With an estimated 3.7 million working carers in England and Wales, a growing number of people are playing a dual role in balancing their jobs with their caring responsibilities. This came into sharp focus in 2020, when the COVID-19 pandemic disrupted working lives, exposing the support needs of those who require constant care.
This report, commissioned by the CIPD in the early days of the pandemic and written by the University of Sheffield, examines how working carers combine their caring responsibilities with paid employment, and the difference employers can make by supporting them. Here, we define a carer as someone who helps or looks after a family member or friend who needs care and support as a result of old age, physical illness, disability, mental health problems or addiction.
While this report is based on UK research, the broader implications should be of interest wherever you are based.
Explore the research insights
Download the full report to examine the in-depth findings and recommendations to help you lay the foundations for a carer-friendly workplace.
Supporting working carersDownload the report
About this research
Under the Sustainable Care: Connecting people and systems programme, the CIPD and University of Sheffield conducted a survey of 970 unpaid carers in employment – the first representative survey of working carers in England and Wales.
The report addresses three research questions:
- What are the challenges working carers face?
- What forms of support do employers provide to working carers, and how does this vary across sectors and types of organisation?
- How do these forms of support benefit working carers and the organisations for which they work?
Some of the key findings include:
- Carers struggle to balance their caring responsibilities with their work commitments. The majority of those surveyed provide care in addition to full-time paid work.
- Employers can do more to support carers in the workplace. Only two-fifths of working carers believed their employer was carer-friendly, with more than a quarter failing to discuss their caring role with anyone at their workplace, most commonly because they believed nothing would change if they did.
- Providing carers with support benefits both carer and employer – namely, by improving the wellbeing of employees, translating to reduced absenteeism and better retention for the business.
In addition to the research report, we recommend employers follow our supplementary guidance to put in place proper, sustained support for working carers going forward.
Please note, the Carer’s Leave Act 2023 came into force on 4 December 2023 and makes provisions for employees who balance work with caring responsibilities. Carers are now entitled to at least one week’s unpaid leave within any 12-month period, to care for, or arrange care for, a dependant with long-term care needs. This is a day one employment right. More information can be found in our guide.
Urgent public policy reform to promote good work and health is needed to tackle long-term sickness absence
Advice on supporting and managing employees with a terminal diagnosis
Explore our related content
Find out about the importance of neuroinclusive workplaces, what employers are doing and the working experiences of neurodivergent and neurotypical employees
Read our latest Labour Market Outlook report for analysis on employers’ recruitment, redundancy and pay intentions this winter
This report explores employees’ experiences of menstruation and menstrual health at work and details how employers can develop a supportive culture