How to support carers in the workplace

Hi Steve! We have a few questions to ask you about how businesses can support carers in the workplace. But first, can you tell us a bit about who you are and what you do?

Hi! I’m the Engagement Lead and also the Working Carers and Employers Lead at the Carers Centre. I support working carers and employers with issues around balancing work and caring outside of work.

The Carers Centre for Brighton and Hove is the charity supporting unpaid carers in Brighton and Hove. Since 1988 and it’s been the lead partner of The Carers Hub project which provides one central point for carers to access support and information.

The Hub is a partnership of The Carers Centre, Brighton and Hove City Council, Alzheimer's Society and Crossroads Care. We also work closely with Amaze who support parent carers.

Why should employers care about supporting employees who may be carers in the workplace, and why is it important?

In the UK, millions of people balance their jobs with unpaid caring responsibilities - supporting a loved one who is elderly, ill, or disabled. These “working carers” are a vital yet often overlooked part of the workforce. For employers, understanding and supporting carers isn’t just compassionate - it’s good business.

Supporting carers helps retain skilled employees, reduces absenteeism, and improves staff wellbeing. When carers feel understood and supported, they're more likely to stay with the organisation and be productive. In contrast, lack of support can lead to burnout, stress-related illness, and even resignation.

Some key facts:

• It is estimated that 1 in 7 workers in the UK are carers.
• Without support, carers may be forced to leave the workforce, taking their experience and talent with them.
• Carer-friendly practices improve morale, loyalty, and workplace culture.

Caring responsibilities can affect anyone at any time, and proactive employers create resilient workplaces where staff can thrive even through life’s challenges.

What are the legal responsibilities of employers towards carers?

In the UK, employers have several legal obligations to employees who are carers:

Right to request flexible working – all employees have this right from day one of employment.

Protection under the Equality Act 2010 – if the person being cared for is disabled, carers may be protected from discrimination by association.

Emergency time off for dependents – employees can take a reasonable amount of unpaid time off to deal with emergencies involving someone they care for.

Carer’s Leave Act (2024) – employees are entitled to up to five days of unpaid carer’s leave annually to help manage caring responsibilities.

Failure to respect these rights can result in grievances, tribunal claims, and reputational damage.

How can I start a conversation about caring roles outside of work?

Talking about caring responsibilities can be sensitive. Here’s how to approach it:

Create a safe, non-judgemental space: Let employees know you’re open to hearing about their circumstances.

Use open questions: For example, “Is there anything outside of work that’s affecting your availability or workload?”

Be empathetic, not intrusive: Don’t push for personal details. Instead, focus on how you can help them balance work and care.

Lead by example: If leaders talk openly about caring responsibilities or show support for those who do, it sets the tone for others.

What ways can employers practically support carers in the workplace?

Here are some of the practical steps employers can take:

• Offer flexible working arrangements – including remote work, adjusted hours, or job sharing.
• Create a carers’ policy – outlining rights, support options, and points of contact.
• Promote carer’s leave and other benefits – ensure carers know what’s available and how to access it.
• Set up peer support networks – allowing carers to connect and share advice.
• Train managers – to recognise signs of caring stress and respond supportively.
• Use employee assistance programmes (EAPs) – to offer emotional or financial advice.

How does it work if I am self-employed?

Self-employed carers face different challenges. They don’t have access to statutory employment rights like carer’s leave or sick pay. However, some support is available:

• Carer’s Allowance – if you care for someone for at least 35 hours a week and meet income limits.
• Carer’s Credit – to protect your National Insurance record if you reduce work hours.
• Flexible scheduling – self-employed people have autonomy, but juggling work and care still requires support networks and sometimes financial help.

Planning ahead and seeking advice from business support services or carers’ organisations can help maintain a balance.

What additional support is available for employers?

Employers don’t have to figure it all out alone. Here are resources that can help:

• The Carers Centre (Brighton and Hove) and Employers for Carers (UK-wide) – offer toolkits, training, and advice.
• Any individual carer can access the Employers for Carers digital resources here for free using the access code #EFC1498
• The resource above also provides employer specific information and SMEs can access it for free using the same website and access code.
• ACAS – provides guidance on carers’ rights and how to handle flexible working requests.
• Carers UK’s Employer Hub – a platform with resources, templates, and policy examples for supporting carers in the workplace.

Supporting working carers isn’t just a legal responsibility - it’s a smart, compassionate, and forward-thinking approach to workforce management. With the right conversations, policies, and support in place, employers can empower carers to balance work and life - and keep valued talent in their teams.

Steve Castellari is Engagement Lead, and Working Carers and Employers Lead at The Carers Centre. Find out more on their website. 

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