The UK’s population is aging rapidly. In 2022, approximately 12.7 million people were aged 65 or over, making up 19% of the population. By 2072, this number is predicted to rise by 27% of the population, around 22.1 million people.

As this shift in the population occurs families are facing the growing challenges of providing care and support for their older relatives. However, traditional care options, such as care homes or live-in carers can be costly, inflexible, and can take an emotional and financial toll on both the older generation and their loved ones.

Homeshare’s are becoming a popular alternative, offering a more cost effective, flexible solution that enables older adults to keep their independence, as well as improve their well being. 

The Growing Challenge of Elderly Care in the UK

By 2025, more employees will be caring for an elderly relative than for a child. With approximately 15.6 million adults in the UK aged between 40-60, the burden of caregiving is becoming increasingly evident:

• 6 million people worry about how to support their aging parents
• 5 million struggle financially and with balancing work responsibilities alongside caregiving
• 600 people leave work daily to care for an elderly relative, costing UK employers approximately £4.8 billion annually in lost productivity and absenteeism.

With the rising financial and emotional strain on families, organisations such as TwoGens provide a practical solution that keeps elderly individuals in their own homes for longer while fostering meaningful companionship through the introduction of a homeshare.

What Is a Homeshare?

A Homeshare is a unique concept that brings together two generations to create a mutually beneficial living arrangement:

• The Householder – An older adult with a spare room who wants companionship and support.
• The Homesharer – A carefully vetted individual who provides approximately 10 hours of assistance per week in exchange for affordable accommodation.

Unlike live-in carers, Homesharers do not provide personal or medical care. Instead, they help with everyday tasks such as cooking, cleaning, IT support, and general companionship.

Comparing Homeshare to Traditional Care Options

For just £5.50 per day, Homeshare offers a highly affordable solution, providing companionship and assistance while allowing older individuals to remain in familiar surroundings.

The Benefits of Homeshare for Families and Employers

• For Families:
  • Provides peace of mind knowing their loved one has support and companionship.
  • Reduces the financial strain associated with full-time carers or residential care.
  • Offers a flexible solution tailored to individual needs.
• For Employers:
  • Helps employees balance work and caregiving, reducing stress and absenteeism.
  • Supports diversity, equity, and inclusion initiatives by acknowledging caregiving responsibilities.
  • Enhances employee retention and satisfaction, leading to increased productivity.

How Homeshare Works

The process is simple and designed with safety and suitability in mind:

1. Initial Inquiry – Families or Householders reach out to understand if a Homeshare setup would be right for them.
2. Matching Process – We carefully vet and select a suitable Homesharer.
3. Interviews & Safeguarding Checks – Both parties meet, with DBS checks and references conducted.
4. Trial Period – A one-month trial period is introduced in order to ensure that both parties are happy with the parnership.
5. Ongoing Support – Continuous monitoring and assistance from our team to ensure a smooth Homeshare experience.

A Future-Proof Solution for Elderly Care

As the UK faces an increasing demand for elderly care, solutions like Homeshare are paving the way for a more sustainable, person-centered approach, that are available at much lower costs. 

For any enquires regarding our services please get in touch.

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.

Balancing work and caregiving is no easy task. The new Carer’s Leave Act introduced in April, 2024, provided some much-needed relief, offering employees more support and flexibility to fulfill their caregiving duties.

Here’s a closer look at what the Carer’s Leave Act entails, how it supports employees, and what steps employers need to take to meet these new obligations.

What is the Carer’s Leave Act?

The Carer’s Leave Act, effective from April 6th, 2024, requires UK employers to provide up to one week of unpaid leave per year for employees caring for a dependent with long-term care needs.

This leave is designed to be flexible: employees can take it in separate blocks rather than all at once, allowing them to respond to caregiving needs as and when they arise.

Who Qualifies for Carer’s Leave?

To qualify for Carer’s Leave, employees must meet specific criteria:

• They must be full-time or part-time employees (contractors are not eligible).
• They must be caring for someone with long-term care needs, such as:
  • A spouse, civil partner, child, or parent.
  • Someone living with them (not tenants or boarders).
  • Someone who reasonably relies on the employee for care.

A dependent’s long-term care needs could include:

• A physical or mental condition requiring care for more than three months
• A disability as defined under the Equality Act 2010.
• Care needs related to old age.

Key Benefits for Employees

The Carer’s Leave Act brings several key advantages for employees:

• Dedicated Leave for Caregiving:
  For the first time, caregivers have access to specific time set aside for their responsibilities, without needing to use annual leave or sick days.
• Flexible Scheduling:
  Employees can take the leave in separate blocks, making it easier to manage caregiving duties without neglecting work commitments.
• Recognition of Caregivers:
  By introducing this law, the UK has started to recognise the importance of caregiving, helping build understanding and better workplace environments.

While the Carer’s Leave Act sets a minimum standard, employers who go above and beyond can create a more inclusive and supportive workplace.

