This policy sets out the statutory right of employees to carer's leave to provide or arrange care for a dependant with a long-term care need. The entitlement remains the same, regardless of how many dependants an employee may provide care for. ** Note that this policy applies from 1 August 2026. Prior to that date please refer to the Pre 1 August 2026 version of Carers Leave Policy .
Any member of staff is eligible to apply for carer's leave, regardless of job family and length of service. During a period of carer's leave, a member of staff's employment is continuous.
Staff members do not need to provide evidence of their dependants' care needs.
For staff requiring time off due to unexpected or sudden problems involving dependants, they should refer to the Family Emergency Leave provision in the Special Leave Policy.
How is a dependant defined?
In the context of carer's leave, a dependent means:
- A spouse, civil partner, child or parent;
- Any person who lives in the same household as the employee (other than as a lodger, tenant, boarder, or employee); or
- Any person who would reasonably rely on the employee to provide or arrange care.
A dependant has a long-term care need if they;
- Have an illness or injury (whether physical or mental) that requires, or is likely to require, care for more than 3 months;
- Have a condition that amounts to a disability under the Equality Act 2010; or
- Require care for a reason connected to their old age.
The statutory right to carers' leave applies to a wide range of caring situations, but excludes general childcare, except where the child meets the definition of a dependant with a long-term care need.
Requesting carer's leave
You are required to provide notice before you intend to commence carer’s leave. As soon as you are aware of the need to take care-related absence, please inform your line manager as soon as possible with the date you would like the leave to commence, and an estimated length of the time required away from work.
If the leave request is for a half day or a full day, you must provide notice at least 3 days in advance. If you are requesting leave for more than one day, notice must be submitted in advance of at least twice the length of the intended leave period.
For example, if the request is for two days of leave, you must provide notice at least 4 days in advance. The notice period needs to be in full days, even if the request includes half day amounts. For example, if the request is for 2 ½ days, you must provide notice of 6 days in advance.
The request does not have to be in writing; however, once your line manager has agreed your request, you will need to complete the Carers leave form and email it to the Staff Hub.
The Staff Hub will confirm your leave arrangements and any arrangement for salary deduction in writing. For unpaid Carer’s Leave, the Staff Hub will liaise with the Payroll and Pension team to ensure the appropriate salary deduction is made.
You will also need to ensure you have updated your TeamSeer record with your absence.
Your staff member will need to let you know as soon as possible the date they would like to begin carer's leave and the estimated length of time they will need to be away from work.
If the leave request is for a half-day or a full day, notice must be provided at least three days in advance (the notice must be in full days, even if the request includes half-day amounts). If they are requesting leave for more than one day, notice must be submitted at least twice the length of the intended leave period in advance.
For example, if the request is for 2 days of leave, a member of staff will need to give at least 4 days' notice.
Your staff member's request does not have to be in writing; however, once you have agreed to it, they will need to complete it and email it to the Staff Hub.
The Staff Hub will confirm their carer's leave arrangements and the arrangement for any salary deduction (where applicable) in writing. The Staff Hub will liaise with the Payroll and Pension team to ensure any appropriate salary deduction is made.
You cannot refuse the request for carer's leave, but you can ask for it to be rescheduled to a different time if the requested absence would result in any constraints or undue disruption to the team/department's operations. If this scenario occurs, you must:
- State the rationale for the postponement of the requested leave within 7 days of the start of the staff member's original request and before the intended start date of their leave.
- Agree on a new date for the leave to commence within one month of the start date of the initial request.