How to ensure your health and wellbeing benefits support employees equitably
HR leaders want to know that the benefits they are providing are reaching the people that need them most, and that no demographic is being ignored.
But caregivers are a crucial group that remains largely overlooked.
Here’s four reasons why supporting caregivers in the workplace is key if you want to ensure an equitable wellbeing strategy in the workplace.
1. The UK workforce is ageing
There are 4.2 million more workers aged over 50 in the UK than there were in 2000 – according to the Centre for Ageing Better’s State of Ageing 2023-24 report.
That means 1 in 3 workers in the UK is aged 50 or over – and that figure is only going to rise.
“Our population balance is inverting,” says KareHero founder and CEO Stephanie Leung.
“We have a shrinking birth rate, an ageing population and a centralised healthcare system that cannot see everyone.
“That means more invisible carers juggling work and care. This is our reality, and the numbers are hard to add up.”
2. Adult care is in crisis
Carers UK estimates that there are about 10.6 million unpaid carers in the UK and approximately 7.7 million of those are also working – that’s 1 in 5 employees.
“Lots of companies are doing an amazing job talking about the menopause, flexible working and childcare,” said Leung.
“The tsunami that is coming is adult and elderly care. Some 85% of companies have no adult care benefits in place, yet the UK workforce now looks after more adult than child dependents.”
Caregiving takes a considerable toll. Carers UK found that 60% of carers say they have a long-term health condition.
The cost to UK businesses is considerable – up to £8.1 billion a year due to absenteeism, and lost productivity and turnover.
3. The impact of family caring on women
While caring is an issue that affects employees across all demographics, its greatest impact is on women in the workplace.
At the age of 46, women have a 50:50 chance of having to provide care – a likelihood that men don’t reach until they’re 57.
Many of these women will be ‘sandwich carers’, with children to look after as well.
And the impact on their careers can be devastating.
"Women are 4 times more likely to go part-time or quit their job completely if they come into a caring role,” said Leung.
4. The growing legal recognition of caregiving
The Carer’s Leave Act, which came into force in April 2024, provides a foundation for employers to build more supportive policies.
The Flexible Working Act gives employees the right to flexible working from the first day of a new job and the Employment Rights Bill strengthens those rights.
But while it’s an important component of what’s required, flexible working in itself won’t meet caregivers’ needs.
“Flexible working is one thing that carers will access, but it isn’t enough,” said Angela Gibson, senior manager, colleague experience & employment policy at TSB, which has recently partnered with KareHero to support its caregiving employees.
“Employers can go much further.”
And Leung said that in reality the Carer’s Leave Act has made little difference to workplace practices in most companies.
“Carers need practical support so they can stay in their jobs,” she said.
“It's crucial for organisations to recognise caregiving as a key DEI issue and to take proactive steps to support their caregiving employees.
“By doing so, they can create more inclusive, productive, and resilient workplaces that are better equipped to face the challenges of the future.”
For more on how TSB’s data-driven strategy is changing adult caregiving support in the workplace, click HERE.
Supplied by REBA Associate Member, KareHero
The UK’s No1 adult caregiving support service' for employees. Helping families understand, find and fund elderly care.
