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.