Every workplace is full of people carrying unseen responsibilities. Among your colleagues, managers, and team members are individuals balancing not only the demands of their jobs but also the intensive needs of those they care for at home. These are the carers, the often invisible workforce whose contributions extend far beyond the office walls.

The case for supporting carers is clear and compelling, not only from a moral standpoint but also for the sustainability and productivity of organisations. Without adequate support, carers frequently find themselves forced to reduce working hours, turn down promotions, or leave employment altogether. The consequence is not just a personal one; it’s a systemic issue that impacts organisational performance, talent retention, and future workforce development.

In the UK, 2.6 million people have given up work at some point to care for someone, with approximately 600 people making that decision every single day. These are not isolated cases; they represent a significant portion of the workforce. Two in three adults will care for a family member or friend at some point in their lives, and the probability of becoming a carer increases as employees move through their careers. By age 50, the average person in the UK has a 50:50 chance of becoming an unpaid carer.

Caring is not isolated to older workers

While we often associate caring responsibilities with midlife, unpaid carers can be found at every stage of working life. The 2021 Census identified over 272,000 young adult carers aged 16–24 in England and Wales alone. Alarmingly, around 37,000 of these young people provide over 50 hours of care each week – a staggering responsibility for individuals who may just be entering the workforce.

Midlife remains a peak period for caring, particularly between the ages of 45-64 – a time when many employees have accumulated substantial skills, experience, and leadership potential. Losing these individuals due to the pressures of unmanageable caring responsibilities is a loss not just to them, but to the organisation and economy as a whole.

Carers face complex challenges

Carers in the workplace encounter an array of challenges that can deeply affect both their professional and personal lives. Understanding these difficulties is the first step toward creating a supportive work environment where all employees can thrive.

1. Work-life balance: Balancing a full-time job with caregiving responsibilities often feels like an impossible juggling act. The need to attend medical appointments, respond to emergencies, or manage daily care routines can collide with rigid work schedules. For some, this can lead to chronic stress and exhaustion.
2. Financial strain: From medical expenses to home adaptations and reduced income due to part-time work or career interruptions, caring can bring significant financial burdens. It’s important to understand that the reduction in pension contributions due to interrupted work history can also compound these challenges.
3. Social isolation and loneliness: The demands of caregiving often leave little time for personal relationships or social activities. Half of carers report feelings of loneliness, and many experience social withdrawal, which can further compound mental health issues.
4. Emotional and mental health struggles: Caring is emotionally taxing. Research shows that nearly 80% of carers report feeling stressed or anxious, and around half experience symptoms of depression. Witnessing the decline of a loved one, managing complex medical needs, or dealing with difficult behaviors can take a heavy emotional toll.
5. Navigating complex healthcare systems: Carers frequently have to navigate confusing and bureaucratic healthcare and social care systems. This can be particularly overwhelming for those unfamiliar with these processes, adding another layer of stress to their already demanding role.
6. Personal safety: Some carers face physical and emotional abuse from the individuals they care for, particularly when caring for people with complex needs, dementia, or neurodivergence. Managing difficult behaviors or the declining health of a loved one can feel emotionally overwhelming and, at times, unsafe.
7. Lack of training and professional support: Many carers receive little to no formal training or guidance, leaving them feeling ill-equipped to handle complex caregiving tasks. Without proper supervision or resources, the risk of burnout can increase.
8. Inflexible work arrangements: Rigid work schedules and lack of flexible working arrangements often make it difficult for carers to meet both their professional and personal responsibilities. Inflexible work schedules can lead to carers frequently being forced to make impossible choices.

A forward-thinking employer recognises that supporting carers is not simply a matter of ticking a box – it’s a strategic investment in their workforce. Carers bring valuable skills to the workplace – resilience, empathy, time management, problem-solving – that greatly benefit their teams and organisations, which makes retaining and supporting these employees makes business sense.

5 effective ways to support carers at work

1. Flexible working arrangements: Providing flexible hours, remote work options, and the ability to take time off at short notice are crucial supports for carers. Flexibility allows employees to adapt their work to fit their caring responsibilities rather than forcing them to choose between work and care.
2. Carer-friendly policies: Beyond legal requirements, employers should develop comprehensive carer support policies. This could include extended leave options, job sharing opportunities, and phased return-to-work schemes after periods of intensive caregiving.
3. Employee Assistance Programs (EAPs): Offering confidential counselling, mental health support, and practical advice through EAPs can help carers manage stress, anxiety, and other mental health challenges associated with their dual roles.
4. Training for managers: Educating managers on how to identify and support employees with caring responsibilities is essential. A manager who understands the challenges faced by carers is better equipped to provide appropriate flexibility and empathy.
5. Creating a supportive culture: Open conversations about caring responsibilities can help normalise the experiences of carers in the workplace. Support groups, internal networks, or mentoring schemes for carers can foster a sense of community and reduce feelings of isolation.

Needless to say, employers have both a legal and ethical responsibility to support employees who are carers. As of 6 April 2024, the Carer’s Leave Regulations 2024 came into force, granting qualifying employees up to one week of unpaid carer’s leave per year. This legislative change is a positive step, but legal compliance is only the baseline.

Why this matters now more than ever

The landscape of work and care is changing. As the population ages and more individuals live with chronic illnesses or disabilities, the number of people who find themselves in caring roles will continue to rise. It is not sustainable for employers to ignore the needs of carers in the workplace.

For organisations committed to diversity, equity and inclusion (DEI), carers represent a vital but often overlooked group. Their experiences intersect with gender, age, socioeconomic status, and mental health in ways that require thoughtful, targeted support.

Are you truly caring for your carers?

The bottom line is this: When carers are well supported, they can thrive both at work and at home. They remain productive, engaged, and loyal employees who bring unique strengths to their roles. Failing to support them risks not only their wellbeing but also the long-term sustainability of your workforce.

Every manager, HR professional, and business leader should be asking: “Are we truly caring for the carers in our workplace?” If the answer is anything less than a resounding yes, then you need to act.