Supporting the employees who really care

You may have missed National Carers Week or overlooked it or be completely oblivious to it, and employees who are also unpaid carers can be forgiven for also feeling as if they go unnoticed.

The campaign is an annual event to raise awareness of caring, highlight the challenges unpaid carers face, and recognise the contribution they make to families and communities throughout the UK [1] cited 18.6.24 The campaign took place this year between 10 and 16 June.

Data shows that there are around 1.6 million people in full-time employment in England and Wales who are also unpaid carers, and an additional 948,000 people in part-time employment who are unpaid carers [2] cited 18.6.245

For an employee working in any job and having to combine it with caring for a loved one or someone else, it can be mentally, emotionally, physically and financially draining. 

Many will find it life-changing, exhausting, challenging and overwhelming.

The crucial role a selfless carer plays and incredible difference it can make to the life of a vulnerable individual, cannot be overstated.

While caring can be tremendously rewarding, research found the impact of providing unpaid care has been more negative than positive.

The No Choice but to care report revealed a harmful impact for all areas current and former unpaid carers were asked about, particularly for mental health (63 per cent), physical health (53 per cent), job and ability to work (48 per cent) and finances and savings (47 per cent) [3] cited 18.6.24

The study found that 62 per cent of those who are currently providing, or those who have previously provided, unpaid care said that they had no choice in taking on the role because no other care options were available – this was said to be around 10 million adults.

The conclusion to the report notes that: All of us have a 50:50 chance of providing unpaid care by the time we are 50 years old, and a 2 in 3 chance of providing care in our lifetime. However, for many of us, the role is unavoidable.

Almost a third of working carers in the UK are said to have not discussed their caring role with anyone at their workplace, most commonly because they believed that nothing would change as a result. 

A quarter of working carers are also reportedly considering giving up their job entirely because of the difficulty in combining work and care.

According to a 2019 Carers UK report, the top three things that would most help working carers were: a supportive employer/line manager, flexible working and additional paid care leave.

It is important for every employer to understand it can play a key role in helping those it employs to meet any required caring commitments they may have outside of the workplace.

This is a guide for employers on supporting employees who are carers.

When is an employee considered a carer

If they provide unpaid support to a family member or friend who is unable to manage without that essential help due to serious illness e.g. disability or mental health issues.

It covers both adult and young carers and applies regardless of whether the care is provided on a full-time or part-time basis.

The type of  support provided can range from everyday tasks such as helping with mobility and personal care to emotional support, which could take in helping someone suffering with the symptoms of a mental illness.

It is important to note that this type of care is different from those who provide care as part of a contract or voluntary work.

Legal framework

The Carer's Leave Act 2023 entitles an employee to leave if they are 'providing or arranging care' for someone with a long-term care need [4]  cited 18.6.24  The law came into effect on 6 April 2024.

The right to take carer's leave applies from the first day in a job. Carer's leave can be used to take a disabled dependent e.g. spouse, relative or someone who relies on the individual for care, to a hospital appointment, on a day trip or providing meals and company for an elderly neighbour.

Employees can take up to one week of carer's leave every 12 months. It can be taken as half days, the minimum that can be taken, full days or a whole week.

A worker providing care for a disabled dependent is protected under the Equality Act 2010 against direct discrimination or harassment because of their caring responsibilities [5]  cited 18.6.24. It makes it unlawful for an employer to treat a carer unfavourably if they are associated with someone who is protected by the law because of their disability. 

Additionally, employees who fulfil a role as a carer have the right to request flexible working to help them to meet their caring commitments alongside their job [6] cited 18.6.24  Such a request can now be made from the first day in a job.

It is not only a legal requirement for an employer to support an employee providing care for a dependent, but doing so can also be good for business. It can boost staff retention, reduce recruitment costs and help to create a more inclusive work environment.

How can employers support carers?

There are a range of different ways in which support can be provided that can include:

• Flexible working that could be a request from a carer to have flexible start and finish times, work from home, or compress their hours. 

All requests have to be carefully and fairly considered and should only be refused if there is a legitimate business reason for doing so.

A carer should be allowed to appeal any decision to reject a request.

• Time off for carers to manage unforeseen circumstances. Employees are allowed a reasonable amount of time off to deal with emergency situations and how that time is accounted for could vary and should be discussed and agreed.

Company policy will usually detail if the carer will be paid for emergency leave, as being paid for the time off is not guaranteed.

• Education is always key, and making staff aware about the challenges carers face and training managers to support their needs can be beneficial.

• It can be incredibly lonely and isolating for any employee providing care and establishing support networks within the workplace for carers to share experiences and advice can provide invaluable support.

• Putting in place appropriate policies can also help to ensure a workplace is inclusive of carers' needs.

Consequences of failing to provide appropriate support

There can be serious repercussions for both employer and employee if a worker is put at a disadvantage or treated unfairly as a direct result of their caring commitments.

 For the individual , it can lead to increased stress, health issues and having to make the difficult and unenviable  choice between their job and caring responsibilities. 

For an employer, it can result in the loss of experienced staff, decreased productivity, and potential legal consequences.

Providing good support can have a positive influence on a carer’s wellbeing. They are less likely to want to change their hours or quit or to take sick leave or unpaid leave to provide care.

Finally

An employer should recognise the vital role it can play in providing vital support to any employee who is a selfless unpaid carer. 

In understanding the necessity of the role and legal framework,  knowing who carers are, and putting in place supportive practices, an employer can create a more inclusive and productive workplace. 

The consequences of failing to provide required workplace support for carers are too significant to ignore, both for the wellbeing of employees and the success of the business.