One in seven employees is also an unpaid carer — is your workplace carer friendly?
Does that figure seem higher than you thought? Across North Tyneside there are thousands of people providing unpaid care for someone while also working.
Unlike other employee groups, carers are often invisible.
People may tell you they look after someone, or they help an aging parent or they are checking in on a friend and helping out daily. They may not describe this as caring, but that’s what it is. The result is that employers may underestimate how many people are managing caring responsibilities alongside their jobs.
A typical day for a carer (although really there is no such thing), may include coordinating someone’s medication, taking them to appointments, handling finances and responding to any number of emergencies – all before 9am or when the working day finishes.
It would be thoughtless to assume this wouldn’t have an impact on their wellbeing.
We know from speaking to our carers that the result of this daily juggle can be increased stress and anxiety, burnout, difficulty concentrating, feelings of guilt, and financial strain.
The knock on effect for employers is that unsupported carers are more likely to reduce their working hours, take extended leave, or leave employment altogether.
This can lead to higher staff turnover, increased sick leave, loss of skills and experience and more recruitment and training costs.
We want businesses to know, if you recognise and support carers, you will likely benefit from an improved workplace culture and greater productivity.
What does a carer-friendly workplace look like?
Flexible Working – This could look like flexible start and finish times, hybrid working arrangements, compressed hours, or temporary adjustments during particularly demanding periods.
Carer’s leave policies – With statutory Carer’s Leave now available in the UK, many employers are also exploring enhanced policies that go beyond minimum requirements.
Open conversations – People are more likely to seek support when they feel safe discussing their circumstances. Managers play a critical role in creating an environment where carers feel understood rather than judged.
Training for line managers – Training can equip managers with practical tools and guidance for handling conversations sensitively and consistently.
Employee networks and resources – Carer networks, peer support groups, and access to wellbeing resources can help employees feel less isolated and more connected to others facing similar challenges.
Many carers continue to struggle in silence because they worry that disclosing their responsibilities may affect perceptions of their commitment or career prospects. A workplace culture that acknowledges carers sends a powerful message: you do not have to choose between your job and caring for someone.
A question for employers
If one in seven of your employees is likely to be providing unpaid care, would they feel comfortable telling you?
More importantly, would they know what support is available if they did?
Building a carer-friendly workplace is not simply about compliance or policy. It is about recognising the realities of modern working life and making sure employees can continue to thrive both at work and at home.
If you are an employer and would like to find out more about carer-friendly policies, or you are a carer in need of support, we can help.
If you are interested in making a difference to the lives of unpaid carers across the North of Tyne area, we are currently recruiting an employer engagement advisor. Take a look at the full job ad here.
0191 2496480
www.northtynesidecarers.org.uk/employment_and_education/
Note:
Carers UK has found nearly three million people in paid employment in the UK also juggle unpaid caring responsibilities for a family member or friend. This means approximately one in seven workers in the UK workforce is a working carer.
If you are a member of our community, a business owner, a policymaker or involved in a community organisation, take the time to think about what you can do to make a change.