As Carers Week shines a spotlight on the millions of people balancing work with caring responsibilities, Santander has highlighted its commitment to supporting working carers through the introduction of 35 hours of paid Carer’s Leave and a wider package of workplace support.
Writing on LinkedIn this week, Damien Shieber, Global Head of Culture – International Mundo Assignment at Santander, reflected on the bank’s approach to supporting carers, describing the introduction of paid leave as recognition of “the incredible contribution that unpaid carers make every single day”.
The post comes just two months after a significant change to employment rights across England, Scotland and Wales. Since 6 April 2025, employees with caring responsibilities have been entitled to up to five days of unpaid Carer’s Leave each year.
Santander has chosen to go a step further by providing eligible employees with 35 hours of paid leave, recognising that carers often need time away from work for appointments, assessments, emergencies and other caring-related responsibilities.
Why support for working carers matters more than ever
The spotlight on carers comes against a backdrop of increasing pressure on the UK’s unpaid carers.
According to Carers UK, around 5.8 million people provide unpaid care to family members and friends. Many are balancing those responsibilities alongside paid employment, often at significant personal, professional and financial cost.
Recent data from RedArc highlights the scale of the challenge. The nurse-led support organisation has seen a 37% increase in referrals from unpaid carers over the past year, with demand now double what it was five years ago.
The reasons are complex: an ageing population, ongoing pressures on social care provision and rising living costs are all contributing to growing caring responsibilities.
For employers, this is increasingly becoming a workforce issue as much as a social one.
Building on Santander’s wider commitment to carers
The paid leave entitlement forms part of a broader programme of support for carers across the organisation.
Earlier this year, Santander introduced a Carer’s Passport designed to help employees have open conversations with managers about their caring responsibilities and the support they may need.
Writing on LinkedIn at the time, Chief People Officer Juan Ignacio Echeverria said the initiative was intended to help colleagues balance work with caring responsibilities while ensuring carers feel supported and understood.
Alongside the paid leave provision, Santander has also been re-accredited as an Employers for Carers Ambassador and achieved Level 3 Carer Confident status – the highest level of recognition available through the Carer Confident benchmark.
The health, wellbeing and financial impact of caring
The health and wellbeing implications of caring are significant.
In RedArc’s experience, unpaid carers frequently neglect their own needs while supporting others. Many experience chronic stress, anxiety, sleep disruption, burnout and emotional fatigue. Physical health can also suffer, while social isolation is a common challenge.
There are financial consequences too. Carers UK research shows that 35% of carers who combine caring with paid employment have reduced their working hours because of their caring responsibilities, while one in five has moved from full-time to part-time work.
How other employers are supporting working carers
A growing number of employers are introducing targeted support for carers as part of their wider employee health, wellbeing and inclusion strategies.
Examples include:
- Centrica’s long-established carers network, which provides peer support, practical resources and a platform for carers’ voices to be heard across the organisation.
- HSBC’s carers support initiatives, including employee networks and flexible working arrangements designed to help colleagues balance work and caring responsibilities.
- Phoenix Group’s focus on supporting carers through flexible working, colleague networks and policies that recognise the realities many employees face outside work.
While approaches vary, the common thread is a recognition that caring responsibilities are likely to affect a growing proportion of the workforce in the years ahead.
Creating workplaces where carers can thrive
The conversation during Carers Week is increasingly moving beyond policy alone and towards workplace culture.
Many caring responsibilities arise unexpectedly following illness, injury or changes in a loved one’s circumstances. Employees often find themselves taking on significant responsibilities with little preparation while continuing to manage work, family life and other commitments.
As a result, creating environments where colleagues feel comfortable discussing caring responsibilities early, and accessing support before they reach crisis point, is becoming an important part of employee wellbeing strategies.
The message emerging from leading employers is that supporting carers is not simply about complying with legislation or offering additional leave. It is about creating a culture where people can sustain both their caring responsibilities and their careers without compromising their health, wellbeing or financial security.
As caring responsibilities become an increasingly common reality across the workforce, employers that take proactive steps to support carers are likely to be better placed to attract, retain and support talented people.
And during Carers Week, that feels like a timely reminder that supporting carers is not simply an employee benefit. It is a critical part of building healthier, more inclusive and more sustainable workplaces.
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