Government consults on expanded carer’s rights: What do employers need to know

Introduction

The UK Government has launched a consultation that could significantly expand workplace rights for unpaid carers and parents of seriously ill children. If implemented, the proposals would introduce new obligations for employers and potentially increase statutory leave entitlements.

Employers should be aware of the possible changes and begin considering their impact now.

Building on the Carer’s Leave Act 2023, the consultation seeks views on whether the current entitlement of 1 week of unpaid carer’s leave per year remains adequate and explores reforms designed to help carers remain in work.

The key proposals include:

• Extending the current entitlement to unpaid carer’s leave.
• Introducing a statutory “right to return” to work following a longer period of carer’s leave, similar to protections available during maternity leave.
• Creating a new entitlement to paid carer’s leave, with the consultation seeking views on both duration and rate of pay.
• Introducing leave and financial support for parents and caregivers following the serious illness diagnosis of a child, commonly referred to as “Hugh’s Law”.

“Hugh’s Law” is a campaign seeking greater support for families whose children are diagnosed with serious medical conditions and aims to ensure parents and caregivers are better supported during what can be an extremely challenging period.

The consultation closes on 1 September 2026.

What this means for employers

While these proposals remain under consultation, they signal a potential expansion of statutory family-friendly rights that could have significant implications for employers.

Increased Absence Management Requirements

Any extension to carer’s leave, whether paid or unpaid, is likely to increase periods of employee absence. Employers may need to review staffing arrangements, workforce planning and cover arrangements to ensure business continuity.

For organisations operating with smaller teams or in sectors experiencing recruitment difficulties, managing longer periods of leave may present particular challenges.

Potential financial impact

The proposal for paid carer’s leave is likely to be of particular interest to employers.

Depending on the model adopted, employers could face increased employment costs through statutory payments and associated administration. Businesses may also need to consider whether existing enhanced leave policies remain appropriate and competitive.

Review of policies and procedures

Should the proposals become law, employers will need to review and update workplace policies to ensure compliance. This may include:

• Carer’s leave policies.
• Family-friendly leave policies.
• Absence management procedures.
• Flexible working policies.
• Employee handbooks and contracts where relevant.

Employers should also ensure that HR systems are capable of recording and administering any new statutory rights.

Employee retention and wellbeing

Although expanded leave rights may create additional operational considerations, they may also offer benefits for employers. Many employees with caring responsibilities leave the workforce or reduce their hours because they are unable to balance work and caring commitments. Enhanced statutory protections may help employers retain experienced staff, reduce turnover and support employee wellbeing.

Employers that proactively support carers may also strengthen their reputation as inclusive and family-friendly workplaces.

What Employers should do now

Although no legislative changes have been confirmed, employers should begin considering how potential reforms may affect their workforce.

Practical steps may include:

• Reviewing existing support available to employees with caring responsibilities.
• Assessing the potential operational impact of longer periods of leave.
• Considering whether current flexible working arrangements adequately support carers.
• Monitoring developments as the consultation progresses.
• Preparing for potential policy and training updates if reforms are introduced.

Looking ahead

The consultation reflects a growing policy focus on supporting employees with caring responsibilities and helping them remain in work.

While the final outcome remains uncertain, employers should be aware that support for carers is likely to remain a key focus of employment law reform. Organisations that start planning now will be better placed to respond to any future changes and support their workforce effectively.

As the proposals are currently subject to consultation, no legislative changes have yet been confirmed. Employers should continue to comply with existing statutory rights unless and until any reforms are introduced.

If you would like advice on reviewing your family-friendly policies or preparing for potential changes to employment law, please contact our Employment Team.