Supporting Caregivers in the Workplace

Providing accommodations for someone who is supporting a friend or family member is an integral part of job retention strategies today. Using communication, creativity, and flexibility, businesses and companies can increase productivity, job satisfaction and retention in their team members who are caregivers. Developing a culture of supportive communication and collaboration in policies and practices are essential for mutually beneficial success in the workplace.

Part of DEI work includes developing a diverse and inclusive workforce. Including people with disabilities is important – October is National Disability Employment Awareness Month #NDEAM. Equally important is recognizing that many people in the workplace also provide unpaid support for a friend or family member who is aging or has a disability. These individuals may not even consider themselves “caregivers”, especially if they are caring for a friend, an aging parent, or a child with a disability.

Statistics show that:

• In the U.S. today, one in six employees is a caregiver for a relative or friend.
• Caregivers on average spend more than 20 hours a week providing some kind of care and spend $7,000 a year out of pocket on caregiving-related expenses.
• 25% of caregivers are millennials. Many are trying to navigate careers, parenthood, and caring for aging parents.
• 60% of caregivers are women; 40% are men. Anyone could be a caregiver.
• The number of caregivers is expected to grow exponentially over the coming decade. NH is the second oldest state in the US by age. Many of our aging adults will need some sort of care.

It's important to note that today, only around 60% of employees meet the Family Medical Leave Act (FMLA) criteria. Those that work part-time or for small businesses are not eligible. Additionally, even for many workers that are eligible, FMLA isn’t an option because it’s unpaid and they can’t afford to take it.

These statistics present very real challenges for employees, as well as for the businesses who employ them. For employees, the difficulties of juggling work and caregiving responsibilities may cause additional stress, anxiety, loneliness and feelings of isolation. Some of the ways that this plays out in the workplace include absenteeism and presenteeism, which is the inability to focus on work-related tasks even when one is “present” at work. If left unaddressed, this could lead to illness or even work-related injury. On the surface, all of these issues may seem to be performance related. However, many employees will not share the details of their lives with managers and supervisors. By promoting a culture of communication and support that appreciates and values what each person can bring to the team, businesses can boost productivity, improving employee retention and well-being by acknowledging diverse needs.

The reality is that for many businesses, providing flexibility in work schedules and making accommodations for caregivers can actually improve the bottom line. There are generally more resources involved in recruitment and training than in making accommodations for the retention of good staff. Some businesses can’t afford to manage job openings long term, and it’s hard to know if new hires will work out. Here are some examples of authentic accommodations and flexibilities that can be implemented temporarily or long term, depending on the industry: 

• Flexible Leave / Adjusted work hours - Enables caregivers to manage appointments and emergencies related to caregiving. Enhances employee satisfaction and loyalty, leading to improved performance and retention rates. Can provide coverage during extended hours, contributing to better customer service.
• Hybrid / Remote work - Balances the need to be present in the office with the flexibility to manage caregiving responsibilities. Supports employee retention and well-being by acknowledging diverse needs. Encourages effective time management and accountability among employees.
• Job Sharing / Carved or Customized Employment - Reduces workload strain by distributing responsibilities with a co-worker. Maintains consistent work coverage while accommodating employee needs. Reduces the additional cost that comes with full-time employees.

To be successful, you must actively promote a culture of encouragement and support. Communication, confidentiality, goal setting, offering resources, and encouraging self-care are key to making team members feel valued and committed while they are navigating caregiving for a family member or friend.