Balancing work alongside caring responsibilities is a reality for millions of people across the UK. Yet many unpaid carers do not identify themselves as carers, and employers may be unaware of the additional pressures employees are managing outside of work.
Supporting working carers is not only important during Carers Week UK, but throughout the year. Creating a carer friendly workplace can improve wellbeing, reduce stress, strengthen retention and help employees feel valued and supported.
In this blog, we explore who unpaid carers are, the hidden impact of caring responsibilities, practical ways organisations can provide support and how employers can create more inclusive workplaces for employees with caring responsibilities.
Understanding Who Unpaid Carers Are
An unpaid carer is someone who provides regular support to a family member, friend or loved one who could not manage without assistance due to illness, disability, mental health conditions, addiction or age-related needs. Many people do not identify themselves as carers because they see caring as simply part of their role within their family or relationships.
As a result, employers may not realise how many employees are balancing significant caring responsibilities alongside work. Understanding who unpaid carers are is the first step towards creating more inclusive and supportive workplaces.
Examples of unpaid caring responsibilities may include:
- Supporting an elderly parent with appointments or daily living tasks
- Caring for a disabled child
- Supporting a partner with long term illness
- Providing emotional or practical support to someone experiencing mental ill health
Many carers provide support for years without formal recognition or support. This can mean caring responsibilities gradually become part of daily life, making it even less likely that individuals identify themselves as carers or seek help when needed.
Recognising the breadth of unpaid caring responsibilities helps employers create policies and cultures that better reflect the realities employees may be experiencing outside of work.
Why Carers Week Matters
Carers Week UK provides an important opportunity to raise awareness of caring responsibilities, recognise the contribution unpaid carers make and encourage greater support across workplaces and communities.
Many carers balance employment alongside caring commitments, often without additional support or recognition. Raising awareness helps organisations understand the realities faced by working carers and encourages more open conversations about what meaningful support looks like in practice.
According to Carers UK, millions of people in the UK provide unpaid care whilst managing work and other responsibilities. Without appropriate support, many carers experience increased pressure affecting multiple areas of their lives.
Recognition matters because caring responsibilities can affect:
- Mental wellbeing
- Financial stability
- Career progression
- Physical health
- Relationships and social connections
Creating awareness helps reduce stigma and encourages organisations to think differently about how they support employees with caring responsibilities.
The Hidden Impact of Caring Responsibilities
Providing care for someone else can be deeply rewarding, but it can also create significant emotional, physical and financial pressures. Many carers experience ongoing stress as they balance work commitments with unpredictable caring demands.
Without appropriate support, caring responsibilities may contribute to burnout, reduced wellbeing or difficult decisions around career progression and employment. Some carers reduce working hours, decline opportunities or leave employment entirely because balancing both becomes unsustainable.
Understanding these hidden impacts enables organisations to respond with greater empathy and flexibility.
Employees balancing caring responsibilities may experience:
- Burnout or exhaustion
- Increased stress or anxiety
- Difficulty maintaining work life balance
- Reduced opportunities for progression
- Social isolation
Recognising these pressures early allows organisations to respond more effectively and support employees before challenges escalate.
Spotting and Acknowledging Unpaid Carers
Many employees do not disclose caring responsibilities because they worry about being judged, appearing less committed to work or believing support is unavailable.
This means managers and organisations may need to recognise potential signs sensitively and create environments where employees feel safe discussing challenges.
Open conversations can often help identify support needs earlier and strengthen trust between employees and employers.
Managers should be aware of potential indicators, including:
- Requests for flexibility
- Increased absence or lateness
- Changes in wellbeing or engagement
- Reluctance to discuss personal circumstances
Not every employee will openly say they are struggling. Creating a culture where regular check ins and supportive conversations are normal can make it easier for employees to seek support when needed.
Practical Ways Individuals Can Support Working Carers
Supporting unpaid carers does not always require major organisational changes. Often, small actions from colleagues, managers or leaders can make a meaningful difference to someone balancing work alongside caring responsibilities.
Simple acts of understanding, flexibility and compassion can help reduce pressure and create stronger workplace relationships.
