Introduction
Employers have a moral and legal obligation to support their employees who have parental and family obligations. One of the most emotionally challenging aspects of life is balancing caring for aging parents while meeting work responsibilities. Adult children feel the obligation to ensure their aging parents receive the necessary care to live comfortably and with dignity. Employers should recognize that caregiving obligations extend beyond those who are parents; sometimes, “caregiving” involves caring for elderly parents, siblings, or a spouse.
The Importance of Caregiver Engagement
Employers often do not consciously recognize how their policies or actions impact family functions, unintentionally creating work situations that do not support caregiving obligations. The COVID-19 pandemic has significantly impacted the caregiving process, creating problems with presenteeism. Balancing caregiving obligations while working from home has been particularly difficult for many. As more employees return to in-person work, caregiving obligations change and evolve.
Impact of Work Policies on Family Functions
Presenteeism is a productivity issue caused by distracted workers or physically unwell. It occurs when employees are only partially focused on their work activities due to caregiving issues, family concerns (aging parents), illness, or injury. Employees experiencing presenteeism are, by definition, trying to give their best efforts but are physically or mentally unable to do so. Although not tracked like absenteeism, the presenteeism costs have been estimated to be more prominent in real terms as employees suffering from longer-term conditions see persistent drops in productivity.
Challenges of Remote Work During COVID-19
The COVID-19 pandemic brought significant challenges for those caring for aging parents while working from home. Balancing work responsibilities with caregiving duties led to increased presenteeism. As employees return to in-person work, these obligations are evolving, requiring new strategies for balance. The full effects of “remote work” on the employees are not fully understood.
Strategies for Supporting Caregiving Obligations
Employers who adopt programs specifically to address caregiving-related presenteeism by providing flexible work hours and encouraging involvement in caregiving activities are more likely to recruit and maintain a productive workforce.
Strategies and activities employers can implement:
- Awareness of Caregiving Responsibilities: Employers and employees should know the caregiving obligations and the associated tasks.
- Encourage Flexibility: Employers should encourage flexible work arrangements that allow caregivers to manage their responsibilities. The Family and Medical Leave Act (FMLA) entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons, including caring for a parent with a severe health condition. This ensures that employees can focus on caregiving without fearing losing their jobs.
- Avoid Costly Policies: Employers should avoid policies that significantly increase costs for caregivers, such as high penalties for late adult daycare pickup.
- Respect Caregiving Times: Meetings or work responsibilities should not impair caregivers’ ability to manage their caregiving duties. FMLA allows for intermittent leave or a reduced work schedule when medically necessary. This flexibility can be crucial for employees who need to attend medical appointments, provide daily care, or respond to emergencies involving their aging parents.
- Accommodate Caregivers: Single caregivers or those with additional responsibilities may have unique needs.
- Coordinate with Caregiving Services: Employers should help employees connect with caregiving services and resources.
- Communicate Responsibilities: Employees should inform employers of their caregiving responsibilities to facilitate accommodation.
- Support During Emergencies: Employers should work with employees to ensure they can promptly attend to emergencies without fear of retribution. By providing job protection and the ability to take leave without fear of job loss, FMLA can reduce stress and anxiety for employees balancing caregiving and work responsibilities. This, in turn, can improve overall well-being and productivity when the employee returns to work.
- Promote Employee Assistance Programs (EAPs): Encourage the use of EAPs if employees face overwhelming caregiving issues.
- Align Incentives: Internal company financial incentives and production goals should align to avoid accidental pressure on caregivers not to meet their caregiving obligations.
Typical Caregiving Responsibilities
Employers should be aware of the typical caregiving responsibilities to support their employees’ obligations better:
● Medical appointments
● Medication management
● Daily living activities (bathing, dressing, eating)
● Transportation to and from medical facilities
● Emergency care
● Coordination with healthcare providers
● Home safety modifications
● Financial management and assistance
● Social and emotional support
● Legal and estate planning
Conclusion
Employers who support family caregivers will have better presenteeism and greater employee retention if they understand and support their employees’ caregiving responsibilities. Front-line supervisors should be aware of typical caregiving tasks and work with employees’ schedules and obligations to facilitate an engaged and productive workforce. Employers can create a balanced approach that promotes growth, innovation, and safety by fostering an environment that encourages learning from successes, recognizing the challenges of new tasks, and establishing well-thought-out guardrails. Incorporating checklists and supportive measures ensures consistency, facilitates training, and enhances compliance, ultimately contributing to a more effective and successful learning environment.
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