Response to the consultation on employment rights for unpaid carers and parents of seriously ill children

To inform our response, we gathered feedback from employers across the NHS via a survey.

Chapter 1 - Information on unpaid carers 

This chapter sought views on how employers and unpaid carers access information about carers' rights and available support, and what improvements could be made. It explored the types of information, resources and guidance that would help employers better support carers in the workplace and enable more effective conversations about employees' caring responsibilities and support needs.

Employer feedback highlighted challenges in finding and navigating information, with guidance often spread across multiple sources, policies and systems. Respondents called for clearer, more accessible and centralised information, alongside clearer definitions of who qualifies as a carer. Employers also highlighted the importance of raising awareness of carers' rights, improving manager knowledge and confidence, and providing practical resources such as toolkits, case studies and real-life examples to support carers in the workplace, particularly in more complex or challenging caring situations.

Chapter 2- Employment rights for unpaid carers 

This section sought views on whether current employment rights for unpaid carers are working effectively and what improvements may be needed. It explored experiences of existing rights, including carer's leave, and gathered feedback on whether additional employment protections or support measures would benefit both carers and employers. 

Employer feedback suggested that current employment rights are not meeting the needs of many unpaid carers in balancing work and caring responsibilities, with many respondents calling for greater flexibility and support. 

Employers recognised that caring responsibilities extend beyond the provision of direct care and can include practical, emotional and administrative tasks. There was also broad agreement that eligibility for support should be based on the caring relationship rather than a specific family connection. Feedback indicated broad support for enhanced rights and protections for unpaid carers, particularly where these could improve wellbeing, financial security and the ability to remain in work. 

Employers also acknowledged the potential benefits for both employees and organisations but highlighted the need to consider the impact on workforce planning, staffing levels, service delivery and costs. Overall, respondents were supportive of stronger support for unpaid carers alongside consideration of the operational challenges employers may face.

Chapter 3 - Employment rights for parents of seriously ill children (Hugh’s Law) 

The questions in chapter 3 aimed to gather feedback on proposals for a new statutory entitlement to leave and pay for parents and primary caregivers of seriously ill children, named Hugh's Law. They sought feedback on the challenges families face following a child's serious illness diagnosis, awareness of existing support, and how a new leave and pay entitlement could work in practice. The section also sought views on eligibility, the appropriate level of leave and pay, and the potential impact on employers and employees. 

Employer feedback highlighted support for broad eligibility criteria that recognise a range of caring relationships beyond biological parents, alongside clear and consistent eligibility rules. Respondents generally favoured a paid period of leave to provide immediate financial security during a child's illness, supported by employer guidance and flexible working options. While employers recognised potential financial and workforce pressures, many felt the introduction of paid leave would have significant benefits for parents and could improve staff wellbeing and retention.

Further information:

• Read the government's consultation in full.
• Details of the Employment Rights Act 2025 roadmap and actions for employers.