3 reasons to introduce eldercare in the workplace
A substantial number of employees are juggling paid jobs with significant home responsibilities. At least 5.8 million people across the UK (about 8% of the population) provide unpaid care to an older, ill or disabled relative or friend, and nearly 3 million of these are in work, according to Carers UK.
This is a mass workforce issue. Most UK employers already have a large and growing number of employees providing unpaid eldercare and failing to address it increases operational risk.
An employer-sponsored eldercare support package can help to reduce unplanned absences and presenteeism, improve retention among experienced staff, and boost engagement and morale.
1. Protecting workforce productivity
Many carers provide a high level of support already, and the health and time burden adds up. Lost productivity from carers who reduce hours or drop out of work is valued at up to £47.7 billion annually (Carers UK), so imagine the impact on the bottom line for employers.
One survey found over half of working carers felt they couldn’t take unpaid carer’s leave due to personal financial circumstances. But the knock-on could be increased lateness, last-minute absences and reduced working hours.
Some people may leave entirely if they feel unable to juggle work with caring responsibilities. The impact for employers is lost experience, with additional recruitment and training costs.
Supporting carers helps them remain productive, engaged, and committed to the organisation.
2. Improve employee wellbeing
Balancing work and caregiving can lead to emotional, physical, and financial strain. This often results in time off, reduced hours, declining career progression, or job exits. Prolonged stress and exhaustion can cause burnout, anxiety, and guilt.
Measures such as flexible working, reduced workload, paid carers’ leave and specific eldercare support packages are therefore vital and will help not only to improve employee retention but support an increase in productivity whilst at work.
3. Strengthen organisational values
Employers should recognise that eldercare responsibilities disproportionately affect women, middle to older employees (age 40-60) and ethnic minority families (where multi-generational living is more common).
Robust eldercare support signals that an organisation supports employees through life’s most challenging moments and fosters an inclusive culture aligned with diversity, equity and inclusion (DEI) goals.
It also showcases the organisation as an industry leader in workplace inclusivity, strengthening the employer brand among a diverse talent pool, which is important when labour markets are tight.
Making it work
A comprehensive employer-sponsored eldercare package may include:
- Combining paid carers’ leave;
- Access to flexible hours and remote-working options;
- A dedicated carers' policy; and
- Practical support such as a care concierge service.
This is a high-return, relatively low-cost investment. For businesses that want a resilient, loyal workforce, supporting employees who care for older relatives is not just compassionate, it makes sense financially.
To find out more, please visit Barnett Waddingham’s employee wellbeing service page.
Supplied by REBA Associate Member, Barnett Waddingham
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