How Carers Leave can help Small Businesses Support Employees Who Are Unpaid Carers (Without Adding Stress)

Daughter helping Mother

Running a small business means every employee counts. Their wellbeing, motivation, and engagement have a direct impact on your performance which makes supporting employees who are also unpaid carers not just a compassionate choice, but a smart business move.

In April 2024, the UK government introduced Carer’s Leave as a new statutory right but what does that mean for you as an employer? And how do you support your team without overstretching your business?

It's not easy so lets look at what you can do.

Who Are Unpaid Carers?

An unpaid carer is someone who supports a family member, friend, or partner who couldn’t manage without their help due to illness, disability, mental health issues, or age-related conditions. Many do this on top of a full-time job often in silence.

The stats:

• 1 in 7 UK employees is also an unpaid carer

• 5 million+ people juggle work with caring responsibilities

• Many carers reduce their hours or leave jobs entirely because they lack flexibility or support

These employees are quietly carrying two jobs and if they feel unsupported, it can lead to burnout, absences, or resignation.

Grand Daughter caring for Grandmother

What Is Carer’s Leave?

Carer’s Leave became law in the UK in April 2024. It gives eligible employees up to 5 days of unpaid leave per year to provide or arrange care for a dependant with long-term care needs.

 Key points for employers:

• The leave is unpaid, so there’s no financial cost to your business

• It can be taken in full days or half-days, as needed

• Employees do not need to provide proof of their caring responsibilities

• This is separate from emergency dependants leave (which covers unexpected events)

Why This Matters for Small Businesses

Small businesses might worry that additional leave entitlements create operational strain — especially with lean teams. But supporting carers is less about cost and more about creating a culture where people feel safe, trusted, and valued.

When you support carers:

• Retention improves people are more likely to stay loyal

• Productivity increases supported staff are less distracted or burned out

• Team morale rises compassion builds trust and engagement

How to Support Carers Without Adding Stress (or Breaking Your Business)

Here are practical, low-cost ways to support carers in your workforce — and what outcomes they help achieve:

1. Acknowledge and normalise caring responsibilities

Many carers stay silent for fear of judgement or being seen as unreliable. Break the silence.

Action:

• Include caring responsibilities in your diversity, inclusion, or wellbeing messaging

• Encourage open dialogue through manager training or HR-led check-ins

• Highlight Carer’s Week (June each year) and share relevant resources

Outcome: Employees feel safe to talk about their caring duties, which reduces absenteeism and builds trust

2. Communicate Carer’s Leave clearly

Don’t assume people know about it. Employees may not even realise they qualify or worry they’ll be penalised for asking.

Action:

• Share simple guidance via your employee handbook or intranet

• Add Carer’s Leave to your induction process for new starters

• Send a reminder email during Carer’s Week

Outcome: People can plan their leave instead of calling in last minute or burning out silently

3. Offer flexible working arrangements

Flexibility is the #1 factor carers say would help them stay in work.

Action:

• Allow adjusted start/finish times where possible

• Offer remote or hybrid work (even one day a week can help)

• Explore compressed hours or part-time options if appropriate

Outcome: Carers stay in work longer and are more focused during working hours

4. Train managers to lead with empathy

The line manager relationship often makes or breaks an employee’s experience. Compassionate leadership is essential.

Action:

• Run short training sessions on supporting carers and handling leave requests

• Include carer support in management checklists or 1:1 templates

• Encourage flexible thinking when balancing team capacity

Outcome: Managers respond fairly and consistently, reducing stress and resentment on both sides

5. Create a carer-positive culture

Go beyond policy. Help carers connect with one another and feel seen.

Action:

• Start a peer network or informal carers group (even a WhatsApp chat can help)

• Highlight stories of working carers in internal newsletters or staff meetings

• Allow carers to feed into policy decisions or wellbeing strategy

Outcome: Reduced isolation, increased sense of belonging and resilience

Carer helping wity household chores

6. Review workloads and expectations

Sometimes carers don’t need time off they just need a lighter week.

Action:

• During busy periods, check in on workload and priorities

• Use project planning to anticipate pinch points for carers

• Consider redistributing tasks temporarily rather than losing the employee entirely

Outcome: Staff stay productive without reaching burnout

Final Thoughts: It’s About Trust, Not Cost

Supporting carers isn’t about adding complexity to your business it’s about showing your team that you care about them as people, not just workers.

A little flexibility, transparency, and compassion can go a long way and help you build a team that’s not only committed to your business, but proud to be part of it.

What Can You Do Today?

✅ Share guidance on Carer’s Leave with your team

✅ Add flexible working to your employee offer

✅ Train managers to recognise and support carers

✅ Set up a simple peer support group

✅ Build a culture that values care — in every sense of the word

Need help drafting a Carer’s Leave policy, communication email, or flexible working request form? I can help you create them. Just ask!

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