Many carers balance paid employment with caring responsibilities, and it’s no easy task.
There are around five million working carers in the UK, and managing both roles can be incredibly demanding. Sadly, many carers feel unsupported in the workplace and may leave their jobs prematurely due to the overwhelming pressure of juggling work and care.
This page aims to help you understand your rights at work, giving you the knowledge and confidence to have informed conversations with your employer. With the right support, you can continue working for as long as you choose.
So, what is a ‘working carer’?
A working carer is someone who is in full- or part-time employment while also providing unpaid care and support to a family member or friend who has an illness, disability, mental health condition, or addiction. This includes young adult carers aged 16 to 25. In fact, working carers now make up around 1 in 7 people in the workforce.
What are my rights as a working carer?
As a working carer, your rights at work come from two main sources:
Statutory rights – These are the legal rights everyone is entitled to.
Contractual rights – These are additional rights provided by your employer through your contract of employment, which may be more generous than the legal minimum.
Knowing Your Statutory Rights
If you’re balancing work with caring for someone, you have several statutory rights designed to support you:
Time off for emergencies involving someone who depends on you for care.
The right to take parental leave (if eligible).
The right to request flexible working arrangements.
Protection from discrimination, including discrimination related to your caring responsibilities.
You also have the right to a carer’s assessment, which looks at your needs and what support might help you. This is arranged through the local council, so get in touch with them if you haven’t already had one.
Taking time off work and flexible working
Caring responsibilities can sometimes mean you need to take time away from work. Here are some options that may be available to you:
Time off for dependants
Employees have a statutory right to take unpaid time off to deal with unexpected emergencies involving someone who depends on them for care.
This leave is usually short—typically one or two days—and should be agreed with your employer.
Parental leave
If you’ve worked for your employer for at least one year, you’re entitled to unpaid parental leave to care for a child under 18.
You can take up to 18 weeks per child, with a maximum of four weeks per year. You’ll need to give 21 days’ notice before taking this leave.
Some employers also offer paid time off for emergencies or caring responsibilities. It's worth checking your employment contract, staff handbook, or speaking to HR to understand your organisation’s policies.
Flexible working
If you regularly need time off due to your caring role, you may want to consider a flexible working request. After 26 weeks of continuous employment, you have the legal right to request flexible working from your employer.
Flexible working could include:
Working from home
Starting or finishing work earlier or later
Changing your shift patterns
Reducing your working hours
Employers must consider your request fairly and can only refuse it for specific business reasons.
Knowing Your Contractual Rights
It’s always a good idea to check your contract of employment, staff handbook, HR policies, or letter of appointment to see if you’re entitled to any extra support through your employer’s own policies. Employers may offer more generous terms than the statutory minimum, so do check!
Finances
As of 7 April 2025, new rates and other benefit updates impacting carers came into effect.
Carer's Allowance (currently £83.30 per week): if you care for someone for at least 35 hours a week and the person you care for is getting a benefit because of their disability. The government has confirmed that providing emotional support counts towards the threshold of 35 hours of care a week across the UK.
Carers Allowance earning limit: Working carers can earn up to £196 per week after certain deductions, the equivalent of 16 hours at the National Living Wage, and continue to claim Carer’s Allowance. This is an increase of £45 compared to the previous earnings threshold of £151 prior to 7 April 2025. If you previously exceeded the old threshold you may now qualify. Find out more here 👉Carer's Allowance: How it works - GOV.UK
Find more information about financial support here.
Talking to your employer about your caring role
We know that opening up about your caring responsibilities at work can feel daunting. Many working carers worry that being honest about the challenges they face outside of work might affect how they’re viewed, limit their chances of promotion, or lead to being left out of projects. Some fear being seen as unreliable, or even being treated differently by colleagues.
But talking about your caring role can be a vital step towards getting the understanding and support you deserve.
By sharing your situation, you give your employer the opportunity to work with you to find solutions that make balancing work and care more manageable. It can also help reduce feelings of stress and isolation—being listened to and acknowledged can make a big difference.
Increasingly, employers are recognising the valuable skills carers bring—like resilience, empathy, problem-solving, and time management—and how these qualities benefit the workplace.
Remember: you don’t have to do this alone, and asking for support is a strength, not a weakness.
