‘Win-win’ for employers supporting carers at work

The new research, Who Cares Wins: The Social and Business Benefits of Supporting Working Carers, shows that the adoption of flexible working practices can save businesses’ time and money – with some companies reporting savings of over £1 million. The research has been undertaken by the University of Sheffield Hallam’s Social Inclusion Centre, using case studies from the Employers for Carers special interest group of businesses, which have come together to promote the business benefits of supporting carers at work.

There are six million carers in the UK, over three million of whom combine their caring role with paid employment – often paying a ‘health penalty’ themselves for doing so which, over time, will compromise both their caring and employment roles.

Key points from the research reveal that the adoption of flexible working practices:

Attracts and retains skilled staff

• Reduces employee stress and sick leave – in one case stress related absence was reduced by over a quarter (26 percent)
• Significantly increases productivity and improves service delivery – one business found productivity up by over 20 percent, equivalent to between £5-6 million on the company bottom line
• Need not be expensive – for example many companies found the cost of recruiting and training new members of staff greatly outweighed two to three days of emergency leave
  

“We have been campaigning for many years to make sure the needs of working carers are kept high on the policy agenda,” says Imelda Redmond, Chief Executive of Carers UK. “This report shows that new legislation in the Work and Families Bill, currently passing through Parliament and which will give carers the right to request flexible working, could also deliver strong business benefits.

“Employers can deliver effective support for carers, and far from compromising their business objectives, this can bring impressive business gains. It is critical business leaders recognise this.  We know that small companies can often implement this better than their bigger counterparts, because they know their staff well and feel the effect quicker if a member of their team leaves.”

Caroline Waters, Chair of Employers for Carers and Director of People and Policy at BT, says “Every employer, large and small, public and private, can provide a supportive environment for carers.  We know that many carers want to combine paid work with their caring role; accommodating their needs is not difficult disruptive or expensive. Simple but effective measures such as implementing paid emergency leave can reduce staff turnover, cutting employment costs, yet increasing staff loyalty and productivity.

”This really is a win-win for employers, employees and their customers.  Any employer looking for innovation, increased productivity and cost effectiveness can realise the benefits by acting now.  Why wait for legislation?”

Also highlighted in the research is the key role managers can play in upholding organisational commitments to diversity and inclusion, but also the need for specific training and support to help best respond to the needs of caring employees. The importance of a trust-based approach, which encourages employees to take responsibility for their own workload, is also underlined.

Alongside the research, and in conjunction with the Employers for Carers group, Carers UK is launching a new section of its website aimed at employers -www.carersuk.org/Employersforcarers , showing how they can implement carer friendly measures within their organisation. This has been developed using the knowledge and experience of employers who have experienced the benefits demonstrated in the new report.

Full copies of the report are also available at www.acecarers.org.uk.
Carers UK's new section Employers for carers

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Note to Editors

1.    Spokespeople are available on the numbers above. Case studies are copied below.
2.    Copies of Who Cares Wins: The Social and Business Benefits of Supporting Working Carers by Sue Yeandle et al, along with further information on the ACE National partnership, are available at www.acecarers.org.uk or by emailing acenational@carersuk.org
3.    Carers UK continues to make a difference to carers' lives by:
campaigning for a better deal for carers; informing carers of their rights and what help is available; training and advising professionals who work with carers; working across the UK through its membership and networks of branches and affiliates.  There are six million carers throughout the UK. Their support is worth £57 billion a year, equivalent to a second NHS. Visit www.carersuk.org
4.    Action for Carers and Employment (ACE) National is a development partnership led by Carers UK and funded by the European Social Fund’s under its EQUAL Community Initiative Programme, brings together statutory, voluntary and private sector agencies to raise awareness of the barriers facing carers who wish to work, and tests and promotes ways of supporting them. Visit www.acecarers.org.uk
5.    Employers for Carers is a pioneering and influential special interest group chaired by BT, promoting the benefits to business of supporting carers in the workplace, which acts as an advisory group. Visit www.carersuk.org for more information.

Case studies

Linda works for Centrica as a site services co-ordinator. She has been combining full time work with caring for her 82 year old mother for two years. Her mother suffers from diabetes, has disabilities and dementia. Two years ago her mother moved in with her and Linda provides full support for her mother- getting her up, showered, and prepared for the day - a schedule which starts every morning at 6.00am. Her employer, Centrica, has been very supportive, allowing her to work from home, with flexible work times.

Lisa works for BT and has been looking after her mother, aged 76, since 1999. Lisa’s mother has arthritis which has got progressively worse after an operation in 1999, and she now uses a wheelchair. Lisa manages her caring responsibilities on top of her work commitments by having the ability to occasionally work from home.

“What is reassuring is that I don't feel I have to justify any absence. My manager and colleagues are aware of my situation, and they don't mind if I have to use the phone and office time for personal calls. This makes such a difference to me and my Mum,” Lisa adds. This flexibility need not result in a huge upheaval in work, little changes or a supportive culture can go a long way. The peace of mind that is generated means that working carers like Lisa can be more relaxed at work and able to concentrate more fully.

You can read more case studies at www.carersuk.org/Employersforcarers/Casestudies