Need to know:
- Caring responsibilities range depending on the person and include being alert for emergencies.
- Benefits that understand care responsibilities, ease stress and give back time are effective.
- Employers should regularly promote relevant benefits so employees are aware of their options.
The I care report published by Carers Week in June 2023 found that 19% of people in paid employment are currently providing unpaid care and support. The report further found that 31% of these said that their health and wellbeing had suffered as a result of providing care and support.
A carer is someone who provides support and care for a family member, partner or friend. This could be due to temporary or long term-illnesses, mental health issues, disability or addiction. It is important that employers recognise that there could be a high proportion of employees in their workforces who are carers and offer them supportive benefits that fit their needs.
Caring responsibilities
For some carers today, coordinating care, making difficult decisions, and constantly being on call for emergencies, all comes on top of a busy working life. Additionally, as the number of people providing unpaid care increases, the number of people juggling work and care is likely to rise. Employers recognising these pressures is the first step in meaningfully supporting working carers.
Carers can have a wide range of responsibilities, which vary based on personal circumstances. These can include emotional and physical care and support, medical appointments and managing ongoing care plans and medication, and responding to emergencies or sudden changes in care requirements. Other responsibilities can be helping with household tasks such as providing meals, cleaning, and handling finances.
However, employees often keep caring responsibilities hidden, through concern it will be seen as interfering with their job, says Jennifer Liston-Smith, head of thought leadership at Bright Horizons. “The demands can be relentless, and without adequate support, carers may face burnout,” she says. ”Many feel forced to reduce their working hours, take unpaid leave, or use annual leave to meet these obligations. Using holiday in this way reduces the scope for recuperation, even assuming respite care is available.”
Improving managers’ understanding
Managers can play a critical role in creating a supportive environment for carers. How they respond can make a difference to an employee feeling supported. The first step should involve listening to staff to understand their responsibilities. Normalising conversations about caring can help create an open dialogue and enable employees to go to their managers when struggling.
Maria-Teresa Daher-Cusack, organisational psychologist at Health Assured, says: “Employers [that] have employees with caring responsibilities should encourage them to share information, if they feel comfortable, about what this entails to help gain a better understanding of what they’re dealing with, how they’re coping, and what support they need.”
Managers should be able to spot signs of stress, such as frequent absences, emotional exhaustion, or changes in engagement levels. Training and guidance can improve their confidence in having sensitive conversations and facilitating adjustments.
Regular check-ins, and signposting to available benefits and resources, show that carers are seen and valued, says Evie Little, senior customer success manager at Seniorcare by Lottie. “When line managers are equipped to respond with understanding, they enable carers to work without feeling they have to choose between their job and their responsibilities at home,” she explains.
Establishing a caring culture
Creating a carer-friendly culture starts with acknowledging care is a growing issue and encouraging employees to come forward without fear of judgement.
“It’s vital to build awareness among HR and leadership so that conversations about caring responsibilities are met with empathy and practical solutions,” says Little. “When organisations actively support carers, they boost retention, morale and long-term loyalty.”
Carers’ networks or employee resource groups can provide safe spaces for sharing experiences and accessing advice. They can also pass on feedback to HR and senior leadership to help shape carers’ leave policies, which should have inclusive wording covering eldercare, disability, and long-term illness.
“Employers should have internal campaigns, storytelling, and visible leadership support to encourage open discussions, without stigma,” says Liston-Smith. “It is also commercially smart, leading to higher engagement and reduced absenteeism.”
Supportive benefits
Support for carers today has improved; under The Carer’s Leave Act 2024, employees in England, Wales and Scotland have the right to take up to one week of unpaid leave per year to care for a dependant with a long-term care need. This can be taken flexibly, in half or full days, from the first day of employment.
Bright Horizons’ January 2025 Modern families index found among carers of adults, 19% had used statutory carer’s leave and found it helpful, while 12% used it and found it not enough. Additionally, there may be occasions where working carers must leave early or arrive late at work, or take time off at short notice. Employers can combat this by providing flexible working beyond the statutory entitlement and extending the amount of leave, so employees can take additional time for caring responsibilities.
The most effective benefits for carers are those that ease pressure and help them navigate care responsibilities with greater confidence, adds Little. “These include access to expert guidance on understanding, funding care, mental health resources, and financial wellbeing tools,” she says.
Meanwhile, resource hubs have relevant services and information, such as webinars and expert tips to find care. Meanwhile, back-up care can provide emergency or alternative care for children or adults.
“Providing an employee assistance programme can also be beneficial for additional support,” says Daher-Cusack. “It provides a confidential service where employees can get guidance and counselling to manage the emotional burden that can come with being a carer.”
A carers’ leave policy that addresses employees’ specific needs will ensure their employer supports them in the best way.
