Overview

The Carer's Leave Bill proposes to introduce a new statutory right to unpaid carer's leave for employees in the UK to care for dependants with long-term care needs. This leave would be a minimum of one week per year, with further details to be set out in regulations.

Description

This bill amends the Employment Rights Act 1996 to create a new Part 8B, establishing a statutory entitlement to carer's leave. The Secretary of State will create regulations detailing the specifics, including the exact amount of leave (at least one week per year), how it can be taken (possibly non-continuously), and eligibility criteria.

Eligibility

Employees will be eligible if they need to care for a dependant who is a spouse, civil partner, child, parent, or someone reasonably relying on the employee for care, and who has a long-term care need (illness, injury, disability, or age-related care).

Employee Rights

During leave, employees retain certain employment rights (except for remuneration). Regulations will also cover the right to return to a comparable job and address issues like redundancy and dismissal during leave. The bill also outlines procedures for complaints to employment tribunals if an employer unreasonably postpones or prevents carer's leave, enabling the tribunal to issue declarations and award compensation.

Further Amendments

The bill makes consequential amendments to other sections of the Employment Rights Act 1996 and the Income Tax (Earnings and Pensions) Act 2003 to ensure consistency and address tax implications.

Government Spending

The bill does not directly specify government spending. The cost will likely be indirect, potentially relating to the administration of the new leave entitlement and the potential processing of tribunal cases.

Groups Affected

• Employees: Potentially benefit from a new right to unpaid carer's leave, enabling them to provide care for dependants without risking job security.
• Employers: Will have a new legal obligation to grant carer's leave, potentially impacting staffing and operational arrangements. They may also face increased administrative burden and the potential cost of tribunal cases.
• Dependants: Will potentially benefit indirectly if their carers are able to take leave to support them.
• Employment Tribunals: Will likely see an increase in cases related to carer's leave.

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