Supporting Carers in the Workplace: Why It Matters and What Employers Can Do

–Thoughts and practical advice from Sarah Harrison, Business Development and Director of New Dawn Resources.

More and more of us will become carers in our lives. For me this is also an intensely personal issue as I watched my parents navigate a system that was diminishing and the sacrifices they both made physically and mentally to cope. They were both retired, but it is an issue that is being highlighted in organisations across the country. It is increasingly having an impact on businesses; whether we believe that it is not the responsibility of employers to support or we believe that they should. How do we care for the carers?

This week is National Carers week and the news is full of examples of how individuals are having to manage their responsibilities domestically and professionally and the strain on all the resources that represents.

‘I slowly realised I was running two households‘ – BBC News.

There is a new term “Carents” that is increasingly being used to normalise the role of caring for parents and make it the accepted state of affairs. However, I believe that labelling the role does not reflect the challenges that we have as a society or within organisations and businesses that are managing those extra responsibilities. In other words, whether we call them “Carents” or Carers very real challenges remain and are growing for individuals who have to take on that role. And for organisations who have to manage the impact of caring on employees.

Carers Week is not just an awareness campaign—it’s a call to action for employers. Whether through internal communications, workshops, or even informal check-ins, it’s an opportunity to better understand the carers in your workforce and make lasting changes that benefit everyone.

In the UK, an estimated 5.7 million people are unpaid carers—supporting a family member, friend or neighbour who is older, disabled or seriously ill. With an ageing population and a stretched social care system, this number is only expected to rise. For employers, this is not just a societal issue—it’s a business one.

Who Are Carers and Why Should Employers Care?

Many carers juggle their responsibilities alongside paid employment. According to Carers UK, one in seven workers in the UK is also a carer. This means that every business is likely to employ carers, whether or not they are aware of it.

Carers are often skilled, loyal and resilient team members, but without the right support, they are at risk of stress, burnout and even leaving the workforce altogether. In fact, it is estimated that over 600 people a day leave work to care.

Understanding Carers’ Rights

Carers in the UK have a number of legal rights under employment law:

• The right to request flexible working from day one of employment.
• Protection from discrimination under the Equality Act 2010, particularly if they are associated with someone who is disabled.
• Time off for dependants—a right to reasonable unpaid time off in emergencies.
• From April 2024, carers now also have the right to Carer’s Leave—one week of unpaid leave each year, which can be taken flexibly.

While these rights are a step forward, they often don’t go far enough to fully protect carers from the challenges they face.

The Real Challenges Carers Face at Work

Despite the legal protections, many carers continue to struggle due to:

• Lack of understanding or awareness from managers.
• Rigid work schedules that don’t account for sudden emergencies.
• Concerns about stigma or being seen as “less committed.”
• Financial pressure, particularly if they have to reduce hours or take unpaid leave.

How Employers Can Make a Real Difference

Supporting carers isn’t just about compassion—it’s about creating a resilient and inclusive workforce. Here’s how employers can support:

1. Develop a Carer-Friendly Culture

Encourage open conversations about caring responsibilities. If employers do not know how they can assist then why not celebrate events like Carers Week to raise awareness and show support. This year’s theme, “Caring About Equality” is a reminder that carers are increasingly facing inequality and all too often suffer detrimentally in the workplace. Extra time off often means financial hardships, a risk of falling foul of absent management policies and procedures, or in many cases having to give up their work and careers. 

2. Train Line Managers

Equip them to have supportive conversations, understand legal responsibilities, and respond flexibly. A trained manager can make the difference between retention and resignation.

3. Create or Promote a Carers Policy

Formalise your support with a dedicated carers policy. This can outline rights, available flexibility, and additional support such as mental health resources or peer networks.

4. Offer Flexible Working and Carer Leave

Flexibility is key, whether it’s hybrid working, flexible hours, or compressed work weeks. Going beyond statutory minimums demonstrates genuine commitment. If this is not possible then looking at other support measures including freedom from the fear of missing out at work can go a long way to supporting employees.

5. Signpost External Support

Refer employees to trusted resources. New Dawn Resources offers HR support for organisations wanting to create more inclusive workplaces and stay compliant with employment law, making them an ideal partner for businesses seeking to improve how they support carers.

The Business Case for Supporting Carers

Supporting carers is not just a moral obligation—it’s good business:

• Reduced absenteeism
• Higher retention
• Greater employee engagement
• Stronger reputation as a responsible employer

By recognising and supporting carers, organisations can help ensure that these vital individuals can continue to thrive at work and at home.

Want to Learn More?

Whether you’re looking to develop a carers policy, provide manager training, or audit your current practices, New Dawn Resources can help. As experts in HR support, we work with organisations across the UK to build healthier, more inclusive workplaces.