Caring for ageing parents is no longer a niche issue. Around 1 in 5 UK workers now provides unpaid care, and more than 600 people leave work every day because of caring pressures—costs that add up to an estimated £4.8 billion a year for employers in absence and turnover. In smaller organisations, even one reduced schedule or unexpected absence can strain delivery and client continuity. Many employees can’t afford unpaid time off, so caring pressures spill into the workday, driving stress, last-minute gaps and, too often, preventable leavers

This short guide outlines a proportionate, low-admin approach for SMEs.  The aim is simple: help people sustain both work and care, while protecting your operations.

Why this matters for SMEs

Smaller teams run with thinner cover. When a key person is pulled away by caring responsibilities, projects slip, rota strain rises, and colleagues pick up unsustainable slack. Over time, morale and retention suffer, particularly among mid-to-senior level women, who are disproportionately affected by eldercare.

Three practical moves that work together

1) Use the Carer’s Leave Act

The Carer’s Leave Act provides up to one week of unpaid leave per year for long-term care needs. It’s a useful breathing space for short-term crises (hospital discharge, urgent appointments). Treat it as one tool in the kit, helpful, but not the full answer when people can’t afford unpaid time away.

Next steps: publish a one-page policy and a manager crib-sheet (what it is, how to request, how to plan cover).

2) Create a Carers’ Forum so issues surface earlier

A light, employee-led group (monthly or bi-monthly) normalises the conversation, shares practical tips and signposts support. It helps people ask for help before things become emergencies.

Next steps: name a sponsor, set a simple agenda, add a private Teams/Slack channel, and capture FAQs for your intranet.

3) Offer Homeshare – practical support at home

Our Homeshare employee benefit pairs an employee’s older relative (the Householder) with a carefully vetted companion (Sharer) who lives in and provides companionship and around 10 hours a week of light help (meals, errands, tech help) in exchange for affordable accommodation.  This gives employees peace of mind that their loved one is being looked after so they can concentrate on work.

For SMEs, this is a managed employee benefit with UK-wide access, a nominal annual management fee, and a 50% discount for employees who use the scheme. It’s designed to stabilise working hours, reduce last-minute absences and retain experienced staff, without adding HR workload.

Key outcomes & measurements

Set a framework so you can see impact without heavy admin.

• Reduction in last-minute absences linked to eldercare (month-on-month).

• Stability of hours for identified carers (pre- vs post-support).

• Retention of experienced staff in at-risk roles (especially women 45-60).

• Utilisation: record enquiries and active cases (Homeshare and other routes).

• Manager feedback: perceived impact on rota strain/client continuity (quarterly).

• Cost avoidance (indicative): estimate prevented leaver(s) vs typical replacement cost.

Caring for older relatives is no longer just a personal issue but a business issue; it is a defining feature of today’s workforce. For SMEs, the right response is practical and proportionate: clear policy, early visibility, and dependable support at home. Done well, it keeps people in work, protects client delivery, and strengthens culture, without building a large programme or costing a fortune.

Two Generations helps employers support working carers through Homeshare, a managed, safeguarding-first service that provides reliable, affordable support at home for employees’ older relatives. The SME model is designed for 50-300 employees, with UK-wide access, an annual management fee, and a 50% employee discount for those who use the scheme.  Contact us for a consultation.

When we think about “care”, we often picture personal care. Washing. Dressing. Hospital visits. Social care packages. Nurses and care homes.

But real care, the kind that keeps people going day to day,  is often smaller and quieter.

It’s the cup of tea made mid-morning. The chat over breakfast. Help getting the iPad to work. Someone sleeping in the next room, just in case.

These small things don’t sound like “care” in a policy document. But they are what make older people feel safe, seen, and less alone.

The Care We Don’t Count

There are 5.7 million unpaid carers in England and Wales. Many are family members or friends. They help out because they care, but also because there is no one else.

More than 1.4 million older people in the UK are often lonely, according to Age UK. Over half a million go at least five days a week without speaking to anyone.

These numbers are rising. And they don’t just point to a health problem,  they point to a support gap.

