One in three employers see caring responsibilities impacting productivity and absence

Employees’ caring responsibilities are already having a measurable impact on UK workplaces, with almost a third (32%) of employers reporting a link with productivity or performance, according to new research from Isio. The same proportion (32%) have seen caring responsibilities affect sickness absence or unplanned leave, while more than a quarter have identified an impact on employee engagement and morale (28%) and employee retention or voluntary turnover (27%).

The findings suggest family pressures are increasingly becoming a business issue as well as an employee wellbeing consideration. Six in ten (60%) employers now monitor the relationship between caring responsibilities and productivity or performance, while 58% monitor the impact on sickness absence and unplanned leave. More than half also monitor the relationship with employee engagement and morale (55%) and retention (53%).

The impact is particularly apparent among medium-sized businesses. Over half (53%) have seen an impact on sickness absence or unplanned leave, while 44% have seen a link between caring responsibilities and productivity or performance. Almost half (46%) have identified an impact on employee engagement and morale.

However, employers face challenges when considering greater investment in family-friendly benefits such as enhanced parental leave, childcare support and carers’ leave. Cost and budget constraints are the most commonly cited barrier, identified by a third (33%) of employers. Almost a quarter (23%) say they are satisfied with their current investment, while 14% cite competing business priorities and one in ten (10%) say there is not a sufficiently clear return on investment or business case.

The findings highlight the importance of employers understanding where caring responsibilities are affecting their workforce before deciding where further support is needed. Rather than simply adding more benefits, using workforce data to identify links with absence, retention and performance can help organisations build a clearer business case and target investment towards the areas where it is likely to have the greatest impact.

Steve Thomson, Wellbeing Lead at Isio, commented: “Family-friendly benefits are sometimes still viewed primarily through the lens of employee wellbeing, but these findings show why the conversation is increasingly becoming a business one too. Caring responsibilities can affect absence, productivity, engagement and whether experienced employees ultimately choose to remain with an organisation.

 “The challenge for employers isn’t necessarily to offer more. Over time, benefits can accumulate in response to changing workforce expectations, but that doesn’t always mean they reflect what employees actually need or are delivering the best value. The starting point should be understanding where family pressures are having an impact and looking at whether the support already available is addressing those needs. 

“That evidence is also important when making the case for investment. Boards understandably need to see how spending on benefits supports wider business priorities. By linking workforce data with outcomes such as absence, retention and productivity, HR teams can have a much clearer conversation about where targeted support could make a difference. Ultimately, a successful family-friendly strategy is about providing the right support, in the right way and at the right time – and being able to demonstrate the value it delivers.”