Monday, 13 June 2016

Working Caregivers

I remember the years when I had young kids and was working full time an hour away from home. Every time one of them had a sniffle, I worried that the next day would mean that childcare would be an issue. Those early years involved flexibility and always being prepared. I would imagine, being a caregiver for an elderly relative is very similar in its stresses but may, in fact, create greater anxiety depending on who you are sharing caregiving with (or if you are), the medical issues you are dealing with in your loved one, and how supportive your work environment is.

Employers always know when their employees have kids, but don't always know when there are elderly relatives that one might be providing care for. It would seem to me that employers who are more in tune to the responsibilities their employees are juggling, and do their best to support them, may indeed have greater productivity and more dedicated employees. 

With the ever-increasing number of seniors on the horizon, employers will be faced with many employees balancing caregiving and work in the coming years. Being prepared for this, no matter what size company you run will make a huge difference for everyone involved.

 Ideally, a larger company that has employee benefits, may want to consider having Elder Care Counselling as part of their EAP offerings. There are many companies offering this type of counselling and referral so it would make sense for these types of services to be integrated into existing benefits. Some companies even offer lectures/workshops for employees struggling with different sorts of issues and if your company does that, do consider including elder care topics in your offerings. If you have a website with employee resources, include some related to eldercare as well. If you are able to do any or all of these things, let your employees know what is available. 

Regardless of a company's size, flexibility may be a necessity moving forward, with contingencies in place for coverage when people need to be away, or the ability to work remotely if necessary. An openness to creating options for those in a caregiving dilemma may make it easier for employees to approach a boss with some ideas for how they can make things work. If they are not worried about getting their work accomplished during traditional work hours, it may decrease their stress and increase productivity in the long run. 

While Ontario does have an unpaid family leave option for up to 8 weeks (https://www.labour.gov.on.ca/english/es/pubs/guide/caregiver.php), of concern to many is the decrease in income for that time period, especially if caregiving is impacting their finances. It would be helpful if employers could consider options for individuals requiring this sort of leave to alleviate some of this concern. Larger employers often offer a maternity 'top up'. Something similar would be helpful for those who have to take a break from work to provide care for an elderly loved one. 

 All of these initiatives will most definitely create a caring work environment, decrease the stress of employees juggling care for others, and in doing so, improve their productivity. 

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