Can I take time off to care for a dependant?
Yes — there are two day-one rights to time off, though both are unpaid by law. Since 6 April 2024, the Carer's Leave Act 2023 gives you up to one week (up to 5 days) of unpaid carer's leave per year to care for a dependant with a long-term care need — it's a day-one right, with no minimum service. You can take it as half-days, full days or a block, giving notice of the greater of 3 days or twice the days requested. Separately, under section 57A of the Employment Rights Act 1996, you have a day-one right to reasonable unpaid time off for an unexpected dependant emergency (for example a sudden illness or a care arrangement breaking down). Both are protected from detriment or dismissal. In short: yes — a week of planned carer's leave plus emergency time off, both unpaid.
📋 The rules
- 1 week (5 days) of unpaid carer's leave a year
- A day-one right — no minimum service
- Take it as half-days, full days or a block
- Separate right to emergency time off for a dependant (s.57A)
- Both are protected from detriment or dismissal
🔓 Exceptions
- The employer can postpone carer's leave (not refuse), confirmed in writing
- Section 57A is for genuine emergencies, not ongoing planned care
- 'Long-term care need' means illness/injury likely to last 3+ months, disability or age
⚠️ Penalties & fines
There's no penalty — but note both rights are unpaid by statute (any pay is discretionary or contractual). Carer's leave is capped at one week / 5 days per rolling 12 months; emergency dependant leave is whatever is "reasonable" (typically a day or two to deal with the emergency and arrange care). If your employer penalises or dismisses you for taking either, you can bring a tribunal claim (generally within 3 months less one day). Beware a myth: "carer's leave is paid" is false — it's unpaid unless your employer chooses to pay. The employer can't refuse carer's leave outright, but can postpone it for a business reason, giving a new date in writing. (These rights apply across the UK.) To use them: give the right notice for planned carer's leave, and for an emergency just tell your employer as soon as you reasonably can.
📎 Official sources
❓ Frequently asked
Can I take time off to care for a relative?
Yes. Since 6 April 2024, you have a day-one right to up to one week of unpaid carer's leave a year to care for a dependant with a long-term care need. Separately, you have a long-standing right to reasonable unpaid time off to deal with an unexpected emergency involving a dependant. Neither requires any minimum length of service.
Is carer's leave paid?
No, carer's leave is unpaid by law. The Carer's Leave Act 2023 gives you the right to the time off — up to a week a year — but doesn't require your employer to pay you for it. Some employers may choose to offer paid carer's leave as a contractual benefit, but there's no statutory entitlement to pay.
How much carer's leave can I take?
You can take up to one week — up to five days for someone working a five-day week — of carer's leave in any rolling 12-month period. You can use it flexibly, as half-days, individual days, or one continuous block, to help with planned caring responsibilities for a dependant with a long-term care need.
What's the difference from emergency time off?
Carer's leave is for planned caring for a dependant with a long-term need and is capped at a week a year. Emergency time off for dependants, under section 57A of the Employment Rights Act, is for sudden, unexpected situations — like a dependant falling ill or a care arrangement collapsing — and is limited to what's reasonable to handle the crisis.
Can my employer refuse?
Your employer can't refuse a valid request for carer's leave outright, but they can postpone it if it would unduly disrupt the business, giving you an alternative date in writing. Emergency dependant time off can't be refused if it's genuinely needed. Penalising or dismissing you for taking either type of leave is unlawful.
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