In this article, we look at some of the key employment legislation changes and upcoming developments for your HR diary.

1. The Carer’s Leave Act (Commencement) Regulations 2023

The Carer’s Leave Act will take effect on 6th April 2024.

Employment law updates mean employees will be entitled to:

• Up to 5 days of unpaid leave in a 12-month period to provide for or arrange care for a dependant with long-term care needs.
• The entitlement is the employee’s right from day one of employment.

What Is Meant by A ‘Long-Term Care Need’?

A dependant of an employee has a long-term care need if:

1. They have an illness or injury (whether physical or mental) that requires or is likely to require care for more than three months,
2. They have a disability for the purposes of the Equality Act 2010 or,
3. They require care for a reason connected with their old age.

Who Is Classed as A ‘Dependant’?

1. A spouse, civil partner, child, or parent of the employee,
2. Lives in the same household as the employee by reason of being the employee’s boarder, employee, lodger, tenant, or
3. Someone who reasonably relies on the employee to provide or arrange care.

Can Employers Refuse A Request for Carer’s Leave?

Under current employment laws, potentially, yes, but only where the business operation would be unduly disrupted. However, employees will be able to reschedule the leave within one month of when the original date of the leave was due to commence.

It is important to note that employment regulations state that...

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