Workplace policies and practices of care are designed to support workers’ caring responsibilities outside of the workplace as well as their general wellbeing. A previous CRFR briefing (McKie et al 2004) detailed the ‘carescapes’ framework for evaluating an individual worker’s caring practices. This briefing looks at how the framework can be extended and used to consider workplace policy, services and structures and how these combine to support care.
Workplace policies and practices of care are designed to support workers’ caring responsibilities outside of the workplace as well as their general wellbeing. A previous CRFR briefing (McKie et al 2004) detailed the ‘carescapes’ framework for evaluating an individual worker’s caring practices. This briefing looks at how the framework can be extended and used to consider workplace policy, services and structures and how these combine to support care.
Great Britain. Parliament. House of Commons Library
Publication year:
2022
Pagination:
18
Place of publication:
London
This briefing paper provides information on the Carers Leave Bill 2022-23, introduced in the House of Commons by Wendy Chamberlain MP as a Private Member's Bill on 15 June 2022. The paper lays out the background, content and commentary on the Bill. This Bill would require and give the Secretary of State the power to create, by regulations, a new entitlement to carer's leave, "entitling
(Edited publisher abstract)
This briefing paper provides information on the Carers Leave Bill 2022-23, introduced in the House of Commons by Wendy Chamberlain MP as a Private Member's Bill on 15 June 2022. The paper lays out the background, content and commentary on the Bill. This Bill would require and give the Secretary of State the power to create, by regulations, a new entitlement to carer's leave, "entitling an employee to be absent from work on leave under this section in order to provide or arrange care for a dependant with a long-term care need." This leave would be a day one right, available to all employees without any qualifying period. It would apply to anyone caring for a spouse, civil partner, child, parent or other dependent who needs care because of a disability, old age or any illness or injury likely to require at least three months of care. This leave would be unpaid. The maximum duration of the leave and how and when it could be taken would be set by regulations, although the Bill would require the leave entitlement to be at least one week per year. The new leave entitlement would apply to England, Scotland and Wales but not Northern Ireland where employment law is a devolved matter.
(Edited publisher abstract)
Subject terms:
carers, leave, employment, conditions of employment;
... a carer provides and their ability to work. Nearly three in five carers in England and Wales are aged 50 years and over, and one in five people aged 50 to 69 years are informal carers – this is the most common age group for having caring responsibilities. A substantial proportion of older workers already balance work with caring responsibilities, particularly women: almost one in four (24%) female of older working ages (29% of informal carers provide care to parents). People caring for parents are more likely to be in work than people caring for any other type of person.
(Edited publisher abstract)
As the UK population gets older, an increasing number of workers are providing care towards the end of their working life for family members. One in four older female workers, and one in eight older male workers, have caring responsibilities. In this article, we look further at the differences between men and women who work and care, and how who is being cared for drives the number of hours a carer provides and their ability to work. Nearly three in five carers in England and Wales are aged 50 years and over, and one in five people aged 50 to 69 years are informal carers – this is the most common age group for having caring responsibilities. A substantial proportion of older workers already balance work with caring responsibilities, particularly women: almost one in four (24%) female workers care, compared with just over one in eight (13%) male workers. There is also still a societal expectation for women, rather than men, to take on caregiving roles. Most of the care that men provide is to their spouse or parents, whereas women are more likely to provide care to a broader range of people including non-relatives. Overall, parents are the most common recipient of care by those of older working ages (29% of informal carers provide care to parents). People caring for parents are more likely to be in work than people caring for any other type of person.
(Edited publisher abstract)
Many persons with dementia live at home and are cared for by their relatives. If the relatives are still employed, this can lead to higher burden and losses in their work-life. The interplay between informal care-giving and working is complex. Different studies have explored this issue, but the results have not been yet synthesised. In this mixed-studies review, we elucidate the underlying complexity. Our objective is to identify the factors related to care-giving that influence employment, and to describe their impact on dementia care-givers’ employment. We performed a literature search of primary studies using four databases and one meta-database, and retrieved English- and German-language articles. We used the Mixed Methods Appraisal Tool to assess their methodological quality. Evidence identified was synthesised by a parallel-results convergent synthesis design. We included 55 qualitative, quantitative and mixed-method studies published up to January 2018. The emerging model identified factors linked to the care recipient with dementia, the informal care-giver and the care-giving context. The impacts of these factors on care-givers’ employment are mostly negative (e.g. stopped/reduced work, decreased job performance). Nevertheless, the results provide encouraging insights as working can counterbalance care-giving strain, and managing both roles can enhance care-givers’ wellbeing. Practical efforts should focus on enabling informal care-givers to better manage the balance between care-giving and work responsibilities.
