Carer’s Leave

One week follows the employee’s working pattern

Carer’s Leave is a day-one employee right in Great Britain. It provides one unpaid normal working week in any 12-month period, shared across all qualifying dependants. It is not automatically five days, and it is not a separate week for each person receiving care.

The employee can take the leave as a full week, individual days or half-days. Their working pattern sets the allowance. Someone who normally works three days a week has three days of Carer’s Leave, while variable hours need a reasonable average under the statutory method.

Check the dependant and care need

A dependant can be a spouse, civil partner, child or parent. They can also be someone living in the same household other than a lodger, or another person who reasonably relies on the employee for care.

The dependant must have a long-term care need. This can be an illness or injury expected to need care for more than three months, a disability under the Equality Act, or a need for care connected with old age.

The leave can be used to give care or arrange it. You cannot demand medical or caring evidence. The GOV.UK Carer’s Leave guidance explains the qualifying relationships and needs.

Handle notice and postponement properly

For half a day or one day, the employee gives at least three full days' notice. For a longer period, notice is at least twice the requested duration. It does not have to be written.

You cannot refuse Carer’s Leave. If the absence would cause serious disruption, you may postpone it and agree another date within one month. Give the reason and new date in writing within seven days of the original request and before the requested start date. The GOV.UK guidance sets out the notice and postponement rules.

Keep this planned-care right separate from emergency time off for dependants, unpaid parental leave and Carer’s Allowance. Northern Ireland's proposed Employment Rights Bill includes a similar right, but the latest Assembly answer says the draft Bill was still awaiting Executive agreement in August 2026. It is not current law and has no commencement date.