Australia is at a critical juncture. With one in six Australians now aged 65 or older, the nation’s demographic landscape is changing rapidly. The growing ageing population is placing immense pressure on our healthcare system, economy, and society. At the heart of this issue are the millions of unpaid carers—family members, friends, and community members—who provide essential support, often at the cost of their own wellbeing and financial stability.
The numbers tell a compelling story. There are approximately 2.65 million carers in Australia, and many of them juggle their caring responsibilities with paid employment. As the ageing population continues to rise, the need for care will only increase. However, despite the critical role carers play, many struggle to access adequate support, flexible working arrangements, or even recognition from their employers.
The implications for the economy are substantial. Carers contribute an estimated $77.9 billion of unpaid labor to the Australian economy each year—equivalent to almost 3.8 per cent of the country’s GDP. Yet, without sufficient support, many carers are forced to reduce their working hours or exit the workforce entirely. This not only limits their financial security and career progression but also results in significant productivity losses for businesses and the wider economy.
The situation is poised to become even more challenging. By 2050, it is projected that nearly one-quarter of Australians will be over the age of 65. With more people requiring care and fewer available workers to provide it, the strain on both individuals and businesses will intensify.
Employers can and must step in. Investing in carer and care-giving policies isn’t just a nice-to-have—it’s an economic and social imperative. Offering flexible work arrangements, paid parental and carer leave, and access to educational care and wellbeing resources can help carers maintain their employment, stay engaged, and continue to contribute to their organisations.
While the conversation around carers often focuses on older employees, younger people—especially those in Gen Z—will increasingly stepping into caring roles. However, many employers overlook their needs, assuming they are free from such responsibilities. This oversight can lead to a disconnect, as younger employees seek workplaces that understand and support their unique challenges. The younger workforce now prioritises employers who offer flexibility, mental health resources, and a genuine understanding of diverse caring responsibilities. For employers looking to attract and retain this demographic, it’s time to shift the narrative and create more inclusive, carer-conscious policies for all ages and life stages.
If employers fail to acknowledge and adapt to these changing dynamics, they risk losing not only valuable employees but also the opportunity to build a more adaptive and supportive work culture where people can thrive. By taking action now, businesses can play a pivotal role in addressing one of the greatest challenges facing our society, while also benefiting from a more engaged, loyal, and productive workforce.
The message is clear: supporting carers isn’t just a matter of corporate responsibility—it’s a strategic investment in the future of Australia’s workforce and economy. It’s time for all employers to step up, recognise the invaluable contribution of carers, and create workplaces that genuinely care for those who care for others.
Top tips for how employers can support the wellbeing of carers and their families:
- Flexible Work Arrangements: Offer options for employees to develop flexible work routines which respond to the requirements of their job and caring commitments.
- Carer Leave Policies: Implement dedicated carers’ policy that communicate to employees and leaders to how your workplace will respond to and support caring commitments such as offering additional paid leave days to support carers during high-demand periods.
- Create a Carer-Friendly Culture: Foster an environment of understanding and support through training and awareness programs for all employees and have leaders role model walking the talk on ultilising care giving policies in the organisation
- Establish Carer Networks: Facilitate internal support networks or groups for carers to share experiences and resources and provide input in caring policies offered.
- Measure impact: Review your carer policies and provisions and measure impact over time using carer-inclusive and family friendly workplaces assessment tools to pinpoint areas of need and drive continuous improvement
- Hear what other organisations do to show they care.