Tips for managing work alongside caregiving responsibilities

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Joanne Swann
Hand holding another hand
Hand holding another hand

In light of recent research revealing that employees take an average of six sick days per year to care for loved ones, experts from Stannah and AXA Global Healthcare have provided insights on how to effectively manage work alongside caregiving responsibilities.

Kate Sheehan, an Occupational Therapist at Stannah, highlights the growing number of carers in the UK, estimated at 5.7 million, with one in seven working individuals juggling care responsibilities alongside their jobs. Sheehan notes that while the average of six days taken off annually for caregiving may seem significant, it is likely an underestimation. Many employees use a combination of sick leave, annual leave, and time in lieu to fulfill their caregiving duties.

Sheehan advises employees to proactively communicate with their managers about their caregiving responsibilities. “Talk to your manager, let them know your situation,” she recommends. She suggests exploring options like flexible working hours or purchasing additional leave to better manage caregiving duties. Sheehan also reminds employees that they are entitled to one week of unpaid leave per year for caring responsibilities.

Sheehan emphasises the importance of clear communication and mutual trust between employees and employers. She believes that when employees feel supported and trusted, they are more likely to be committed to their roles, knowing that their loved ones are well cared for. “The key to successfully managing the situation is effective communication with your manager and, most importantly, looking after your own health and well-being,” she adds.

Samantha O’Donovan, Chief People Officer at AXA Global Healthcare, further elaborates on how employers can support staff who need to balance work with caregiving duties. She stresses the importance of creating a supportive and understanding environment that encourages open communication. O’Donovan suggests that employers consider offering flexible working hours, remote work options, part-time schedules, specific caregiving leave policies, and Employee Assistance Programmes (EAPs) to help employees manage their responsibilities effectively.

O’Donovan also points out that in many regions, employees are legally entitled to additional support, such as caregiver leave, which allows them to take time off to care for dependents. Some organisations may even offer enhanced benefits, including paid Carer’s Leave and access to healthcare benefits.

When it comes to discussing caregiving needs with employers, O’Donovan advises handling these conversations with sensitivity and clear communication. “Fostering a culture of openness and support is essential,” she says. Managers should treat these discussions with confidentiality and respect, ensuring that employees’ personal circumstances are handled sensitively. Well-defined policies and proactive check-ins from managers can help both parties navigate these situations smoothly, ensuring that necessary adjustments are made to support the employee’s needs effectively.

Joanne Swann, Content Manager, WorkWellPro
Editor at Workplace Wellbeing Professional | Website |  + posts

Joanne is the editor for Workplace Wellbeing Professional and has a keen interest in promoting the safety and wellbeing of the global workforce. After earning a bachelor's degree in English literature and media studies, she taught English in China and Vietnam for two years. Before joining Work Well Pro, Joanne worked as a marketing coordinator for luxury property, where her responsibilities included blog writing, photography, and video creation.

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