Carer’s Leave Regulations 2024

Debate between Baroness Tyler of Enfield and Lord Offord of Garvel

Tuesday 6th February 2024 Grand Committee

[The Parliamentary Under-Secretary of State, Department for Business and Trade and Scotland Office (Lord Offord of Garvel) (Con)]

My Lords, I was pleased to note the positive debates last year, when the Carer’s Leave Bill received cross-party support in both Houses. The Carer’s Leave Act, under which these regulations are being brought forward, obtained Royal Assent on 24 May 2023. The Carer’s Leave Regulations were laid on 11 December 2023. I should start by thanking Wendy Chamberlain MP and the noble Lord, Lord Fox, for their work in getting us to this stage. I want again to thank everyone who participated in relation to this significant matter in both Houses last year. I am delighted to be here today for this debate on these draft regulations.

I should also take this opportunity to flag a correction slip in relation to page 2 of the SI. Regulation 5(1), line 1 stated:

“is entitled one week”,

but now reads,

“is entitled to one week”.

The context of these regulations is to recognise the importance of unpaid carers. This Government appreciate the time dedicated by unpaid carers to help those dependants who rely on them for their everyday needs. These regulations will provide valuable additional flexibility to support all unpaid carers who are in employment across the country.

Statistics from the Family Resources Survey 2021-22 show that there are 4.9 million adult informal carers in the UK. Just over half of those are also holding down a job. Around 2.5 million people are trying to balance work with their caring responsibilities, which is a significant proportion of the workforce. We know that an additional leave right is important for them. A survey published by Carers UK in 2022 found that 75% of the unpaid carers who responded worry about continuing to juggle work and care, two-thirds have given up opportunities at work because of caring and a quarter said they needed better support to return to or maintain paid work, while a quarter said they need unpaid carer’s leave to do so.

In addition to the new entitlement to carer’s leave, it is also the case that having flexibility with start and finish times at work, or working from home where this is possible, can make it easier for carers to balance work and their caring needs. The Employment Relations (Flexible Working) Act 2023, which also comes into force in April 2024, will increase the number of requests an employee can make in a 12-month period and reduce the time allowed to administer requests. Separate regulations, also expected to come into force in April 2024, will remove the continuity of service requirement for the right to request flexible working. Therefore, employees will be able to request flexible working arrangements from the first day of their employment. These changes will also support the ability of carers to remain in, and progress in, work.

I turn to the regulations, which will fulfil our 2019 manifesto commitment to introduce one week of leave for unpaid carers. I shall set out briefly what they do. The first key element is that the carer’s leave entitlement will be a day one right for employees, so it will be available from the first day of employment. It can be used for providing care or making arrangements for the provision of care for a dependant with a long-term care need. These definitions have purposefully been kept broad to encompass a range of different care needs and circumstances. Flexibility is key: no two care dependants have the same care needs—and the circumstances of the carer’s employment will be different, too.

Employed carers can take the leave flexibly, from half a day at a time up to a block of one week. This ensures that carers can use their carer’s leave in a proportionate way that suits their needs. For example, they could accompany their dependants to an appointment or visit a potential care home and get back to work on the same day. If necessary, they could care for their dependant for a whole week—for example, if they are recovering from a major medical procedure. These are just examples to illustrate how the leave may be used. In claiming the leave, there will be no evidential requirement to demonstrate how the leave will be used or who it is used for. The purpose of this approach is to remove undue stress for the employee, including any concerns that they may have about providing potentially sensitive information about a third party. It will also minimise the administrative burden for employers and reduce bureaucratic obstacles.

The regulations put in place a minimum notice period requirement, which is similar to the existing annual leave entitlement. This will mean that employed carers must give notice of twice the length of time being requested plus one day, subject to a three-day minimum notice period. Furthermore, the notice can be given in multiple forms, whether that is via email, verbally or through an existing application within the workplace. We also recognise that there may be circumstances in which granting the leave may be difficult for the employer, such as during a busy week for an urgent deadline. The regulations will give employers the power to postpone the leave, but they may not deny it completely. It will be down to the employer and employee to come to an alternative arrangement that works best for both parties. Lastly, employees taking carer’s leave will have the same employment protections associated with other forms of family-related leave, including protection from dismissal or detriment as a result of having taken the leave.

In conclusion, these measures will provide invaluable support to unpaid carers balancing work with their caring responsibilities. Employees and employers are set to benefit from this Act. Employees will receive an extra bit of flexibility. By providing that extra flexibility, employers will be able to retain valuable staff members who would otherwise have struggled to remain in work. The Government are very pleased to have supported the Private Member’s Bill and be delivering these regulations.

[Baroness Tyler of Enfield (LD)]

My Lords, I rise briefly, primarily to say how delighted I am that this legislation will come into force on 6 April. As the Minister said, there was strong cross-party support for the Bill when it had its passage through the House. I thank those who were involved in drawing up the regulations, as they have done a good job of it. I have been involved in this area for some time now, and in previous attempts to get legislation of this type on the statute book that were not successful, and that is why I am delighted that this one was successful. However, I have not been involved for anywhere near as long as my noble friend—and I think of her very much as my noble friend—the noble Baroness, Lady Pitkeathley, who has tirelessly campaigned in this area for many decades.

This is landmark moment and one we should celebrate. For the very first time, those juggling paid work and unpaid care are going to have dedicated rights in the workplace. It will provide them with more flexibility, and it will make a very real difference to the quality of those carers’ lives. It has been estimated that at least 2 million people will be able to take advantage of the provisions in this legislation, which is going to provide real support to help people, particularly women, to stay in work. I emphasise that point, because we know that it is women who are more likely to be juggling work and care and are more likely to be in part-time than full-time work. Also, we know that women in their 50s are more likely to leave the labour market—more likely than men—to provide unpaid care for family members. I am hoping that this is something that will mean that fewer women will have to leave the labour market.

I have one question for the Minister. Thinking back to our previous debates, I think the provisions of this Act will also apply to parents who have children with a long-term disability. That is an important point. What sort of steps are the Government thinking of taking to make sure that those parents are aware that this applies to them and not only to carers of adults with disabilities or older relatives?

This is an incredibly important milestone. I hope that we can build on this important first step, which will benefit the labour market as well as individuals, so that in future we can move to having a paid leave provision.