Helping Caregivers Thrive With Caregiver Leave, Flexible Work and More
Caregiving can affect employees' work-life balance, productivity and mental health across all demographics. By providing flexible work options, caregiver resources and inclusive policies, employers can enhance employee well-being and retention, ultimately increasing engagement and performance.
After their morning commute, employees walk into the office and start work — but they don't stop worrying about their caretaking responsibilities awaiting them at home. If they're among the 29 percent of U.S. adults with a dependent at home, they're just stepping into their next "shift" of work. They may feel distracted by several challenges, from managing ongoing complex health-care situations to scheduling doctor's appointments and coping with burnout, often without caregiver leave as an option to balance the stress.
An average caregiver spends about 25 hours a week on caregiving tasks, and some spend as much as 40 hours a week. With around 65.7 million Americans already participating in these tasks, the numbers are significant and expected to increase. This represents a clear challenge for organizations that want to maintain high-productivity work environments and support a healthy work-life balance for employees.
While the data shows women are disproportionately responsible for caretaking activities at home, caregiving isn't confined to any single segment of the workforce; it's a widespread challenge that can impact anyone, regardless of age, gender or background. Organizations that want to improve the employee experience should consider offering caregiver assistance.
Read on to learn how employers can help caregivers on staff thrive.
Why employers should support caregivers
Caregiving can impact employees' work-life balance, productivity and mental health, offering employers a powerful opportunity to provide support. Whether caring for young children, dependents with disabilities or older adult dependents, employees with these responsibilities are at risk of becoming overwhelmed. Workplace support can enable caregivers to manage their responsibilities more effectively, improving job performance and reducing the likelihood of attrition or turnover.
Research shows turnover risks are real, as 45 percent of caregivers Prudential surveyed say they've considered leaving the workforce due to personal demands, compared to 19 percent of non-caregivers. And 1 in 5 caregivers have taken a leave of absence or demotion to accommodate these duties.
Employers should consider extending support to caretakers for several reasons.
Caregiving is long term
Caregiving typically isn't a short-term commitment, with the average caregiver devoting four years to this role, according to the article in Radiology Imaging Cancer. The productivity drain over this period from fewer resources and less time at home can be impactful.
Caregiving affects everyone
Although research indicates that caregivers are predominantly female, caregiving is an essential responsibility that impacts employees from all backgrounds and demographics. The scope of caregiving is wide-ranging, encompassing parents and guardians supporting children, individuals in the "sandwich generation" who are balancing care for both their aging parents and their children, as well as those assisting loved ones with health care needs. By providing support for caregiving, we can better support all employees.
Caregiving can lead to burnout
More than 60 percent of caregivers experience symptoms of burnout, which can include physical, emotional and mental exhaustion, anxiety, depression and more. All of these symptoms can impact an employee's ability to bring their best self to work.
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It's not an employer's responsibility to solve caregiver burnout. However, employers that create a workplace culture that supports caregivers may find it easier to retain employees and draw out their best performance.
Initiatives in HR for caregivers
Many organizations have employee assistance programs (EAPs) to support employees in various circumstances. But caregiver stress is poised to continue to grow, and an EAP isn't always enough. Employers can better support caregivers in several ways, directly contributing to their overall quality of life.
Caregiving-specific resources
When employees are new to these responsibilities, they may not understand their rights or the services available to them. Connect them with resources like the Family Caregiver Alliance, which can help identify state-specific resources and provide insight into legal and financial planning.
Flexible work arrangements
According to Prudential research, about 42 percent of caregivers say increased workplace flexibility is the most valuable benefit they want to see from employers. When possible, adopting and enforcing flexible work schedules that allow employees to supervise home activities without taking time off work goes a long way in helping employees balance life. "It is important to remember that flexibility may vary—it could be the work schedule, work location or a combination" says Amy Freshman, senior director for HR at ADP.
"It is critical that employers engage with the employees to determine what type of flexibility may be most beneficial while still ensuring the business needs are met."
Paid caregiver leave
About 80 percent of Americans want policymakers to step in to expand workers' access to paid family medical leave. Consider starting or expanding programs that give employees financial, administrative and/or logistical support.
Inclusive policies
Policies that promote a more inclusive, supportive work environment can allow more people to take advantage of available resources. Highlighting employer support for caregivers can also help employees feel more willing to share details about their caregiving responsibilities.
The future for caregivers at work
Caregiving is a reality that millions of employees navigate daily, affecting their productivity, well-being and long-term career paths. But what if work didn't have to be another stress point? Employers who take bold steps to offer caregiver-specific support, flexibility and inclusive policies foster a more motivated, engaged and loyal workforce. When caregivers thrive, so can the organization.
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