Employers must better support carers and parents of SEND children

Yet this reality remains largely invisible in workplace culture. Too few organisations have policies or cultures that recognise the complexity of modern caregiving. For those supporting a child with SEND, it’s not just the emotional weight – it’s the constant uncertainty. A medical appointment, a therapy review, an urgent school meeting or a crisis in provision can arise at any time. Flexibility isn’t a luxury; it’s necessary for survival.

SEND families under strain

The King’s College London LeDeR programme has laid bare the consequences of systemic inequity: adults with learning disabilities die around 20 years earlier than the general population, often from preventable causes. Behind these statistics are families – often parents acting as unpaid advocates, coordinators and carers while fighting for their children’s right to live healthy, full lives.

The UK government’s SEND and Alternative Provision Improvement Plan, published in 2023, promises a more consistent national system, with digital Education, Health and Care Plans (EHCPs), clearer standards and better early intervention. But with EHCP numbers up by 10.8% year-on-year, and fewer than half of assessments meeting statutory time limits, the risk is that reforms add administrative complexity before real capacity arrives.

For working parents, that means more forms, more meetings and more advocacy – often during working hours. Without flexible employers and supportive line managers, many face an impossible choice between their career and their child’s care.

Why this matters for business

Carers are not a marginal group – they are part of every workforce. The evidence is clear: when organisations fail to accommodate carers, they lose skilled, experienced employees. Conversely, employers who take an inclusive approach reap measurable benefits in retention, engagement and brand reputation.