• Provide Paid Leave: Offering paid caregiving leave shows a genuine commitment to employee well-being and fosters loyalty.
• Foster Open Conversations: Encourage discussions about caregiving responsibilities to build a culture of empathy and understanding.
• Enhance Support Programs: Consider providing access to counseling, caregiving resources, or employee assistance programs to further ease the burden on caregivers.

What This Means for Employers

For employers, the Carer’s Leave Act introduces important new obligations and an opportunity to improve workplace culture.

1. Statutory Requirement:
   Employers are now legally required to provide up to one week of unpaid leave per year for eligible employees.
2. Policy Updates:
   HR teams should review and update employee handbooks, ensuring all staff understand their rights and the process for applying for Carer’s Leave.
3. Managing Requests:
   Employers cannot refuse requests outright but may postpone leave if its timing would cause significant disruption. In such cases, they must notify the employee within seven days and propose alternative dates within a month.

A Step Forward

The Carer’s Leave Act is a milestone for employees and employers alike. It acknowledges the challenges caregivers face and lays the groundwork for a more supportive workplace. By preparing early and considering additional benefits, employers can attract and retain top talent while fostering a culture of compassion and inclusivity.

At Two Generations, we’re passionate about supporting caregivers. Through our Homeshare service, we help older adults live independently while connecting younger individuals with affordable housing opportunities. Together, we create connected communities that support every generation.

Want to learn how we can help your workplace support caregivers? Get in touch to explore new ways to improve employee well-being.

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

We are often asked how did Two Generation come about. Founder and CEO Sam Brandman was the subject of this piece in the Standard when he and Natasha Langleben launched Two Generations in 2019.

CORAZON MILLER, 12 DECEMBER 2019

When Tilly Howard was growing up in a poor family in early 20th century East London, going to university was never an option.

Her family had limited resources to send her to school and she was part of a generation where women were not expected to further their education.

So she spent her early adult years raising her two children. It was not until she was in her fifties that Howard went to university for the first time, graduating with a chemistry degree. In her eighties she followed this with a second degree in classics.

TILLY HOWARD TURNED TO EDUCATION IN HER FIFTIES WHEN SHE GRADUATED WITH A CHEMISTRY DEGREE AND IN HER EIGHTIES SHE COMPLETED A SECOND DEGREE IN CLASSICS

At 90, after having overcome cancer twice and open heart surgery, Howard took part in a table tennis world record bid for the greatest number of successive shots played by successive players.

They won, grandson Sam Brandman recalls. Though he believes the record may have since been surpassed.

He remembers his late grandmother who he called “Glam” as a “formidable woman” with a wealth of knowledge to share.

“However, she lived alone and I felt sad that her brilliance was not shared with anyone.”

So, not long after his grandmother died, two-and-a-half years ago, Mr Brandman felt compelled to do something to ensure that other elderly folk did not have to spend their later years alone.

And so his concept Two Generations was born – a Homeshare model that helps link the older generation, with the younger generation.

Mr Brandman said it offers companionship, a chance to share experiences and common interests and a potential solution to the housing crisis.

“It offers companionship, the ability to share experiences and end loneliness. It allows people who might not ordinarily connect to connect,” he said.

His social enterprise, which is part of Homeshare UK, works by matching an elderly person with a younger person willing to help in a live-in homeshare arrangement.

Using the company’s in-house technology people were matched through shared hobbies, religious or cultural needs, gender, age and lifestyle choices.

The younger person will provide approximately 10 hours a week of household support such as gardening, shopping or laundry whilst also providing vital companionship.

Mr Brandman said it was a network, that proved particularly useful at a time of year when people sometimes felt the loneliness more keenly.

“We are often contacted by children of older people who live far away and who are unable to visit often, which shows that even those with family can experience isolation,” he said

One recent happy match is that of 91-year-old Dennis and Syrian refugee Jorge. The duo have been living together for the last six months in Camden.

Their common link – an interest in politics and food.

“It was the perfect fit,” Mr Brandman said.

Jorge said it was good to have someone to share a home with. “It’s nice to have someone to care about; going back to a home rather than being alone is wonderful. Dennis is really sweet,” he said.

“It’s been going really well and I hope it continues this way.”

For Dennis the company and the extra hand around the house was much appreciated. “He’s been doing most of the cooking, and it’s been lovely having a bit of company in the evening,” he said.

It is a project Mr Brandman hopes to refine – thanks to a £25,000 Nesta Challenges grant given to businesses working on solution to today’s societal problems.

With his grant Mr Brandman hopes to improve the matching-technology his company uses that he believes is a first in the homeshare sector. His plan is to hone its ability to link the elderly with a potential young person, in what he describes as a kind of “dating-website”.

Information on the site is protected from the public, and each person is subjected to thorough background checks and interviews before they are linked up with an elderly person.