At Carers Leeds we understand that being a carer can have an impact on your work and finances.

We recognise that trying to juggle work and caring responsibilities can be a challenge, but knowing your rights at work may help you to understand your options.

The law offers some protection for carers from discrimination at work, although being a carer is not yet a ‘Protected Characteristic’.

The law covers what is known as Associative Discrimination which means that in some instances, if you are caring for someone who has a recognised disability, your employer may not discriminate against you as a carer.

The rights that you have as a carer are split into two categories, the first being ‘statutory rights’ and the second are ‘contractual rights’.

• Statutory rights are rights that everyone has under the law.
• Contractual rights are the rights described in your employment contract; these may be more generous than the law.

If you feel you have been treated unfairly by your employer, it’s important to speak with HR team or Trade Union representative, if you have one.

As a carer, you have a right to request flexible working arrangements to help you balance your caring role. Although the law doesn’t stop an employer from refusing your flexible working request, they would need to have a good business reason for doing so.

Flexible working could include things like working from home, compressed working hours, working part-time or later start and earlier finish times.

As a working carer, there may be times when you need to take time away from work to deal with an emergency related to the person you care for. This could be because the person you care for is unwell or due to an issue with your usual care arrangements.

The amount of time you can be absent from work is defined as ‘what is reasonable in the circumstances’. Often, employers will specify a time frame that they see as being ‘reasonable’.

Time off for emergencies does not need to be paid, but some employers may choose to pay you.

As a carer, the law entitles you to one week of unpaid carers leave per year. This leave usually needs to be planned and agreed in advance with your employer and does not need to be taken all in one go. You do not have to prove how you are caring during this leave.

Some employers offer paid carers leave and it is worth checking your handbook or contract for this.

If you are caring for a child, the law entitles you up to 18 weeks unpaid leave during their first 18 years of life. There are limits to the amount of leave you can take per year and certain eligibility criteria for parental leave.