What’s in it for employers?

Employers can benefit in the following ways when they support staff who have care roles outside of work:

• Employee Well-being: Supporting employees who have care responsibilities outside of work helps maintain their well-being. Balancing work and caregiving responsibilities can be challenging and stressful, so offering support can reduce stress levels and improve overall mental and physical health.
• Recruitment, Retention and Loyalty: Providing support demonstrates that the employer values their employees as individuals with responsibilities outside of the workplace. This can foster loyalty and commitment among employees, leading to higher retention rates and reduced turnover costs. 
• Productivity: Employees who feel supported by their employer are likely to be more focused and productive at work. Knowing that their caregiving responsibilities are acknowledged and accommodated can alleviate distractions and enable employees to perform their job more effectively. 
• Diversity and Inclusion: Supporting employees with care responsibilities promotes diversity and inclusion in the workplace. Many caregivers are women, and offering support can help address gender imbalances in the workforce by ensuring that caregivers can remain in or return to employment. 
• Legal Obligations: In the UK, employers have legal obligations under the Equality Act 2010 to make reasonable adjustments for employees with caring responsibilities, to prevent discrimination based on those responsibilities. 
• Reputation: Employers that demonstrate a commitment to supporting employees with care responsibilities can enhance their reputation as socially responsible and caring organisations. This can attract top talent and improve relationships with customers and stakeholders.

Overall, supporting staff with care roles outside of work is not only beneficial for the employees themselves but also for the employer in terms of employee satisfaction, productivity, recruitment, retention, and legal compliance.