This Carers Week 2025, the theme Caring About Equality reminds us that behind every unpaid carer is a person balancing immense responsibilities — often unseen, often unsupported. And many of them are also employees. In fact, a YouGov poll in April 2024 found that 13% of people in the UK are currently unpaid carers, with another 17% having provided care in the past, amounting to approximately 7 million current unpaid carers nationwide.
As social sector employers, we have a unique role to play in supporting carers at work, not just because it’s the right thing to do, but because it creates fairer, more inclusive workplaces where people can thrive.
The Inequality Faced by Unpaid Carers
Equality for unpaid carers is more than a slogan — it’s a practical challenge. Unpaid carers are more likely to face poverty, social isolation, and poor physical and mental health. For those trying to balance care with work, the challenges can be overwhelming: from reduced hours or missed opportunities to burnout and breakdown. Without the right support, carers are often forced to choose between their income and their responsibilities.
We can and must do more to change this.
Why Employers Should Act Now 
What is Carer’s Leave and How Does It Help Employees?
In April 2024, a new statutory right to Carer’s Leave was introduced. Employees can now take up to five days of unpaid leave each year to support a dependant with long-term care needs.
While this is an important first step, it’s only a starting point. To truly create carer-friendly policies, we need to go further — embedding flexibility, compassion, and understanding into how we work every day.
Ways to Create a Carer-Friendly Workplace
How employers can support unpaid carers at work is not just a matter of policy — it’s about culture, leadership, and intention. Here are some practical steps to get started:
- Make Carers Visible
Encourage open conversations about caring roles. Include carers in internal communications and create safe spaces for them to share their experiences. Visibility is the first step toward inclusion.
- Offer Flexible Working for Carers
Hybrid and remote options, flexible hours, and adjusted workloads enable carers to manage their time without sacrificing career progression. Flexible working for carers is a lifeline, not a luxury.
- Review and Strengthen Your Policies
Look beyond minimum entitlements. Could you offer additional leave, financial assistance, or counselling? Embed carer-friendly policies that reflect your organisation’s values.
- Train Line Managers
Equip your managers with the tools to have compassionate conversations, spot signs of stress, and signpost support. This is especially vital in social sector support for carers, where workloads can be emotionally demanding.
- Create a Culture of Support
Celebrate Carers Week 2025 in your workplace. Share stories from your team, create peer support groups, or introduce Carer Champions. These small actions help embed long-term change.
The Impact of Caring Responsibilities on Employees 
The impact of caring responsibilities on employees is far-reaching. Without support, carers are more likely to take extended absences, reduce hours, or leave employment altogether. But when supported, they bring incredible resilience, empathy, and commitment to their roles.
Why It Matters in the Social Sector
The social sector is built on values like compassion, dignity, and inclusion. Workplace support for carers aligns perfectly with these principles. By supporting carers in our own teams, we reinforce the values we work to promote in the communities we serve.
Final Thoughts
This Carers Week 2025, let’s do more than raise awareness. Let’s take meaningful action. By embedding flexibility, fairness, and empathy into how we work, we can bridge the gap between caring and employment.
Supporting carers at work is not just good practice — it’s essential to building a more equal and inclusive future.
Roots HR: We’re Here to Help
Not sure where to start? At Roots HR, we offer free HR consultancy to eligible UK-based social sector organisations. Use your free hour to:
- Discuss carer-friendly policies
- Get advice on flexible working for carers and absence management
- Explore training for managers
- Navigate the legal aspects of Carer’s Leave in the UK
If you’re looking for guidance on how to better support carers in your workplace – whether that’s through empathetic leadership, flexible policies, or creating an inclusive culture, get in touch with us at Roots HR here – Contact | Roots HR. We’d love to help you take the next step in building a carer-friendly team and workplace.
