Juggling work and caring: How leaders can help carers find a balance

In our recent webinar about caregivers in the workplace, we discussed some of the crucial challenges people leaders face. Now, let’s take a closer look at the situation and how you can drive real change with a whole-organization approach. 

The growing caring community

We define a carer as someone who supports a friend or family member who has difficulty managing alone. The reasons vary, from disability and mental health issues to old age. 

In the UK, an estimated 7.7 million people juggle work and unpaid caregiving – almost 20% of the workforce. Nearly 2 million adults take on such roles every year. And these numbers are set to increase in the decades ahead, both in the UK and globally.

This is due to a variety of reasons, including:

• An aging population and workforce
• Fewer young people entering the job market 
• Later retirement ages (including later state pension ages), and smaller government budgets for care. 

Some have dubbed it the ‘silver tsunami.’ Whether you’re a fan of the phrase or not, one thing is clear: workplace adjustments will be needed to support these dual-role employees. 

So here we’ll share some insights from organizational psychology and policy, to help people leaders understand the needs of employee caregivers. We’ll also look at practical ways to help this section of the workforce thrive. 

What an aging workforce means for organizations 

Life expectancy is rising. Chronic conditions are becoming more prevalent. This is leading to more employees balancing professional responsibilities with caregiving duties. Several factors have influenced this shift, including decreasing family sizes, greater participation of women in the workforce, and alterations in welfare and pension systems.

Many working adults also find themselves caring for both their children and elderly parents. This disproportionately affects women, who often take on the informal care of aging parents while balancing work and other life responsibilities. 

Women are four times more likely to reduce their working hours or give up work to provide care. 

Caregiving can offer a sense of fulfillment and meaning. Still, the challenge of balancing these responsibilities with work can result in conflicts that reduce job satisfaction and overall wellbeing – if the workplace is not adequately supportive. 

Why 600 people are leaving their job, every day

The relationship between employee wellbeing and organizational outcomes such as presenteeism, absenteeism, and attrition is well documented in academic and industry research. 

In the UK, more than 2.6 million people have at some point left their jobs to care for family members. That translates to about 600 people each day. Additionally, 2 million people have cut back their work hours for caregiving purposes. This is leading to a significant loss of skills, talent, and productivity in the workplace. 

The pressures of caregiving include significant financial, emotional, physical, and psychological strain. This can potentially lead to severe health outcomes such as anxiety, depression, and even increased mortality rates. 

Better support is better for business

Providing comprehensive support for employee caregivers fosters a positive work environment. But it’s not just a strategic HR approach. It’s also a crucial way to enhance business stability; helping to maintain a resilient and productive business model. 

Supportive workplace policies – such as flexible work arrangements – can mitigate some of the negative impacts on employee caregivers. They can help carers better integrate work and family responsibilities, and enhance employee satisfaction and productivity. 

How UK legislation is supporting caregivers 

To recognize the crucial role of caregivers, the UK has introduced legislative measures like the Carer’s Leave Act, effective from April. This policy aims to help employees manage their dual roles without jeopardizing their professional standing – with caregivers able to take one week of flexible unpaid leave annually. 

How organizations can take a strategic approach to support 

Policies are important, but a multi-level strategy to enhance workplace wellbeing is essential to support full-time employees who are also caregivers. 

At an individual level: Focus on personal health and resilience, providing access to mental health resources tailored to the unique stresses of caregiving. 

At an interpersonal level: Promote quality interactions among employees to create a supportive team environment that helps reduce caregiving burdens. 

At an organizational level: Advocate for flexible work arrangements and comprehensive leave policies, which are crucial for caregivers striving to balance their dual roles. 

As well as being supportive, this approach ensures that interventions can be integrated across different levels. It can provide caregivers with the resources they need to thrive, both in their personal and professional lives.

Practical ways that people leaders can support working caregivers 

• Raise awareness: Use educational material and communication to reduce stigma and ensure caregivers know they are supported by their organization.
• Provide wellbeing tools and resources: Empower employees to take time for self-care and better manage their demands.
• Increase autonomy: Trust employees to manage their work demands. They need autonomy to adjust their work hours and locations to accommodate caregiving duties.
• Policies: Add the new Carer’s Leave Act. Review existing flexible working policy and get feedback from carers to ensure it is valued and relevant to their needs.  
• Supportive management practices: Train managers to recognize and support caregiving demands. Provide psychological safety training, so employees feel safe expressing their needs. 
• Create peer support networks or groups: Make sure employees do not feel isolated in their journey.
• Harness senior leadership support and commitment: This is essential to fostering an organizational culture that prioritizes and effectively manages employee wellbeing. This top-down endorsement helps create a safe, supportive, and healthy work environment.

A win-win for organizations and employees 

Employment provides essential benefits for caregivers, such as financial stability, access to social networks, and a sense of purpose outside the home. The structure and demands of a job can provide breaks from caregiving, which can be psychologically beneficial.

Implementing supportive practices for employee caregivers significantly benefits both individuals and their employers. Improved employee well-being often leads to higher levels of job satisfaction and productivity, which can positively impact the bottom line. Employers also see benefits in retention; supportive environments reduce turnover rates, lowering the costs associated with recruiting and training new staff.

The challenge of culture change 

The benefits of supportive workplace policies are clear. Yet implementing organizational culture shifts can pose significant challenges. To embrace flexibility and provide comprehensive support, you need strong leadership and a clear communication strategy to ensure buy-in from all stakeholders. Plus, caregivers' diverse needs mean that customizable support strategies are needed. This ensures every caregiver can feel supported in ways that are beneficial to their specific situation. 

Key takeaways 

Integrating supportive policies for employee caregivers within the workplace is not just a beneficial strategy – it's a necessary evolution in response to demographic and social shifts. Organizations that proactively implement these practices will likely see enhanced employee wellbeing, improved productivity, and higher retention rates. 

For the future of the workplace, aligning workplace policies with employee needs will be crucial for long-term success.

To find out more about how Unmind can support the evolution of your workforce and power high performance, book a call.