Most people want to stay in their own home as they age. But that depends on more than care plans. It depends on someone popping in. Knowing there’s help nearby. Feeling less alone at night.

This kind of support is rarely funded, tracked or measured. But it’s what gives people the confidence to keep living independently.

Why It Matters Now

The UK is ageing fast. By 2043, 1 in 4 people will be over 65. We can’t build our way out of this – there won’t be enough care homes or formal carers.

And with rising costs and staff shortages, traditional care services are stretched. We need to think differently.

That means recognising the full spectrum of care. Not just what happens in hospitals or care homes, but what happens in kitchens, hallways, spare rooms.

Rethinking Support

Solutions like Homeshare offer one answer. A younger person lives with an older householder, offering company and a few hours of help in exchange for affordable rent.

It’s not formal care. But it offers presence. Company. Peace of mind. And that has real value.

By broadening what we think of as “care”, we open up new ways to support people. We also lighten the load on families, services, and the NHS.

A Policy Shift Waiting to Happen

Too often, care is only counted when it breaks down,  when someone is hospitalised, or needs a crisis package. But the early signs, the gaps filled by neighbours, friends, adult children, are where real prevention happens.

If we want more people to age well at home, we need to see care as more than tasks and timesheets.

We need to start valuing presence, not just procedures.

Sources:

• Age UK (2023): Loneliness and older people
• ONS Census 2021: Unpaid carers in England and Wales
• Office for National Statistics (2023): Population projections

The workforce is undergoing a significant shift—by 2025, more employees will be caring for elderly loved ones than raising children. With an estimated 600 employees leaving work every day to manage caregiving responsibilities, businesses can no longer afford to overlook this growing challenge. To retain talent, maintain productivity, and control costs, companies must take proactive steps to support their employees.

The introduction of the Carer’s Leave Act in 2023 signaled a clear shift in employer responsibilities, reinforcing the need for businesses to accommodate workers who care for aging relatives. Implementing a comprehensive elder care support strategy is no longer just an option—it’s a necessity. Here’s why:

1. Reducing Absences & Increasing Productivity

Employees with caregiving responsibilities often face unplanned absences or struggle with mental disengagement—physically at work but preoccupied with their loved ones’ needs. A strong elder care strategy, including flexible working arrangements and practical care solutions like Homeshare, helps alleviate this burden. By providing employees with reliable care options, businesses can reduce absenteeism, improve focus, and enhance overall productivity.

2. Enhancing Employee Well-Being & Retention

A recent study from TakingCare discovered that one in three adults would consider leaving their job if a parent needed support and care.

Additionally, employees who choose to stay at their jobs without employer benefits to support caring for the elderly often experience burnout, and mental health challenges. Therefore, ensuring that employees who are caring for the elderly have support can not only provide a positive workplace but also increase job satisfaction and employee retention.

3. Supporting Diversity, Equity & Inclusion (DEI) Goals

Elder care responsibilities disproportionately affect women, minority communities, and lower-income employees, often creating career progression barriers. A dedicated elder care strategy ensures all employees, regardless of background, have the support needed to thrive.

Thus, forward-thinking businesses that prioritise elder care policies will set themselves apart as industry leaders in workplace inclusivity.

4. Strengthening Employer Branding & Attracting Talent

In today’s competitive job market, benefits can be a deciding factor for candidates when choosing an employer. In fact, an Adler survey found that 25% of UK workers value benefits more than their base salary.

A strong elder care policy therefore not only helps retain existing staff but also makes the company more appealing to new talent. When employees see that their personal and family needs are valued, they’re more likely to choose to join and stay with an organisation.

5. Future-Proofing Against Workforce Demands

The UK has an aging population as such the elder care problem in the workforce will only continue to grow. Organisations that proactively implement elder care strategies will be better prepared to retain employees, maintain productivity and reduce turnover costs in the years ahead.

How Two Generations Can Help

Our Homeshare scheme offers a unique corporate benefit connecting employees’ elderly relatives with vetted live-in companions, reducing caregiving stress while keeping employees engaged and productive.

