As of yesterday (7 April), working carers are due to receive a 1.7% increase in their Carer's Allowance benefit. This change is part of a wider range of amendments introduced by the Department for Work and Pensions (DWP) for implementation at the start of this new financial year.
The qualifying earnings threshold was increased to £196 a week (from £151 a week), which is estimated to benefit an additional 60,000 individuals by 2029.
The Carer's Allowance payment has increased £83.30 a week.
Although this increase will be welcome, working carers still face challenges when balancing work and their own responsibilities, according to Aaron Dryden, care experience lead at Yurtle, a consultancy firm supporting working carers.
Dryden told HR magazine: “While this change will allow some employees to work more while claiming Carer’s Allowance, it still means they have to provide more than 35 hours of care per week. Working carers in this scenario are likely to need flexibility and carer’s leave so that they can manage their responsibilities and use annual leave for taking a much-needed break.
“Carer’s Allowance is still a very low-value benefit. Due to their financial realities, part-time staff are much more likely to take advantage of carer’s leave if it is paid.”
He added that, for flexible working policies to truly support working carers, they must accommodate work patterns that are likely to change constantly.
He said: “Flexible working policies often require employees to have a non-full-time but fixed work pattern, which often doesn’t work for carers, whose responsibilities can fluctuate. True flexibility can mean setting outcomes and goals, and allowing a work pattern that may change from week to week."
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Representatives of eldercare healthcare provider Lottie ranked carers leave policy in the UK as the 10th best in Europe, finding that UK employers tend to offer seven days unpaid leave to people with caring responsibilities.
Sweden was given the first-place slot for the support it offers carers: 100 days of paid leave. Italy ranked second, as employers offer three days of paid leave, according to Lottie's researchers.
Workers may struggle to identify themselves as a carer, so may not request support, explained Katherine Wilson, head of employment and specialist delivery for the charity Carers UK.
Speaking to HR magazine, she said: “It takes two years on average for someone to identify themselves as a carer. As a result, carers often don’t come forward for support in the workplace and miss out on vital help. It’s positive to see the new rise in the Carer’s Allowance earnings limit, which will provide vital income for those on a low salary juggling work and care.
“Employers need to raise awareness about caring and carers in their workplace, both among staff and managers. Carer-friendly workplaces should have a dedicated and visible carer’s policy, where all support available is outlined in one place.”
To create a more inclusive environment for carers, employers must look beyond someone’s CV, emphasised Michelle Carson, founder of executive search firm Holmes Noble.
She told HR magazine: “Employers play a crucial role in looking beyond the resume and recognising the unique strengths and challenges caregiving brings.”
Carson added: “The increase [in carers allowance] is modest at best. While it offers some support, the increased earning potential will likely have the most immediate impact for many carers. This highlights a broader issue: the need for workplace environments that truly accommodate and support carers, allowing them to earn and progress without sacrificing their caregiving responsibilities.
“Creating attractive, inclusive roles begins with empathy. Flexibility should be a core value, not just a policy. Offering adaptable working hours, remote options, job-sharing opportunities, and a culture that respects the balance between work and personal commitments are essential.”
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Highlighting the support available to working carers is also crucial, added Ariam Enraght-Moony, chief people officer for the banking firm TSB.
Enraght-Moony told HR magazine: “As the average age of the population rises, so does the number of people caring for loved ones. Colleagues with caring responsibilities are an asset to any business, so this must be a priority in workforce planning.
“At TSB, our experience of offering paid carer’s leave has shown us that it’s crucial that time off is supported by a wider set of support to help colleagues balance their responsibilities. Showcasing this broader package of support not only attracts but also retains caring colleagues.”
