Unpaid care has a major impact on employment, health and financial security, particularly in the case of women. A 2026 Carers UK report found that 47% of working carers are considering reducing their hours or giving up work entirely. Carers UK estimates that, on average, 1,500 people a day quit work because of their caring responsibilities. Women are more likely than men to combine caring with part-time work, and 61% of the UK’s 1.4 million “sandwich carers” are women (ONS). Leaving work or reducing hours cuts earnings and pension contributions, which widens the gender pension gap. Supporting carers at work through paid carer’s leave and flexible working helps employers retain skilled staff and protects carers’ health and wellbeing.
How do caring responsibilities affect the health of individuals and the economy?
Carers UK have released their latest report (16 Sept), indicating a significant impact on the health of the economy and individuals in the workforce related to juggling work and care. They estimate that, on average, 1,500 people each day quit work due to caring responsibilities.
From our own work and experience, as well as their findings, we know this disproportionately impacts women. (Unpaid Care: the realities of caring in the UK, 2026).
Previous research found 47% of currently employed carers are considering reducing their working hours or giving up work entirely. This report estimated that changing workplace practices by offering paid care leave and flexible working could substantially support the economy. The economic imperative is clear, as many businesses struggle to retain skilled and knowledgeable staff ( rehire costs average at approx. £6,125 according to the CIPD.
At the same time, households that provide for an additional family member lose much-needed earnings.
Why are unpaid caring responsibilities a health issue?
Juggling work and care takes an emotional and physical toll, becoming a critical health issue for those pulled in multiple directions by their caring responsibilities. Many carers face long days, broken sleep and little time to look after their own health.
The pressure shows: ONS figures found that three in ten ‘sandwich carers,’ people caring for both children and older or disabled relatives, showed signs of depression or anxiety.
For those who give up work, the impact can deepen. Along with the stress and overload of caring, they lose the recognised benefits of work, such as social connection, structure and self-esteem. Work can offer a break from caring and a sense of identity beyond it. Without it, carers risk becoming isolated at the very time they most need support.
The 2026 Carers UK report recognised that increasing numbers of carers feel that they can’t carry on, despite often wanting to remain in work.
Why is this a gendered issue?
In this previous report, “Juggling work and unpaid care – a growing issue” (2019), Carers UK identified that women were more likely to report that caring had a negative impact on their work (9% compared to 5% of male respondents), with more women having ultimately given up their employment. In Northern Ireland, 2019 figures extrapolated to suggest that one in seven of all workers had caring responsibilities.
Long-standing social expectations, alongside women’s greater likelihood of working part-time or in lower-paid roles, often mean that caring falls to them first.
Many carers are at the height of their careers: ONS figures show 1.4 million ‘sandwich carers’ in the UK, caring for children and older relatives, and 61% of them are women.
As the UK population ages, more people will need care, and more of those in work will be taking it on alongside their jobs.
The economic impact of such a strain is also seen in those who step back, turn down promotions, or accept lower-paid roles. This is a loss of skills for employers, as well as income to households. Economically, this is a decision that can impact health in the longer term, as health and wealth in later years are inextricably linked. A report from StandardLife (Balancing care, work and retirement in an ageing society) in June 2026 emphasised that these choices not only interrupt earnings in the short term but create lost pension contributions or demand earlier use of retirement savings, which ultimately can widen the gender pension gap for women.
What can businesses, bosses and employers do to support unpaid carers?
The report makes the call for government changes to secure statutory rights for leave, but there are simple workplace interventions employers can take. These can benefit employers and the economy as well as the health and wellbeing of employees, and inevitably that of those they care for.
In terms of culture and additional support mechanisms within the workplace, suggested changes include paid carer’s leave and flexible working. Interestingly, these are changes that female respondents rated as more valuable and useful than their male counterparts.
Many carers want to continue their work, not only for the break it offers from caring but for the income, social contact and confidence boosts. These changes could help retain experienced workers, and where support goes beyond legal requirements, may be captured as contributions to social value in tenders and contracts.
By choosing to support carers, employers can keep experienced staff who might otherwise leave. Ultimately, supporting unpaid carers will improve the health and wellbeing of carers and of the companies themselves.
Read the full report ‘Balancing work and unpaid care – a critical issue’ below.
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