Carer’s Week 2025 (9 – 5 June 2025) is a national campaign that shines a spotlight on the incredible work of unpaid carers – those who look after a family member or friend who is unwell, disabled, or elderly. For employers, Carer’s Week is an important opportunity to recognise and support those who may act as unpaid carers within their organisations.

Why It Matters

According to Carers UK, as of December 2024 there were 5.8 million unpaid carers in the UK. These individuals balance their professional responsibilities with significant caregiving duties at home—often without acknowledgment or formal support. Failing to recognise this dual role can lead to burnout, absenteeism, and high turnover. Conversely, proactive support fosters loyalty, well-being, and a more inclusive workplace.

How Employers Can Support Carers This Week—and Beyond

1. Raise Awareness Internally

Employers should communicate the significance of Carer’s Week (and the work of carers in general) through internal newsletters, intranet announcements, or manager briefings. Another idea could involve sharing real stories (with permission) of employees who are carers to increase visibility and reassure any carers that they will be supported. Organise a virtual or in-person lunch-and-learn, panel talk, or coffee hour for carers to share experiences and support each other.

2. Promote right to carer’s leave

Presently, there is a statutory right to 1 week of unpaid carer’s leave every 12 months. However, this is a minimum and employers may decide to offer a form of paid leave to further assist. The Labour Party previously indicated that it may consider introducing a paid form of carer’s leave but there has been no further confirmation of whether this proposal will enter into effect imminently.

3. Introduce a Carer’s Leave Policy

Any organisation which decides to introduce an enhanced form of carer’s leave should introduce a carer’s leave policy. The policy should set out the eligibility and notice requirements, amount of time off permitted, as well as whether it will be paid or unpaid leave.

By introducing a policy, this could offer certainty to any carers and offer them additional flexibility. This policy should also be readily available to ensure that employees can access and understand it.

4. Offer Flexible Working

For some carers, flexible working could assist with accommodating caring responsibilities. Whilst most employers understand ‘flexible working’ to refer to working from home, it can also encompass job-sharing arrangements or flexible hours. Otherwise, some organisations have offered annualised hours arrangements whereby they work a specified number of hours across the year but have some flexibility when they work. Such arrangements will also typically involve a set number of ‘core’ hours that employees work to offer predictability for employers.

5. Encourage Line Manager Training

Employers should also proactively provide line manager training to equip managers to sensitively support employees with caring responsibilities.

Another suggestion could be to provide resources or quick-reference guides so managers understand the signs of carer stress and know what support is available.

6. Signpost to External Resources

Employers could also share details of national and local support services such as:

· Carers UK

· Local authority carers’ services

· Mental health and financial well-being resources or any Employee Assistance Programmes

Supporting carers should go beyond one week a year. By fostering a culture that understands and accommodates the needs of working carers, employers not only improve individual well-being but also strengthen organisational resilience and retention.

The contents of this article do not constitute legal advice. If you require any further information or if you would like our assistance please contact us at employment@berrysmith.com or on 02920 345 511.