New carer support legislation: 5 ways to ensure your business is staying ahead of the curve

In my job, I am fortunate to have the opportunity to engage with HR leaders who are committed to supporting their employees in an ever-demanding workplace. Recent discussions with clients have highlighted their awareness of the pressures their employees face, including the cost-of-living crisis and the relentless work environment. These challenges significantly impact personal lives, especially for parents and those caring for elderly family members, who are often forced to find time during their day for medical appointments.

In 2022, a Carers Week poll revealed that many carers do not feel sufficiently visible, valued, or supported. With 10.58 million individuals providing care, equivalent to 1 in 5 adults, and 2.3 million juggling family life and full-time work, the need for support is clear.

Carers Leave Act 2024: the breakdown

As of April 2024, the Carer’s Leave Act brought in some important changes that all employers should be aware of:

• Eligibility: About 2.3 million workers in Great Britain with unpaid caring responsibilities can take up to five days of unpaid leave under this act. This includes both full-time and part-time employees who care for someone elderly, disabled, or with a long-term health condition.
• Purpose: The act allows employees to take leave in full or half days, or as a block of five days, to better balance work with their caring responsibilities.
• Protection: Employees taking Carer’s Leave have the same employment protections as other forms of family-related leave, safeguarding them from dismissal for taking this leave.
• Impact: Sectors with the highest numbers of unpaid carers benefiting from these rights include public administration, education, and health. Currently, around 600 people leave work each day due to a lack of flexibility and support for their caring responsibilities.
• Support: The Carer’s Leave Act has garnered support from employers, unions, and other stakeholders. It acknowledges the crucial role of carers and empowers them to seek workplace support.

What does this mean for you as an employer?

With this legislative update, it now raises awareness and encourages you to assess what you are doing to support the carers in their workforce. As well as your minimum legal obligations to your people, this is now a great opportunity to review how you are going above and beyond to support those with carer responsibilities – some of whom may be in your business without you even knowing.

1. Be aware of your updated legal duties

Firstly, the bare minimum requirement as an employer is to familiarise yourself with any changes you need to make to align with your new legal obligations. Not only will this ensure you are compliant with the law, but that the carers within your workforce are appropriately supported.

2. Designate a key contact

Nominate one of your people to enforce your care-friendly policies in the workplace. They can also act as a point of contact, providing information and guidance to carers as well as connecting them with available support.

3. Create workplace carers groups or forums

Establish internal support groups or forums where carers can meet. Whether face-to-face or virtual, these forums can allow carers to connect and find solidarity, as well as share information and raise awareness about caring within the organisation.

4. Update your policies

Look to review and adapt your policies to be more “carer-friendly”. For example, you could consider the following:

1. More flexible working: Ensure that flexible working policies accommodate the unpredictable nature of caring responsibilities. Allow adjustments as needed when caring situations change.
2. Emergency situations: Recognise that emergencies may arise for carers and design your policies to accommodate for these unexpected events.
3. Stress management: Link stress management policies to both work-related and home-related stress, acknowledging the complex interplay between the two.

5. Extra training for managers and leaders:

Provide training to managers on carer awareness. This helps them understand the unique challenges faced by carers and how to support them effectively.

A vital step forward

This legislation is a significant advancement, recognising the importance of caring roles and providing legal entitlements for unpaid carers. It aims to lessen some of the stress faced by carers and is a vital step forward in supporting your employees with caring responsibilities. Communicating this legislative change to your employees and resource groups is essential to ensure they understand the support available and know they are not alone.