The UK Government is reviewing employment rights for unpaid carers and whether the current statutory rights in Great Britain remain fit for purpose, which could see the current unpaid entitlement convert to one that is paid.
Currently, there are options available for employees in Great Britain who have employment and caring responsibilities, for example:
The government has launched a consultation specifically about unpaid Carer’s Leave. Currently, as per the Carer’s Leave Act 2023, if the employee is under a Great British employment contract, they have a statutory right to take up to five days of unpaid leave in a rolling 12‑month period. The consultation explores the following options for reform:
- Extending the definition of a dependant, i.e. the person who will have the statutory right to take unpaid leave;
- Extending the 5 days (leave);
- Making this a paid entitlement, possibly 90% of Average Weekly Earnings or aligned with the rate of SSP / SMP; and
- Introducing a statutory ‘right to return’, i.e. ensuring that a carer can return to the same job or similar after an extended period of absence for caring responsibilities. This would be modelled on the rights to return after a period of maternity leave
Chapter 3 discusses the possibility of introducing a paid leave entitlement for parents of seriously ill children, often referred to as ‘Hugh’s Law’ after Hugh Menai‑Davis, who died aged six from cancer in 2021. This Chapter asks similar questions about the length of leave.
For Bookkeepers
The review of Great British employment rights for unpaid carers forms part of the UK Government’s wider Plan to Make Work Pay. It is not part of the Employment Rights Act 2025.
ICB recommends responding to the consultation in one of three ways:
1. Online:
2. E-Mail to: unpaidcarers@businessandtrade.gov.uk; or
3. In writing: Unpaid Carers Policy Team, Employment Rights Directorate, Department for Business and Trade, Old Admiralty Building, Admiralty Place, London, SW1A 2DY