Examples include:
- Checking in regularly
- Offering flexibility where possible
- Avoiding assumptions
- Signposting support services
- Listening without judgement
These actions may seem small, but they can help carers feel seen, understood and supported during challenging periods.
What Employers Can Do to Support Unpaid Carers
Creating a carer friendly workplace often starts with reviewing existing policies, workplace culture and management practices. Employees are more likely to seek support if they believe conversations will be handled sensitively and practical options are available.
Supporting working carers is not simply about introducing new initiatives. Often, it involves strengthening existing approaches and ensuring managers feel confident discussing caring responsibilities.
Consider:
- Policies
Do policies reflect flexible working for carers or carers leave options where available?
- Manager confidence
Would managers feel equipped to support conversations around caring responsibilities?
- Workplace culture
Do employees feel psychologically safe discussing challenges?
- Flexibility
Could working arrangements better support employees balancing caring responsibilities?
Often, meaningful improvements come from reviewing existing policies and adapting them to better reflect employee needs rather than creating entirely new systems.
Support Available for Unpaid Carers
Many unpaid carers are unaware of the support available to them, both within workplaces and through external organisations. Increasing awareness of available resources can help reduce pressure and improve wellbeing.
Employers may not always have all the answers, but signposting employees towards relevant support demonstrates understanding and commitment.
Potential support may include:
- Carer assessments
- Financial support or benefits
- Local carers centres
- National charities and resources
- Workplace adjustments or flexible arrangements
Helping employees access support early may improve wellbeing and reduce longer term challenges.
Practical Actions During Carers Week
Carers Week provides an opportunity for organisations to raise awareness, review existing support and encourage conversations around caring responsibilities. This year’s campaign focusses on building carer friendly communities – calling for better recognition and support for unpaid carers.
Meaningful recognition does not need to involve large campaigns. Small actions that increase visibility and understanding can help create longer term improvements in workplace culture.
Organisations could consider:
- Sharing resources and guidance
- Reviewing workplace policies
- Hosting awareness sessions
- Encouraging conversations about caring responsibilities
- Amplifying carers’ experiences and stories where appropriate
Meaningful activity should support long term workplace inclusion, rather than one off awareness initiatives.
Beyond Carers Week: Why Support Should Be Year Round
Supporting working carers cannot be limited to one awareness week each year. Employees with caring responsibilities require understanding, flexibility and support throughout the year.
Organisations committed to inclusion regularly review workplace practices, seek employee feedback and adapt approaches where needed. Long term support helps create healthier workplaces where employees feel valued both professionally and personally.
Creating compassionate workplaces means recognising that employees often carry responsibilities beyond work.
You may also find our guide on supporting employees through bereavement and compassionate workplace practices useful.
Supporting Working Carers with Guidance from Roots HR
Supporting employees with caring responsibilities often involves reviewing policies, strengthening manager confidence and embedding inclusive workplace practices into everyday operations.
At Roots HR, we support organisations with practical HR advice designed to create workplaces where employees feel supported, valued and able to thrive, regardless of the challenges they may be managing outside of work.
If your organisation is reviewing workplace policies, strengthening support for working carers or considering how to improve employee wellbeing, explore our free resources and guidance.
As part of our social impact commitment, Roots HR offers up to 1 hour of free HR consultancy to eligible social sector organisations.
Use your free hour to:
- Discuss people management challenges at individual, team or organisational level
- Take advice and consider options and risks relating to employee relations or HR situations
- Review employment documentation, including contracts, policies and letters
- Explore approaches to projects, organisational change or HR initiatives and consider different options
This free support is provided by one of Roots HR’s experienced HR consultants via phone, email or Microsoft Teams. The hour can be used in one session or split into up to four 15-minute sessions, offering flexibility to suit your organisation’s needs.
Access your free HR consultancy support here.
Supporting unpaid carers starts with awareness, but meaningful change comes through ongoing action, flexibility and compassionate leadership.
If you are considering how your organisation can better support employees with caring responsibilities, Roots HR can help you take the next step.
References and Further Reading
