Quick facts

About Care for the Family

What is it like to work for Care for the Family

During the past year the CEO, Mark Molden, has held a series of workshops, incorporating all members of staff, examining and considering their organisational values and the behaviours that they want to encourage within Care for the Family that are reflective of these values. These sessions have been enormously valuable and have seen staff engaging thoughtfully and passionately with what it means, in practical terms, to live out the values of the organisation. The leader sets the tone for the rest of the organisation and empowers managers to move from being risk averse to risk taking. He is distinctive in that he shares his personal story and openly acknowledges his own weaknesses, which engenders a culture of honesty and authenticity in the organisation.
My Manager
My Manager
Managers hold frequent one to one meetings with staff to 'take their temperature', discuss any concerns or pressures and to energise them towards their objectives. They work with staff to set individual goals for each member of staff and regularly review these throughout the year so that they are maintained at a realistic level. They ensure that development plans are kept high on the agenda and that staff members are encouraged to think about their ambitions and personal goals on a regular basis. They encourage staff to take opportunities to get involved in 'front line' activities to see the impact of their work first hand. They participate in weekly all staff briefings, reporting on key projects, events and work streams.
Giving Something Back
Giving Something Back
As a charitable organisation their entire agenda is built around serving the nation and supporting people across the UK to have the most fulfiling family lives possible. The economic cost of family breakdown in the UK is over £40 billion, before one even stops to consider the emotional and societal cost. By seeking to support families in a preventative sense, Care for the Family negates the need for innumerable, costly, interventions by statutory and other voluntary sector services, thereby greatly strengthing the nation as a whole.

Learn more about the 8 factors of workplace engagement here


  • Women

    At least 33% of senior managers are women

  • Holidays

    Companies offering a minimum of 25 days annual leave

  • Childcare

    On-site nursery or vouchers

  • Long Service
    Long Service

    40% of employees with more than 5 years' service

  • Maternity

    At least 10 weeks' leave on full pay

  • Pensions

Company Statistics

  • Staff Turnover:


  • Male : Female:

    39% / 61%

  • Average Age:


  • UK sites:


  • Staff:


  • Earning £35,000+:



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