Caregivers in the workplace

Written by Carey Johnson, MSN, RN, Henry Ford Hospice Home – Jackson and Home Care

Juggling family life with job responsibilities can be stressful for anyone. It is an even greater challenge for the 26 million workers who also provide care for a family member or friend with physical or mental issues.

Caregiving responsibilities often make it necessary to miss hours or days of work, and two in ten employed caregivers end up quitting their jobs. When the caregiver’s own needs are neglected, it can lead to emotional and physical issues —from exhaustion, sleeplessness and depression to high blood pressure and diabetes. All of these can result in higher healthcare costs for employers.

Since the success of any organization depends on building and retaining a healthy, engaged and productive workforce, supporting the needs of working caregivers is a smart approach to talent management.

Many employees are reluctant to discuss their caregiving responsibilities, for fear of appearing less capable or committed to their work. But studies show caregiving develops skills that benefit businesses, including efficiency, persistence, project management and the ability to prioritize tasks.

While companies vary on the types of caregiving-related support they can offer, every employer can commit to making their workplace culture more supportive.

TIPS FOR EMPLOYERS

• Ensure your workplace is a safe and inclusive space for all team members to express their needs without fear of retribution.

• Raise mental health awareness and stress the importance of self-care.

• Offer flexible work arrangements and time-off options, such as working reduced hours, job sharing, and remote or hybrid work.

• Remind team members about your company’s employee assistance program, which may also be available to family members.

• Create a list of community resources, including meal delivery services.

• Make sure employees are aware of paid family leave and other caregiving benefits your company may offer; this can be done through new hire orientation, lunch and learn sessions or computer-based learning.

• Ensure managers at all levels are familiar with flextime and leave policies and openly support employees who are using these benefits.

Creating a safe and supportive environment for caregivers and providing flexibility can lead to a more stable, productive workforce.

Demonstrating that your organization is invested in staff inside and beyond the workplace also builds loyalty and supports team retention.