What this indicator measures

This indicator assesses whether workers who provide unpaid care have adequate access to paid sick leave and time off when they or the person they care for becomes ill. It considers statutory provisions, employer practices, eligibility, affordability and whether current policy enables carers to balance work and care without falling into financial difficulty.

Key findings

• Statutory sick pay provides a low weekly amount and does not cover the first three days of sickness
  
• Sick pay is not available to self-employed workers and many people in insecure work receive limited protection
  
• Emergency leave to care for dependants and carers leave exist but are unpaid
  
• The system leaves many workers at risk of financial hardship if they become ill or need to care for someone
  
• Low wage workers, most of whom are women in female dominated sectors, are disproportionately affected
  
• Lack of employer awareness or engagement with rebate systems means some employers do not claim back costs when they could
  
• There is no dedicated budget to support employers in offering more generous sick leave provision

Impacts on families

Low levels of sick pay mean many workers cannot afford to take time off when unwell or when caring responsibilities arise. This places significant strain on unpaid carers and can worsen health and wellbeing. Women on low incomes are especially affected, as they are more likely to work in roles with limited sick pay and to provide unpaid care. Without adequate paid leave, carers may have to reduce hours, take unpaid leave or leave employment entirely.

Accessibility considerations

Eligibility criteria exclude many carers, including those in self-employment and insecure work. Workers with fluctuating earnings, part time hours or variable shifts often receive minimal protection. These gaps disproportionately affect women, minority ethnic workers and disabled workers, who are more likely to be in precarious employment or lower paid roles.

Budget context

The value of statutory sick pay has not kept pace with living costs. Employers shoulder most of the financial responsibility for sick pay, which can discourage more generous provision. Limited investment and unclear information reduce the likelihood of improvements in employer led schemes. Current policy does not include mechanisms to support workers who need to take time off to care.

Overall interpretation

Paid sick leave and time to care are areas where policy intention and lived experience diverge. The current system does not provide sufficient protection for carers or sick workers, leaving many at risk of financial hardship. Women, who make up the majority of unpaid carers and many low paid workers, experience the greatest impact. Stronger legal entitlements, improved employer practices and meaningful financial support are required to create a system that protects sick workers from financial hardship and enables carers to balance work and care without sacrificing income or wellbeing.