📢 Update: Government Review of Carer’s Leave Announced
- lansburyservices
- Dec 17, 2025
- 2 min read
The Government has officially published the terms of reference for its review into Carer’s Leave. While the entitlement was only introduced in April 2024, this review marks a significant step toward the Government's promise in its "Next Steps to Make Work Pay" plan.
What is the news?
The Government is reviewing the implementation of the current carer’s leave law to understand what is working and what barriers exist for unpaid carers. Crucially, they are examining the impact of moving from the current unpaid entitlement to a paid right.
The review will specifically consider the merits of:
Introducing a paid leave entitlement.
A one-off, extended unpaid leave entitlement.
Specific paid leave for parents of seriously ill children.
Situational paid leave for circumstances such as end-of-life care.
The review will move through three phases, starting with evidence gathering this winter and concluding with a final report in late 2026 or early 2027.
What does it mean for me?
This signals a likely shift in the legislative landscape for employers over the next two years. The Government is looking for ways to help unpaid carers enter, remain, and progress in the workplace while remaining mindful of the costs to businesses—especially small firms.
A consultation will be launched as part of this process, meaning employers will have a voice in how these "paid" models might look. However, the direction of travel clearly points toward enhanced protections and potential new financial obligations for businesses to support staff with caring responsibilities.
Our advice to you
While changes are not immediate, the review process is a clear indicator that carer’s rights are a high priority.
We recommend:
Audit Current Usage: Review how many of your employees have utilised the unpaid carer's leave since April 2024. This data will be vital for your internal budgeting if it becomes a paid right.
Engage in the Consultation: Phase one begins in Winter 2025/26. We encourage businesses to participate in the stakeholder engagement to ensure the impact on your specific industry is heard.
Review Your Wellbeing Policies: Supporting carers is a key part of retention. Consider whether your current flexible working or leave policies already mirror the Government's ambitions, as this can give you a competitive edge in recruitment now.
Plan for 2026/27: Keep the "Phase Three" deadline in mind. If paid leave is introduced, it will likely be formalised in 2027, so early awareness will help with long-term financial forecasting.
How we can help:
Navigating evolving employment rights can be a challenge. We can help you review your existing leave policies to ensure they are compliant and future-proofed against these upcoming changes. Whether it’s drafting new carer support documents or advising on the potential impact of paid leave on your payroll, we are here to support your team.
Contact Us on 01283 373687 or email admin@lansburyhr.co.uk
Comments