Parliamentary.ai

Overview

This bill amends the Equality Act 2010 to legally require employers in England, Scotland, and Wales to make reasonable adjustments for employees who are carers of disabled people. This ensures carers receive the same workplace protections as disabled employees themselves.

Description

The key changes introduced by the bill are:

• Extending the "duty to make reasonable adjustments": The bill extends the existing duty under the Equality Act 2010 to include carers of disabled people. Employers will now have to consider making adjustments to accommodate the caring responsibilities of their employees.
• Defining "carer of a disabled person": The bill provides a clear definition of a carer, specifically excluding those paid for their caregiving under a contract or who are doing so as part of voluntary work organised by a third party.
• Introducing "interested carer": The bill introduces the term "interested carer," specifying that the duty to make reasonable adjustments applies to carers who face a substantial disadvantage in the workplace due to their caring responsibilities.
• Adjustments for contract workers: The bill extends the duty to make reasonable adjustments to employers of contract workers who are carers, requiring them to comply with the duty when the worker is supplied to a principal for contract work.
• Limitations on the duty: The bill retains existing limitations on the duty to make reasonable adjustments, ensuring that employers are not required to make adjustments that are disproportionate or pose undue hardship.

Government Spending

The bill is unlikely to directly impact government spending. The cost of implementing the changes will likely fall on employers, who may need to make adjustments to working practices or provide additional support for employees.

Groups Affected

This bill will primarily affect:

• Employers: They will have a legal obligation to make reasonable adjustments for employees who are carers of disabled people, potentially requiring changes to working arrangements, such as flexible working hours, or providing additional support.
• Employees who are carers of disabled people: They will benefit from increased legal protection and the possibility of workplace adjustments to help them balance their caring responsibilities with their employment.
• Disabled people: Indirectly, this bill may benefit disabled people by enabling their carers to maintain employment, thereby supporting both the carer and the disabled person they care for.