Supporting working carers: essential employer tips 

Caring for children, aging relatives, or family friends can be deeply rewarding, but employees balancing work alongside caring responsibilities may also experience additional pressure. Without appropriate support, this can affect wellbeing, health, and work performance.

For employers, supporting carers can form an important part of building a healthy and sustainable workplace. Below are practical steps organisations may consider.

A supportive workplace culture can help carers feel more able to balance work and caring responsibilities. Employers may wish to promote carer-friendly policies and encourage open communication so that employees feel able to raise relevant needs.

Line managers can play an important role and may benefit from training to handle conversations and requests empathetically and consistently. Helping managers and teams understand the pressures carers may face can help support a more inclusive employee experience.

Staff carer networks may also provide peer support and a forum for sharing experiences and practical advice.

Carers’ leave and other forms of time off can help employees manage urgent or planned caring needs. Some employers offer paid carers’ leave or enhanced emergency leave options in addition to statutory entitlements.

Depending on the circumstances, employees may be able to request carers’ leave, time off for dependants, annual leave, or other flexible arrangements. Employers should discuss requests openly and consider appropriate support in line with their policies and legal obligations.

Some organisations also offer options such as buying or selling holiday, or swapping certain public holidays for alternative days off, subject to business needs and policy terms.

For further information, employers and employees should consult official UK Government guidance on carers’ leave, time off for dependants, flexible working, and other relevant workplace support schemes.

Flexible working arrangements can be an effective way to support carers. Options such as part-time hours, working from home, flexible start and finish times, and compressed or staggered hours may help employees balance work and caring responsibilities more effectively.¹

In the UK, employees have a statutory right to request flexible working from the first day of employment, subject to the applicable legal framework and employer consideration.

Potential benefits for carers may include:

• greater ability to manage changing care needs
• reduced pressure and risk of burnout
• improved job satisfaction, which may support retention.

An appropriate approach to flexible working may also support workforce continuity and employee engagement.

Breakdowns in childcare arrangements can contribute to unexpected absence. Childcare support benefits may help reduce disruption for some employees.

Emergency or backup childcare may provide short-notice cover in situations such as illness or school closures, depending on provider availability. Services may include access to third-party providers, which in some cases may involve registered or otherwise screened sitters and childminders.

Some employers also offer booking or concierge-style services that may reduce the administrative burden of identifying and arranging care. Employers may choose from different funding models, including fully funded, partially funded, or allowance-based support, depending on budget and workforce needs.

Where external providers are used, employers should carry out appropriate due diligence and make clear that services remain subject to provider terms, availability, and any applicable regulatory requirements.

Employers may also consider support that helps staff manage complex adult-care responsibilities, from short-term cover when arrangements break down to longer-term needs such as live-in care or residential placements.

Examples may include care-navigation or case-management support to help employees understand care pathways, eligibility, and funding options. Some providers also offer access to pre-screened home care, live-in care providers, or residential care options.

In some cases, support may also assist employees or their partners following an accident or illness. Transitional support after hospital discharge may help employees manage care arrangements more effectively, subject to service scope and availability.

Funding approaches vary, and employers may choose to fully fund or co-fund services depending on their benefits strategy.

Some employers may choose to include pet-care support within a broader family support offering. Services such as dog walking, pet sitting, or virtual veterinary consultations may be helpful for employees who travel for work or face short-notice disruptions.

If included, these services should generally be positioned as complementary to core support for childcare and adult-care responsibilities, rather than as a substitute for them.

Local councils, charities, and national organisations may offer practical and emotional support for carers. Employers may wish to engage with groups such as Carers UK, Acas, and the Business Disability Forum Carers for guidance on flexible working, carers’ leave, training, and building carer-inclusive workplaces. Local authority services and community organisations may also help broaden the support available to employees. 

To help support carers effectively, employers should consider:

• providing training for managers and staff on carer support
• developing clear policies on flexible working and leave
• partnering with local councils, charities, or specialist organizations for additional resources
• offering specialist benefits such as childcare and eldercare support, and where appropriate, pet-care support
• offering wellbeing benefits such as an Employee Assistance Program (EAP), mental health support, and financial education or guidance services, subject to applicable legal and regulatory requirements.

By understanding the needs of carers and considering appropriate support, employers can help staff balance work and caring responsibilities. Supporting carers can also contribute to a more inclusive and resilient workplace.

1. https://www.legislation.gov.uk/ukpga/2023/33

The information in this article is provided for general informational purposes only and should not be relied upon as professional, legal, regulatory, tax, or insurance advice. As such, Mercer Marsh Benefits makes no representations or warranties as to the accuracy of the information presented and takes no responsibility or liability (including for indirect, consequential or incidental damages), for any error, omission or inaccuracy in the data supplied by any third party.