Benefits for Employers:
✔ Retain top talent & reduce absenteeism
✔ Improve productivity & workplace morale
✔ Align with DEI & ESG goals
✔ Minimal admin—employees contract directly with Two Generations

Learn more about our corporate offering here. 

The UK’s aging population is reshaping the workforce, and employers are stepping up to meet this growing challenge. With nearly 25% of employees balancing work with caregiving responsibilities, the pressure on businesses to provide meaningful support is greater than ever. Innovative companies are recognising that eldercare isn’t just a personal issue—it’s a workplace issue too.

The New Frontier of Employee Benefits

Forward-thinking employers are integrating eldercare into their benefits packages, and for good reason. Caregiving responsibilities cost UK businesses billions each year in lost productivity and absenteeism. Offering employee benefits like Homeshare—a service matching older adults with vetted companions who provide support and companionship—can significantly alleviate these challenges.

Homeshare provides a unique advantage: it keeps aging relatives safe, connected, and independent in their own homes while giving employees peace of mind. For caregivers, this means fewer distractions and a greater ability to focus at work. For businesses, it translates to higher employee satisfaction and reduced turnover.  The scheme is easy to implement with Two Generations managing all aspects of the scheme, from launch materials, checks and safeguards, and tailored account management every step of the way.

Leading by Example

Some UK companies are already embracing eldercare benefits as a cornerstone of their employee support strategies. These organisations are providing flexible working arrangements, caregiver-specific resources, and innovative solutions like Homeshare to ease the burden on their staff.

By taking proactive steps, these employers are creating a workplace culture that values and supports caregivers. It’s not only the right thing to do but also a strategic move to attract and retain top talent in a competitive market.

A Call to Action for Employers

The aging population is a challenge we all share, but it’s also an opportunity for businesses to lead with compassion and innovation. Offering eldercare solutions like Homeshare shows employees that their well-being matters and it also helps them meet their DEI and ESG requirements.

Discover how Two Generations can help your organisation support caregiving employees while improving productivity and retention.  Call now on 03333 44 7738.

Why UK Employers Need to Prepare for an Aging Workforce.

The UK workforce is undergoing a seismic shift, with caregiving responsibilities becoming an increasingly pressing issue for employees and employers alike. By 2025, more workers in the UK will be caring for an elderly relative than a child—a startling statistic that underscores the urgency of addressing eldercare challenges in the workplace.

For employees, the burden is immense. Over 5 million adults in the UK struggle to balance work and caregiving, with many feeling the financial and emotional strain of supporting aging parents. These demands lead to exhaustion, reduced productivity, and difficult choices, such as cutting back hours or leaving the workforce entirely. On average, 600 people in the UK leave their jobs every day to care for a loved one.

This growing crisis doesn’t just affect individuals; it’s costing UK businesses billions annually in lost productivity, absenteeism, and turnover. With one in seven employees balancing caregiving with their job, businesses are already feeling the strain. Yet, few employers have robust systems in place to support these employees.

The Role of Employers in Navigating the Caregiving Crisis

Employers have a unique opportunity to lead the way in supporting their aging workforce. By acknowledging the challenges caregivers face and offering practical solutions, businesses can foster loyalty, reduce absenteeism, and attract top talent. This is where innovative eldercare solutions, like Homeshare, can make a meaningful difference.

Homeshare matches older adults with vetted companions who provide support and companionship in exchange for affordable housing. For employers, partnering with organisations like Two Generations, which offers Homeshare services, can directly support caregiving employees. This scheme helps reduce stress and provide peace of mind, enabling employees to focus on their careers without sacrificing the well-being of their loved ones.

A Call to Action for Employers

As the workforce ages, companies must prepare for the realities of caregiving. By integrating eldercare support into employee benefits, businesses can build a resilient, compassionate, and productive workforce.

Two Generations is at the forefront of this movement, offering tailored eldercare solutions for employees. From reducing stress for caregivers to enhancing workplace satisfaction, their Homeshare scheme is designed to meet the needs of a modern workforce.

Learn how your company can support employees and lead the way in addressing the caregiving crisis. Contact us today to find out more