In this insightful episode of The Cashflow Show Podcast , host Clayton M. Coke is joined by Claire Hawkins, Director of Corporate Affairs and Brand at Phoenix Group, to discuss the critical need for flexible working to support the UK’s 5.8 million unpaid carers. With 41% of working carers considering leaving their jobs due to inflexible policies, Claire highlights the risks to workforce stability, talent retention, and long-term financial security. The episode explores practical solutions, the role of leadership, and how businesses can adapt to modern demands to support carers and thrive. Key Discussion Points: Scale of the Issue : The 2021 census revealed 5.8 million unpaid carers in the UK, with half juggling work, and 41% (600 daily) at risk of leaving without flexible working. Economic and Workforce Impact : Losing skilled carers leads to costly recruitment, reduced productivity, and a looming pension crisis, especially for those aged 50–65. Right to Flexible Working : Employees can request flexible arrangements from day one, including part-time work, remote options, or informal adjustments like time off for caregiving. Disconnect in Policies : Over a third of carers have had flexible working requests denied, highlighting a gap between policy and employee experience that harms employer reputation. Modern Work Models : The traditional 9-to-5 model is outdated; businesses must redesign roles to accommodate caregiving and leverage remote work possibilities. Leadership’s Role : Visible, proactive leadership is key to fostering a carer-friendly culture, with Phoenix Group’s “Phoenix Flex” initiative as a model for starting with flexibility as the default. Key Takeaways: Without flexible working, businesses risk losing experienced talent, impacting productivity and increasing costs. Carers, especially those in their 50s, face financial insecurity in retirement due to reduced earnings and pension savings. Flexible working includes both formal (e.g., part-time schedules) and informal (e.g., short-term adjustments) arrangements tailored to carers’ needs. The Carers Leave Act 2023, granting five days of unpaid leave, is a step forward, but broader cultural shifts are needed. Leadership must model and advocate for flexibility to normalize caregiving in the workplace. Notable Quotes: “If [carers] are not working today, they’re definitely not saving for tomorrow.” – Claire Hawkins “Flexibility can come in many ways… it’s about suiting the changing needs of living with real life and caring responsibilities.” – Claire Hawkins “Tone from the top really matters. Senior leaders cast a shadow… creating opportunities to share real lived examples is really important.” – Claire Hawkins Actionable Insights for Businesses: Adopt a Flexible-First Mindset : Start with the assumption that roles can be flexible, as seen in Phoenix Group’s “Phoenix Flex” approach, and justify why they cannot. Engage with Carers : Establish a carers network to normalize discussions about caregiving and share best practices among employees. Review Denial Rates : Audit flexible working request denials to identify gaps between policy and practice, ensuring reasonable requests are accommodated. Showcase Leadership : Encourage senior leaders to share their caregiving experiences to build a supportive culture and inspire change. Partner with Experts : Collaborate with organizations like Carers UK and Carers Trust to access resources and tailor policies for working carers. Resources: Website : Phoenix Group – Learn about Phoenix’s carer-friendly initiatives and advocacy. Carers UK : carersuk.org – Resources for carers and employers to support caregiving. Carers Trust : carers.org – Tools and guidance for businesses to create carer-friendly workplaces. Carers Leave Act 2023 : Explore details on the UK government’s website for compliance and implementation. The Cashflow Show can be reached here : Website: www.thecashflowshowpodcast.com Email:
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[email protected] Clayton M Coke can be found here: LinkedIn: https://uk.linkedin.com/in/claytoncoke Website: https://www.prmsltd.co.uk Email:
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