(Edited publisher abstract)
Many persons with dementia live at home and are cared for by their relatives. If the relatives are still employed, this can lead to higher burden and losses in their work-life. The interplay between informal care-giving and working is complex. Different studies have explored this issue, but the results have not been yet synthesised. In this mixed-studies review, we elucidate the underlying complexity. Our objective is to identify the factors related to care-giving that influence employment, and to describe their impact on dementia care-givers’ employment. We performed a literature search of primary studies using four databases and one meta-database, and retrieved English- and German-language articles. We used the Mixed Methods Appraisal Tool to assess their methodological quality. Evidence identified was synthesised by a parallel-results convergent synthesis design. We included 55 qualitative, quantitative and mixed-method studies published up to January 2018. The emerging model identified factors linked to the care recipient with dementia, the informal care-giver and the care-giving context. The impacts of these factors on care-givers’ employment are mostly negative (e.g. stopped/reduced work, decreased job performance). Nevertheless, the results provide encouraging insights as working can counterbalance care-giving strain, and managing both roles can enhance care-givers’ wellbeing. Practical efforts should focus on enabling informal care-givers to better manage the balance between care-giving and work responsibilities.
(Edited publisher abstract)
This policy brief draws on ongoing research to explore support for employees who combine paid work with unpaid care, looking at how organisational effectiveness can be enhanced by modernising support for working carers. The brief is based on the experience of four private sector employers who were either members of the Employers for Carers(Carers UK) forum (in England and Wales) or recognised as a Carer Positive Employer (in Scotland). These employers have between 270 and 26,000 employees each. They were asked about well-established initiatives to support working carers and if they would recommend them to others. Key messages for good practice include: think about how a smart workplace can support working carers; consider the use of an Employer Carer Passport Scheme as a way of supporting working carers; line managers play a key role in implementing carer-friendly policies and practices and will benefit from specific training that helps them to provide effective support to carers; an organisational culture that allows carers to be open about their situation is crucial if the policies and practices are to be used by the very people they are intended for; being an ‘employer of choice’ is not necessarily about paying a competitive salary – it is about communicating clearly that your firm is working carer friendly, and promoting the additional support it offers; think about introducing a flexi-system to help support working carers.
(Edited publisher abstract)
This policy brief draws on ongoing research to explore support for employees who combine paid work with unpaid care, looking at how organisational effectiveness can be enhanced by modernising support for working carers. The brief is based on the experience of four private sector employers who were either members of the Employers for Carers (Carers UK) forum (in England and Wales) or recognised as a Carer Positive Employer (in Scotland). These employers have between 270 and 26,000 employees each. They were asked about well-established initiatives to support working carers and if they would recommend them to others. Key messages for good practice include: think about how a smart workplace can support working carers; consider the use of an Employer Carer Passport Scheme as a way of supporting working carers; line managers play a key role in implementing carer-friendly policies and practices and will benefit from specific training that helps them to provide effective support to carers; an organisational culture that allows carers to be open about their situation is crucial if the policies and practices are to be used by the very people they are intended for; being an ‘employer of choice’ is not necessarily about paying a competitive salary – it is about communicating clearly that your firm is working carer friendly, and promoting the additional support it offers; think about introducing a flexi-system to help support working carers.
(Edited publisher abstract)
Subject terms:
carers, employment, conditions of employment, staff management;
... has a 50:50 chance of caring by the time they are 50, yet most people do not have plans in place. The analysis also shows that women on average take on caring responsibilities over a decade earlier than men, they are also more likely to be caring for more hours than men. With most carers in the middle age, the report also highlights importance of providing support to help carers to remain in the workplace. Based on the analysis, the report proposes policy recommendations to raise awareness of caring, maintain carers health and wellbeing, and enable carers to remain in the workplace.
(Edited publisher abstract)
This report looks at the prevalence of caring the UK and people's likelihood of becoming a carer in the future. It draws new analysis of longitudinal data in the British Household Panel Survey and Understanding Society, carried out by the Universities of Sheffield and Birmingham as part of the ‘Sustainable Care: connecting people and systems programme’. The analysis shows that the average person has a 50:50 chance of caring by the time they are 50, yet most people do not have plans in place. The analysis also shows that women on average take on caring responsibilities over a decade earlier than men, they are also more likely to be caring for more hours than men. With most carers in the middle age, the report also highlights importance of providing support to help carers to remain in the workplace. Based on the analysis, the report proposes policy recommendations to raise awareness of caring, maintain carers health and wellbeing, and enable carers to remain in the workplace.
