The next talent challenge is not wellbeing. It is work design.

One-size-fits-all support is quietly failing parts of the workforce.

Recent UK data shows around 1 in 7 employees are unpaid carers. Research from Carers UK shows more than half of working carers say caring responsibilities negatively affect their mental health, and many cannot afford to take unpaid Carer’s Leave even when it exists.

On neurodiversity, CIPD research continues to highlight a gap between organisational intent and lived experience. Many employees still mask or burn out because work is designed around narrow norms of communication, pace and predictability.

This is not about perks.
It is about how work actually gets done.

If managers cannot:

• plan around fluctuating capacity
• communicate with clarity
• create predictable rhythms
• make reasonable adjustments without drama

People either disengage quietly, reduce hours or leave.

Policies do not deliver care.
Managers do.

Prediction

In 2026, care will move out of wellbeing initiatives and into operational metrics. Absence patterns, workload volatility, manager capability and retention of carers and neurodivergent talent will become core performance indicators.

Future-proof your culture with empathy and evidence.

Balancing generational expectations and modern care requirements is the new leadership gold standard. Discover the data-driven steps to building a truly inclusive workforce in our [2025 Trend Report].