Caring responsibilities are a growing reality for people working in the screen industries. The new carer’s leave framework gives employees the legal right to take up to one week of unpaid leave each year to care for someone who needs long-term support. 

Two pieces of legislation are involved: 

• The Carer’s Leave Act 2023
  Introduces the right to time off and protects employees from unfair treatment if they use it
   

• The Carer’s Leave Regulations 2024 
  Set out the practical details of how the leave works, such as eligibility, notice, and employer responsibilities 

Employees can take carer’s leave if they are looking after someone with a long-term care need, such as: 

• A partner, parent, child or other close family member 

• Someone they live with (not a lodger, tenant, or employee) 

• Someone who relies on them for care (this could include a friend or neighbour) 

A long-term care need includes: 

• A physical or mental health condition expected to last at least 3 months 

• A disability (as defined under the Equality Act 2010) 

• Old age-related needs 

• Up to one week of unpaid leave in any 12-month period 

• Can be taken as half-days, full days, or a full week 

• Employees are eligible from day one of their employment 

Employees must give notice before taking the leave. The notice doesn’t need to be in writing. 

• For 1 day or less: at least 3 days’ notice 

• For more than 1 day: notice must be twice the length of the leave requested 
  (e.g. 6 days' notice for 3 days of leave) 

You cannot refuse a carer’s leave request. However, you can delay it in limited circumstances where the absence would cause serious disruption. 

If you delay leave: 

• You must put the reason in writing within 7 days of the request 

• The delayed leave must still be taken within one month of the original requested date 

The Carer’s Leave Act 2023 protects employees from being: 

• Dismissed 

• Penalised (e.g. demoted, given fewer hours) 

• Treated unfairly for requesting or taking carer’s leave 

Any such treatment could lead to legal claims. It’s important to train managers and respond appropriately to requests. 

To stay compliant and support staff, you should: 

• Introduce a Carer’s Leave Policy (download a template [here]) 

• Train team leads and managers on how to respond to requests 

• Update internal guidance or staff handbooks to reflect the new rights 

• Be proactive about flexible working options for carers where possible 

Some businesses choose to offer more than the legal minimum, such as: 

• Paid carer’s leave 

• More than one week of unpaid leave 

• Flexible hours or remote working options for ongoing care needs 

Going beyond the basics can help with staff wellbeing, retention, and recruitment. 

Disclaimer: 
This document is for general information purposes only and is not intended to constitute legal advice. While every effort has been made to ensure the accuracy of the information at the time of writing, it should not be relied upon as a substitute for professional legal advice specific to your business or circumstances.