(Edited publisher abstract)
This paper, produced by Great Places to Work in partnership with Carers UK, provides advice for employers on developing a carer friendly workplace culture. It includes research on the increasing number of people in the UK juggling work and care, lists steps towards creating a culture of support for carers, and actions employers can take to improve their workplaces for carers. Short case studies
(Edited publisher abstract)
This paper, produced by Great Places to Work in partnership with Carers UK, provides advice for employers on developing a carer friendly workplace culture. It includes research on the increasing number of people in the UK juggling work and care, lists steps towards creating a culture of support for carers, and actions employers can take to improve their workplaces for carers. Short case studies also highlight examples of good practice from large and medium-sized organisations.
(Edited publisher abstract)
Subject terms:
carers, employment, conditions of employment, organisational culture;
Information about a benchmarking scheme from Employers for Carers which supports employers to build a positive and inclusive workplace for staff who are, or will become, carers. The leaflet outlines the benefits of supporting carers in the workplace, how to apply to join the Carers Confident scheme, and costs involved. Employers who can demonstrate that they have built a positive and inclusive workplace where carers are recognised and supported are awarded a certificate of achievement following assessment.
(Edited publisher abstract)
Information about a benchmarking scheme from Employers for Carers which supports employers to build a positive and inclusive workplace for staff who are, or will become, carers. The leaflet outlines the benefits of supporting carers in the workplace, how to apply to join the Carers Confident scheme, and costs involved. Employers who can demonstrate that they have built a positive and inclusive workplace where carers are recognised and supported are awarded a certificate of achievement following assessment.
(Edited publisher abstract)
This Policy Perspective provides insights from expert contributors attending a roundtable discussion which explored support for people combining paid work with caring for a family member or friend. Key issues identified included the need to build on effective practice seen in some UK organisations; and the challenges of extending support to working carers in precarious employment, on casual contracts or self-employed. Recommendations for policy, employers and research are included. These include equitable rights for carers, including care leave; greater understanding of the contributions working carers make; and a call to adjust existing policies for groups such as working parents so these also assist working carers. It is one of seven Policy Perspectives produced as part of the Sustainable
(Edited publisher abstract)
This Policy Perspective provides insights from expert contributors attending a roundtable discussion which explored support for people combining paid work with caring for a family member or friend. Key issues identified included the need to build on effective practice seen in some UK organisations; and the challenges of extending support to working carers in precarious employment, on casual contracts or self-employed. Recommendations for policy, employers and research are included. These include equitable rights for carers, including care leave; greater understanding of the contributions working carers make; and a call to adjust existing policies for groups such as working parents so these also assist working carers. It is one of seven Policy Perspectives produced as part of the Sustainable Care programme, led by Sheffield University, which explores how care arrangements can be made sustainable with wellbeing outcomes.
(Edited publisher abstract)
Subject terms:
carers, employment, conditions of employment, policy;
Outlines the results of a workshop to consider the challenges facing working carers and identify ways they can be supported to enter, return to, remain and progress in work. It also sets out the business case for supporting working carers and the benefits for the individual carer and from a political and social perspective. The event was attended by 25 expert stakeholders from 17 organisations across the public, private and third sectors. Participants generally agreed that it would be in the best interest of employers, employees, the Government and the economy if solutions could focus on enabling working carers to remain in the workplace makers. The report makes a number of recommendations for employees, employers and policy makers. These include for: employers to introduce carer champions to raise awareness of working carers; set up peer groups and support forums where carers could share experience; train managers on how to identify and support carers; and commit to flexible remote working. It also calls for the introduction of dedicated carers’ employment rights,
(Edited publisher abstract)
Outlines the results of a workshop to consider the challenges facing working carers and identify ways they can be supported to enter, return to, remain and progress in work. It also sets out the business case for supporting working carers and the benefits for the individual carer and from a political and social perspective. The event was attended by 25 expert stakeholders from 17 organisations across the public, private and third sectors. Participants generally agreed that it would be in the best interest of employers, employees, the Government and the economy if solutions could focus on enabling working carers to remain in the workplace makers. The report makes a number of recommendations for employees, employers and policy makers. These include for: employers to introduce carer champions to raise awareness of working carers; set up peer groups and support forums where carers could share experience; train managers on how to identify and support carers; and commit to flexible remote working. It also calls for the introduction of dedicated carers’ employment rights,
(Edited publisher abstract)