Overview

The Carer's Leave Bill proposes to introduce a new statutory right to unpaid carer's leave for employees in the UK. This leave would allow employees to take time off work to care for dependants with long-term care needs, without fear of losing their job.

Description

The bill amends the Employment Rights Act 1996 to create a new Part 8B, specifically addressing carer's leave. Key aspects include:

• Entitlement: Employees will be entitled to at least one week of unpaid carer's leave per 12-month period to care for a dependant (spouse, civil partner, child, parent, or someone reasonably reliant on them) with a long-term care need (illness, injury, disability, or age-related care).
• Regulations: The Secretary of State will create regulations to detail the specifics of the leave, including how it's taken (continuously or not) and what constitutes "providing or arranging care."
• Rights during leave: Employees retain most employment rights (except remuneration) during leave.
• Return to work: Employees are entitled to return to a similar job after leave.
• Employer Responsibilities: Employers cannot unreasonably postpone or prevent leave. Employees can complain to an employment tribunal if this happens, potentially resulting in a declaration and/or compensation.
• Amendments to Existing Acts: The bill also amends several sections across multiple acts to ensure consistency and integration with existing leave provisions, including the Income Tax (Earnings and Pensions) Act 2003.

Government Spending

The bill does not directly allocate any new government spending. The cost will likely be borne by employers in terms of managing leave requests and potential disruption to their operations. Any potential costs to the government would come through increased employment tribunal cases and any associated legal costs.

Groups Affected

• Employees: Employees with caring responsibilities will benefit from increased flexibility and support. However, smaller businesses may face challenges in managing staff absences.
• Employers: Employers will have additional administrative responsibilities and may experience temporary workforce adjustments. However, providing carer’s leave could enhance employee loyalty and morale.
• Dependents: Individuals requiring long-term care will indirectly benefit from the increased ability of their carers to provide care without jeopardizing their employment.
• Employment Tribunals: The number of cases handled by employment tribunals may increase as disputes arise.

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