Since April 2024, employees who care for a dependent with a long-term need have the right to take up to 5 days of unpaid carer's leave per year. This guide explains who qualifies, how to request it, and your protections.
A new statutory right to carer's leave came into force in April 2024, giving employees who care for a dependent with a long-term need the right to take unpaid time off work. It is one of the most significant new employment rights of recent years for the millions of people who balance work with caring responsibilities.
Carer's leave is a right to take up to 5 working days of unpaid leave per year to provide or arrange care for a dependent with a long-term care need. The right is set out in the Carer's Leave Act 2023 and the Carer's Leave Regulations 2024, which came into force on 6 April 2024.
Any employee who has a qualifying dependent can request carer's leave. There is no minimum length of service — it is a day one right.
A "dependent" includes:
The dependent must have a long-term care need, meaning they:
Employees can take up to 5 working days per year (per employee — the leave is not per dependent). The year runs from the date of the first day of employment, not the tax year.
Leave can be taken as:
You must give notice to your employer before taking carer's leave. The notice must:
You do not need to provide evidence of the caring relationship or the dependent's condition. Your employer cannot demand proof.
Yes — but only in limited circumstances. Your employer can postpone (not refuse) the leave if they reasonably consider the business would be unduly disrupted. If they postpone it, they must:
Your employer cannot refuse carer's leave entirely — only postpone it.
During carer's leave:
Many employers offer enhanced provision — paid carer's leave, more than 5 days, or more flexible conditions. Check your employer's policy. The statutory right is a minimum — your employer can and should do more.
Upload any UK legal document and get an instant AI breakdown — clause by clause, risk by risk, in plain English.
Free tools for this topic
Find your statutory minimum notice period under ERA 1996.
Calculate your statutory redundancy pay with a year-by-year breakdown.
Check if your pay meets the 2025/26 National Minimum or Living Wage.
Calculate your statutory annual leave for full-time or part-time work.
Upload any UK legal document and get an instant AI breakdown — clause by clause, risk by risk, in plain English.
Related Guides
Your employer processes your personal data — but you have rights. This guide explains what data your employer can hold, how to access it, and when processing is unlawful.
Your P45 and P60 are important tax documents. This guide explains the difference, when you should receive them, and what to do if your employer fails to provide them.
Do employers have to provide a reference? Can they say anything negative? This guide explains the law on employment references in the UK — including the duty of care, confidentiality, and what to do if you receive a bad reference.