1. Ensure management training is sufficient –Train managers to ensure internal procedures are in place so requests for carers leave are responded to appropriately and managers are equipped with the necessary personable skills to deal with these requests professionally and humanly. 

2. ommunicate throughout the organisation – Ensure all employees know about the new legislation through internal channels such as handbooks and company announcements. Workshops or webinars could be held so employees know what they are entitled to and how the Act will affect them. 

3. Review benefits and support – Make this an opportunity to review existing schemes and ensure benefits are still relevant for the current workforce including carers.  Speak to your employees to see if other benefits schemes would be more suitable. Highlight all areas of support that carers may also find useful such as flexible working, other types of leave and if you have a health and wellbeing scheme or support groups that they might find helpful. 

4. Update policies and procedures – Ensure employee handbooks are up to date and prepare to include Carers Leave, stating who qualifies and how to apply. Creating a self-certification form for employees could provide useful which states that they meet the legal definition of a carer and that they are using this particular type of leave. 

5. Educate your workforce – Ensure employees are aware of the leave and if they qualify as a carer as many may not see themselves in this way. Make sure you deploy an open culture where carers leave can be openly discussed and employees know who to approach if they have any questions. Support carers week to raise awareness throughout the organisation and ensure information on carers rights, is easily accessible. 

If you need help updating your Employee Handbooks or need any other HR advice, please contact us on 0345 076 2288 or visit our website www.ahrconsultants.co.uk