to discuss any special considerations or adjustments employees may need during their leave.
As a manager it is essential to approach carer’s leave requests with empathy and understanding. By providing support, you not only help your employees during difficult times but also contribute to a positive and supportive workplace culture.
Should you need any assistance in creating a Carer’s Leave policy and/or handling a carer’s leave request, please do not hesitate to contact a member of our team.