Supporting carers in the workplace: Key insights from our member community event

One in seven employees are unpaid carers, yet this critically important group often remains invisible in our workplaces. With 5.8 million unpaid carers in the UK saving the economy an estimated £184 billion each year – equivalent to funding a second NHS (Carersweek.org, 2025) – supporting carers to thrive at work has never been more vital.

Our June member community events brought together Inclusive Employers’ members to explore how organisations can better support colleagues with caring responsibilities. The insights shared demonstrate why these collaborative discussions are so valuable for our community.

The current picture

When we asked members to rate their organisation’s support for carers, the results revealed room for improvement: whilst 67% felt they provided good support, a significant 33% acknowledged they only offered some support. This honest assessment shows the challenge many employers face in creating truly inclusive environments for carers.

Our members shared candid insights about where flexibility works well and where it becomes more challenging. Office-based roles often allow for greater adaptability, whilst customer facing and shift work positions present additional hurdles. The pressure colleagues feel when juggling caring responsibilities with work commitments is intense – they want to excel in their roles whilst managing complex situations like deputyship applications or urgent care needs.

One member highlighted a crucial point: “Sometimes it’s easier than others to support those with caring responsibilities, it really depends on the role they’re doing.” This recognition helps organisations think more strategically about how to create equitable support across different types of work.

Practical approaches that work

The discussion revealed several effective strategies:

Policy development: Members emphasised the importance of clear carers’ leave policies, particularly for smaller organisations without established networks. These policies should outline definitions of caring, emotional support available, entitlements, and leave allowances.

Network support: Staff networks, often linked to disability networks, provide vital peer support and advocacy for carers within organisations.

Flexible working: Where possible, compressed hours, part-time arrangements, and flexibility for appointments can make a significant difference to colleagues managing dual responsibilities.

Carers’ passports: These tools can become part of a holistic wellbeing approach, helping managers understand individual needs and circumstances.

Taking an intersectional approach: Members recognised that caring responsibilities intersect with other aspects of identity and experience. Taking an intersectional approach ensures support reaches all colleagues who need it, acknowledging that caring affects people differently across various communities.

The value of community

This event exemplified why Inclusive Employers’ membership is so valuable. Our community events create spaces where members connect, share thinking on topical issues, and explore challenges together. The collective knowledge and understanding developed through these discussions drives positive change across member organisations.

As one member noted, they were “keen to get hints and tips” – this collaborative spirit of learning and sharing makes our community stronger.