As we observe Alzheimer’s Awareness Month, it’s important to recognise that people can find themselves in a caring role at any age. It is estimated* that one in three people will care for a person with dementia in their lifetime, many of whom will have children and a job to manage alongside their caring responsibilities.
Indeed, our Modern Families Index 2024 (MFI), found more than one third (36%) of working parents in the UK care for both their children and a parent or other adult with additional needs.
It is widely documented that there are a rising number of people in this ‘sandwich generation’ and it’s something employers can’t ignore. For those balancing caring responsibilities and a career, the strain on mental and financial wellbeing can sometimes become unmanageable, resulting in many leaving the workforce altogether.
The figures in our MFI speak for themselves: 91% of those with adult caring responsibilities say it impacts how they work. What’s more, whilst the national average of UK employees looking for new employment sits at 42%, when it comes to those caring for an elderly relative, 56% are likely to be looking for a new job.
As we conclude Alzheimer’s Awareness Month, it’s important we take the time to reflect on the challenges faced by caregivers and ensure that employers have the tools they need to better support their workforce.
There is real value to be found in offering supportive, multi-generational and family-friendly policies in the workplace. But when it comes to incorporating these, employers don’t always know where to begin.
We want to share five of the most effective strategies organisations can implement to support working carers.
Alzheimer’s Awareness Month – 5 tips for support working carers
- Know your carers
It’s common for working carers to go under the radar, but also easy for them to become disconnected as caring pressures increase. This makes it crucial for organisations to do what they can to understand who is balancing care commitments alongside work.
Employers can encourage people to be more open about their responsibilities by offering supportive webinars and opportunities to connect with others. Once businesses have an understanding of how many employees are carers, a network can be established to connect people across the company that may be able to share experiences and guidance.
Nobody understands the challenges of caring more than other carers. Speaking to others facing the same challenges and simply understanding that others are dealing with the same issues, frustrations and limitations can be really liberating and a great source of support- alongside professional guidance.
- Help managers normalise the challenges
Caregivers face unique demands. Managers need to be aware of these. Although managers can’t solve everything, acknowledging the challenges their team faces is key.
Carers may need flexibility or cover when juggling medical appointments or breakdowns in care. Genuine interest and flexibility from management can help employees find ways to navigate these challenges.
- Promote flexible working and leave policies
Whether offering the statutory one-week unpaid leave, or a fuller Carers policy, ensure it is visible. If, for example, you’re able to adapt start and finish times, you might allow a caregiver to balance visits around meal times, without impacting productivity.
Flexibility and understanding supports staff retention, so frequent promotion of the benefits the business offers employees across life stages makes the workplace more appealing.
Some may be ‘preparing to care’ for ageing relatives and want to know about the support available (but may not want to ask). Others will need help now, whether that be a carer on their parents’ doorstop or some practical information via an expert advice line.
- Give access to experts
One key piece of advice that often gets overlooked is that carers need to care for themselves and protect their own wellbeing. Employers have a key role in facilitating this care and support. Introducing accessible advice lines for employees allows people to get support when it is most convenient for them. Working carers are constantly juggling responsibilities so flexible support is vital.
Employers can also offer guidance on care choices. For employees that have recently become carers, access to support and information about the types of care available can be a lifeline. Whether they need help finding suitable local care homes, in-home options, or help understanding state benefits, offering access to expert advice can be the timely helping hand they need.
- Provide practical support
Increasingly, employers regard care solutions as part of their employee value proposition. A back-up care programme provides a solution when usual care arrangements break down, enabling employees to work on a day they could not have otherwise. Whether it be companionship, assistance with daily living activities, or support with a new challenge, having a system in place can take away the stress for employees and support them as they focus on work.
Another option is subsidised access to ongoing care.
*Data from NHS England.
Emma Willars
Emma has worked in Learning & Development for over 20 years. She supports employers and their employees with models and solutions for better work-life integration: creating content, facilitating workshops and consulting on DEI strategies. Emma shapes the dynamic Work+Family LIVEprogramme for Bright Horizons, engaging with over 400 leading employers across a range of sectors.
