# CARER SUPPORT POLICY
Date: 1 September 2031
Parties: Ashdown Precision Ltd and its employees
## 1. Purpose and parties
Ashdown Precision Ltd, a manufacturer at 6 Foundry Lane, Coventry CV1 4QH, adopts this policy for its 86 employees from 1 September 2031. HR Manager Naomi Bell owns the policy, and every employee who provides or arranges substantial care for a dependent relative, partner, child or neighbour may use it without having to disclose a diagnosis.
## 2. Facts, scope and terms
The statutory entitlement is up to one week of unpaid carer's leave in each 12-month period, available from the first day of employment, non-cumulative and pro-rated for a part-time worker where required. A carer must give notice at least twice the length of the leave requested or 3 days, whichever is greater, unless Ashdown waives the notice requirement in accordance with the statutory rules. Ashdown additionally pays the first 2 days of approved carer's leave at full basic pay in each policy year.
## 3. Process and responsibilities
An employee needing emergency time off for a dependent may take a reasonable period, normally no more than 2 working days for one incident, to deal with illness, injury, birth, death or an unexpected failure of care. The employee should telephone the duty manager before the shift where possible, and HR will record the absence without treating a genuine emergency as misconduct.
## 4. Evidence, records and safeguards
Requests for adjusted hours, a changed start time, compressed hours, home working on up to 2 days each week or a temporary shift swap will be considered under the statutory flexible-working procedure. Manager Daniel Okafor must meet the employee within 14 calendar days, consider workload and service cover, and document any agreed trial. A carer may request reasonable adjustments where caring is connected with a disabled person's needs, and confidential support is available through the 24-hour Wellbeing Line on 0800 410 2286.
## 5. Review, escalation and outcome
HR will keep the request, decision, review notes and attendance record in a restricted personnel file for 12 months after the arrangement ends. The employee's caring information is sensitive personal data and will be shared only with people who need it to administer work, pay, safety or an agreed adjustment. The employee may ask for a copy of their record and may correct an inaccurate entry.
## 6. Reservations and practical protections
No employee will be refused promotion, selected for redundancy, given a lower appraisal or disadvantaged in scheduling because they care for someone. A concern should first be raised with Naomi Bell within 10 working days; she will acknowledge it within 3 working days and give a written outcome within 15 working days. Retaliation for using leave or making a request is prohibited, and an appeal goes to Operations Director Felicity Ward.
## 7. England and Wales law and completion
This policy supplements, and does not reduce, rights under the Carer's Leave Act 2023, the Employment Rights Act 1996, the Equality Act 2010, the Employment Relations (Flexible Working) Act 2023 and UK GDPR. It is governed for internal purposes by the law of England and Wales, will be reviewed on 1 September 2032, and does not create a contractual promise to approve every requested arrangement.