Policy Area 2C. Care Supporting Workplaces
Summary
Workplaces play a critical role in supporting or constraining unpaid carers. Most unpaid carers are women, and many combine paid employment with significant caring responsibilities. Workplace policy therefore has a direct impact on women’s income, wellbeing and ability to sustain employment.
Much of the legislation that shapes workplace rights, including flexible working, sick leave, parental leave and breastfeeding support, is set at a UK level. Scotland has taken steps to go further in some areas, for example through Fair Work First guidance and employer recognition schemes. However, these interventions are voluntary and do not guarantee consistent support for carers across workplaces.
Carers continue to face challenges accessing flexible work and supportive workplace cultures. People in insecure work are often least able to use or benefit from workplace rights. Overall, current policy does not adequately reflect the realities of combining paid work with unpaid care, and the system places significant pressure on women who are balancing both roles.
Indicators in this policy area
Indicator 2C.1. Flexible work
Flexible working is essential for many unpaid carers, most of whom are women. The UK Government provides a statutory right to request flexible working from day one of employment. In Scotland, this is supported by Fair Work First guidance, which encourages employers to adopt flexible and family friendly practices. Despite this, access to flexible work remains uneven, and those in low paid, insecure or female dominated sectors are less likely to benefit from it.
View indicator +Indicator 2C.2. Paid sick leave and time to care
Paid sick leave and time to care are essential for supporting workers who balance employment with caring responsibilities. Current protections are set largely by UK wide policy. Statutory sick pay is limited in both value and coverage, and leave for dependants and carers is unpaid. These gaps place significant pressure on unpaid carers, most of whom are women, and increase the likelihood of financial hardship.
View indicator +Indicator 2C.3. Parental leave
Parental leave policies in the UK provide statutory maternity, paternity, adoption leave and parental leave. While these entitlements offer an important foundation, low or no payment levels and gendered patterns of take up mean many families cannot afford to use them fully. Women are especially impacted, as they are more likely to take extended leave, experience income loss and face long term effects on career progression and financial security.
View indicator +Indicator 2C.4. Breastfeeding at work
Workplace rights for breastfeeding parents are limited. Employers must provide a suitable place to rest and consider health and safety needs, but there is no legal requirement to provide a private space to express milk or facilities to store it. This creates barriers for many women returning to work after having a baby. Access to space, time and support depends largely on individual employers and is inconsistent across Scotland.
View indicator +Key challenges
- Workplace rights are largely reserved to UK Government and cannot be fully shaped by Scottish policy
- Flexible working is inconsistently implemented and not accessible for all groups
- Statutory sick pay and carers leave provide limited protection for carers with low incomes
- Parental leave pay levels create barriers, particularly for women in low paid work
- Limited duties on employers to provide suitable breastfeeding facilities
- Workers in insecure or informal employment often do not have the power to negotiate supportive arrangements
- Lack of intersectional data makes it difficult to assess workplace inequalities for carers
Key strengths
- Scotland uses Fair Work First guidance to encourage better workplace practice, including support for carers
- Flexible working rights are available from day one of employment
- Parental and adoption leave frameworks exist and provide a clear entitlement
- Support for breastfeeding is recognised as an area for improvement, and Scotland has introduced initiatives to promote breastfeeding friendly environments
- Employer recognition schemes encourage voluntary improvement in carer support