Contribution
My Lords, I support Amendments 135 and 144, which relate to unpaid carers. It is always a pleasure to follow the noble Lord, Lord Young of Cookham, who is always so sound on carers’ issues. I declare an interest as vice-president of Carers UK.
Amendments 135 and 144 would provide employees with a statutory right to paid carer’s leave and require employers with over 250 employees to consider what support unpaid carers are given within their workforce when publishing action plans on gender equality. Both seem to be entirely sensible, and I am pleased they have received cross-party support. As noble Lords will know, I have long campaigned for greater employment rights for those juggling paid work with their unpaid caring responsibilities. This Bill is very welcome and includes many provisions which have a positive impact on working carers.
Millions of people are now doing this juggling act of paid work with their unpaid caring responsibilities, but this juggling act is very difficult to maintain. Despite pockets of good practice, a lack of support and understanding from many employers—and too few rights in the workplace—too often leaves carers with no choice but to give up work or turn to part time or insecure work. It is estimated that 600 people per day quit work to provide unpaid care, with real and lasting consequences for them and their families. That is not only bad for them but bad for their employers and the economy. As recently as March, the Government provided a new estimate of the cost to the economy of carers being unable to work, which the noble Lord, Lord Young, quoted. It was a staggering £37 billion a year—a huge figure.
We have made good progress in recent years. Indeed, the entitlement to a week of unpaid carer’s leave was secured, as we have heard, through the Carer’s Leave Act 2023, and it was a positive step in the right direction. However, it was always intended to be just that—we said this endlessly during the passage of that Act, as some noble Lords will remember—as it was a first step to be built on. I welcome that the Government have committed to review the implementation of the current right to unpaid carer’s leave under the Carer’s Leave Act 2023 and to consider whether there is a need for paid carer’s leave. However, I urge the Government to go further and faster to seize the opportunity in front of them. It is clear to me that we should be doing everything we can to ensure that all carers who are able and wish to work are able to do so. Surely this is part of what the Government are trying to do in other areas—encourage people back into the workforce.
Carers UK’s evidence shows that 80% of carers say that additional paid carer’s leave of between five and 10 days would better help them to juggle work and unpaid care, and 50% of carers would find it easier to return to work after a period of absence if they had access to paid carer’s leave. Almost half of those who have given up work or retired early—many people take early retirement specifically to take up caring responsibilities—said that paid carer’s leave would have helped them to stay in employment for longer had it been available at the time.
The modelling that Carers UK has undertaken based on existing employer practice estimates it would cost the Government between £5.5 million and £32 million annually to introduce paid carer’s leave, depending on the rate of compensation employees receive. I know that is a large figure, but it is in fact a small price to pay compared with the huge contribution made to our economy by carers.
Amendment 144, relating to equality action plans, is necessary due to the gendered nature of caring. At the heavy end of caring, women are still much more involved than men, and this impacts specifically on women’s employment. I understand and welcome that Ministers have been engaging with organisations such as Carers UK, as well as carer-friendly employers, over the last year. I am sure they will have heard much about the positive impacts that organisations such as TSB, Centrica and Phoenix Group can have on their employees by promoting best practice. However, that support should not be the preserve of employees who just happen to work for enlightened employers.
I agree with the Government that this Bill is pro-business and pro-worker. These amendments are too, and that is why I hope they will be supported by the Government.