Michelle Robinson Hayes is a mental health trainer, and prevention services lead Vita Health Group
There are many people at work who have unnoticed responsibilities. You will find individuals among your co-workers, managers and team members who balance not only their job demands but also the intense needs of the people they care for in the home. Carers are often an invisible workforce that contributes far beyond the walls of the office.
Supporting carers makes sense, both from a moral and a productivity and sustainability perspective. Carers are often forced to cut back on their working hours, decline promotions or quit their jobs if they do not receive adequate support. It’s not just about personal consequences; this is a systemic problem that affects organisational performance and talent retention.
In the UK, approximately 600 people make this decision each day. This is not an isolated case; it represents a large portion of the working population. At some point, two out of three adults will take care of a friend or family member. The likelihood that an employee becomes a caregiver increases with their career. The average UK resident has a 50% chance of being an unpaid caregiver by the age of 50.
Caregiving is not limited to older workers
While caring responsibilities are often associated with midlife, they can occur at any stage of the working life. In England and Wales, the 2021 Census found that over 272,000 young adults aged 16-24 were caring for others. Around 37,000 young adults provide more than 50 hours of care per week. This is a huge responsibility for people who are just entering the workforce.
The midlife period is a prime time for caring. This is especially true between 45 and 64 years old, when employees have gained a lot of experience, skills and leadership potential. The loss of these employees due to unmanageable care responsibilities is not only a loss for them but also the organization and economy.
Complex challenges for carers
Caregiver’s in the workplace face a variety of challenges which can have a profound impact on their personal and professional lives. Understanding these challenges is the first step to creating a supportive workplace where all employees can flourish.
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Balance between work and life: Balancing full-time employment with the caregiving duties can feel like an impossible task. Work schedules that are rigid can make it difficult to manage care, attend appointments or respond to emergencies. This can cause chronic stress and exhaustion for some.
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Financial strains: Caring for others can be a significant financial burden. From medical costs to home modifications and reduced income because of part-time employment or career interruptions. The reduction in pension contributions resulting from an interrupted work history is also a factor that can compound these challenges.
- The majority of caregivers report feeling lonely and many also experience social withdrawal. This can further exacerbate mental health problems.
- Mental and emotional health struggles: caring is emotionally draining. Nearly 80% of caregivers report feeling anxious or stressed, and about half of them experience depression symptoms. The emotional strain of caring for a loved-one, dealing with complex medical issues, or dealing difficult behaviors, can be heavy.
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Navigating complex health care systems: Carers are often required to navigate bureaucratic and confusing healthcare and social services systems. It can be overwhelming for caregivers who are unfamiliar with the processes. This adds another layer of stress.
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Personal safety: Caregivers may face abuse, both physical and verbal, from those they are caring for. This is especially true when dealing with people who have complex needs, dementia or neurodivergence. It can be emotionally overwhelming to manage difficult behaviors or the declining state of health of someone you love.
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Lack of professional support and training: Many caregivers receive little or no formal guidance or training, which leaves them feeling unprepared to perform complex tasks. Burnout is more likely to occur if there are no resources or supervision.
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Lack of flexibility in work arrangements. Rigid schedules and rigid working arrangements make it hard for caregivers to balance their professional and private responsibilities. Carers are often forced to make difficult choices due to rigid work schedules.
Employers who are forward-thinking understand that supporting carers goes beyond simply ticking a checkbox. It’s an investment in their employees. Employers who support carers are doing so because they understand that it is not just a matter of ticking a box, but a strategic investment in their workforce.
5 ways to support caregivers at work
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Flexible working arrangements: Caregivers need flexible work hours, remote options and the flexibility to take short-notice time off. Flexible working arrangements allow employees to adjust their work to their caring responsibilities, rather than forcing them into a choice between work and care.
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Employers should create policies that support caregivers. These policies go beyond the legal requirements. It could be extended leave, job-sharing opportunities, or a phased return to work after intensive caregiving.
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Employee assistance programs (EAPs). Offering confidential counselling, support for mental health, and practical advice, EAPs help caregivers manage stress, anxiety and other mental challenges that are associated with dual roles.
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Managers need to be trained on how they can identify and support employees who have caring responsibilities. Managers who are aware of the challenges that carers face will be better equipped to offer flexibility and empathy.
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Create a supportive environment: Having open conversations about the responsibilities of caring can normalise caregivers’ experiences in the workplace. Support groups, internal networking, or mentoring schemes can help foster a community among carers and reduce feelings that they are alone.
It is obvious that employers have a moral and legal obligation to support their employees who care for others. The Carer’s Leave Regulations 2020 came into effect on 6 April 2024. They grant eligible employees up to a week of unpaid leave each year. The new legislation is a good step forward, but compliance with the law is just the beginning.
Why it is more important than ever
Work and care are changing. The number of caregivers will increase as the population grows older and more people live with chronic illness or disabilities. Employers cannot ignore the needs and concerns of caregivers in the workplace.
Carers are an important but often ignored group for organisations that support diversity, equity, and inclusion. Carers’ experiences are interwoven with gender, age and socioeconomic status. They also have a mental health condition.
Do you really care for your caregivers?
Bottom line: Carers who are supported well can flourish at work and home. They are loyal, productive and engaged employees, who contribute unique strengths to the role. If you fail to support your employees, not only do they risk their own wellbeing, but also the sustainability of your workforce.
Managers, HR professionals, and business leaders should ask: Are we really caring for the caregivers in our workplace?span size=”font weight: 400 ;”>” You need to take action if the answer is less than an resounding “yes”.
The original version of this article HR News was Five effective ways to support working caregivers.
