1 in 5 unpaid carers in employment experience difficulties balancing both roles, which leads to them leaving the workforce.
An estimated 800,000 people in Scotland care for someone, around half (400,000) of whom juggle their caring responsibilities with paid employment.
Men and women are increasingly providing unpaid care at a current estimated ratio of 42% and 58% respectively. Someone of any age can become a carer at any time. However, with our ageing population, many people start providing care between the ages of 45 to 64. Many of them are well-established in their careers at this age.
To feel better supported in both roles, working carers tell us they need:
- Informed and understanding managers
- Inclusive policies
- Access to support, both at work and outside work
If your company would like to become a more carer-friendly workplace, you can access our Caring Employer service. Whether you work in the private, public or third sector, we aim to help your organisation meet its Corporate Social Responsibility (CSR) goals and create a positive impact on the economy.
While the main aim of a carer-positive working environment is to support working carers in your organisation, it can also have additional benefits to your business.
Retaining skills and reducing recruitment costs
Balancing work and caring at any age can be difficult. Many employees will have developed valuable skills, experience, knowledge and personal and professional networks. If a carer leaves work, their employer loses a valuable employee, as well as accumulating recruitment and training costs.
Improving brand identity to attract talent
Carer-friendly and inclusive organisations are attractive. Demonstrating support for carers can help businesses attract talent across all age groups and foster loyalty with customers.
Committing to employee wellbeing
Caring for someone is sometimes described as a second job. Many people care for over 50 hours per week which can significantly impact a person’s wellbeing. A supportive workplace can make all the difference.
Improving productivity
According to a report by Carers UK and Employers for Carers (PDF), employers who have carer policies see improved service delivery, cost savings and increased productivity.
Closing the gender pay gap and supporting gender diversity goals
According to Business in the Community (PDF), with a higher percentage of female unpaid carers in employment, enabling them to stay in work and balance caring with progression at work can contribute towards reducing the gender pay gap.
Employer support network
As part of our Caring Employer service, we run a peer support network for employers in Edinburgh and Midlothian. This is a supportive space for open conversations about working and caring. Many members are working carers themselves, with experience in roles, including:
- Human resources
- Learning and development
- Equality, diversity and inclusion
- Wellbeing
- Customer management
The Caring Employer service
The Caring Employer (TCE) is an enhanced service that sits alongside our existing free offer for employers, providing additional support for those who want to make their organisation more carer friendly.
