There has been a huge step in the right direction for unpaid carer support in the workplace over the last few weeks, with the general principles of the Carer’s Leave Bill being approved and backed by the Government – granting unpaid carers a week of unpaid leave.

However, despite the celebration of much needed recognition and support for unpaid carers, many have been left confused.

The Carer’s Leave Bill fails to outline any clear technicalities in obtaining carers leave. Creating a grey area for implementation of the bill, and this can differ from employer to employer. Including, minimum service, notice period and length of unpaid carers leave days taken at once.

Seniorcare Lead, Ronan Harvey-Kelly, shares the importance of creating clear guideline around unpaid carers support:

“It’s great to see the support the Carers Leave Bill has received from the Government and businesses across the country. However, this should be seen as the first step in the right direction in providing practical support for those juggling caregiving responsibilities in the workplace.

With an ageing population, access to appropriate eldercare is one of the biggest challenges we’re facing as a society.  It’s estimated that 5 million people in the UK are juggling caring responsibilities with work – that’s 1 in 7 of the workforce, and we need to do more to support carers in the workplace.

This must start with a clearer policy around unpaid carers leave, outlining clear technicalities all employers can easily follow to support unpaid carers in their workforce.

Similarly, whilst granting unpaid leave to carers is a huge step forward – this is not enough. Caring for a loved one and juggling other commitments such as work places a huge strain on carers. Not only are unpaid carers at greater risk of experiencing mental health concerns, such as stress and anxiety. A number of carers face financial worries and concerns – to fully support unpaid carers it is important to consider the benefits of providing paid carer’s leave.

Often the amount of time and level of support a loved one requires will increase overtime. In the long term offering unpaid carers a longer amount of time away from work (above the one week currently granted)  to support their loved one in accessing the support they need must be considered  

Reviewing unpaid carer policies and legislation to support caregivers in the workplace must be placed at the top of the agenda for both the Government and business leaders. Looking past the importance of unpaid carer and eldercare support in the workplace, is not a luxury we can afford.”

Here’s how to employers can support unpaid carers in the workplace, amid a caregiving crisis:

Develop a clear Carer’s Policy
Whilst the new Carer’s Leave Bill, offers businesses a guideline to follow, as a manager, be proactive and develop a clear carer’s policy or framework that works for your business and employees. Communicate with the whole team guidance on what a carer is and any practical and emotional support you offer as an employer.

You should develop a dedicated carers’ policy within your HR policies that shares the support your business offers (for instance flexible working arrangements, guidance on career breaks and mental health support). 

Encourage employees to open up
There is often a worry for many carers about how to open up or share how they’re feeling about juggling work and caregiving responsibilities. Above all, be there for your employees who are juggling caregiving responsibilities – they are under a lot of pressure. 

A simple chat every week will often do wonders. Employees juggling care responsibilities will likely feel worried, anxious, or stressed and need a place to safely and securely come forward when they’re ready. 

Taking care of an older relative is more common in the workplace than people think – and you may even have a personal experience you could share. This may encourage others to open up about their caregiving responsibilities – which raises awareness of the current crises people are going through everyday.

Help your employees in finding care support
Being a carer and juggling full-time work is a challenge. Care homes or in-home care can be a great alternative that ensures a loved one is supported. For instance, if an employee’s elderly relative requires 24-hour care, a nursing home can provide this with trained staff.

You may find it helpful to share any local care homes, or in-home help in the area, in a shared community space – whether that’s online or in the office. 

Alternatively, more businesses are becoming increasingly aware of the benefits surrounding elder care benefits. Eldercare solutions for businesses around the UK can protect their employees from the caregiving crisis by offering a concierge service that matches an employee’s loved one with the right care – whether that’s in a care home setting or at home. 

Create a support network
Being an unpaid carer can sometimes feel isolating – especially when juggling many commitments, so it’s important to be able to lean on a support network.

 By creating a carers support group at your workplace you can help caregivers to feel supported and connected to others in similar situations. Support groups can also help in sharing and learning valuable tips and techniques to manage caregiving responsibilities from other careers.

Similarly, there are lots of support groups for carers available across the UK –  such as Carers UK and Age UK – sharing local support groups in your area can help caregivers to find a valuable support network.