It is never very easy to cope with the stresses in the workplace, but especially so when there are additional pressures caused by caring responsibilities at home.
The carers in the workplace are not a homogenous group. There are distinct phases with a pattern of being responsible from children – such as pre-school age, primary and secondary school stages, although this does not take into account the further pressures of caring for a child with a disability. In addition, there is the unpredictability of caring for someone who is older, and/or has a disability or an illness. There is also the recognition that there are many who are in the ‘sandwich generation’ in caring simultaneously for people at both ends of the generational scale.
Such is the strain especially among single mothers (‘Careers and Carers: Childcare and maternal labour supply,’ Resolution Foundation, January 2014). In 2010, 55 per cent of single mothers were in employment compared to 72 per cent of mothers who had partners.
The same Resolution Foundation report stated that many mothers take on reduced hours jobs in order to look after their children and because there is a dearth of full-time jobs that will allow flexibility. Many of the part-time jobs are in low skilled roles, with lack of training, non-use of skills previously acquired and lack of income.
There is the increasing and particular problem of workers looking after a loved one living with dementia. The disability affects nearly 700,000 people in England alone, so thousands of working friends and relatives have taken on the role of carer. In 2014, it was estimated that 50,000 would have left their employment and 66,000 additional employees would have made adjustments at work, according to figures from Public Health England, in order to care for someone with that condition.
It could be that these employees are looking after people who themselves have not been able to continue working. An example is that cancer patients are being forced into not working due to the effects of surgery and the higher levels of depression, with mouth cancer patients being worse affected. According to the journal ‘Head & Neck’ (April 2014), a study of head and neck cancer patients has indicated that 40 per cent of this category had lost employment five years after diagnosis, when only one in three managed to secure work. Their lower social wellbeing and higher depression levels (including dangerous levels of alcohol consumption) could cause additional challenges to the carer.
One in three employers are offering leave to employees who are facing both work and care commitments, according to research by Xpert HR (12 May 2014), and the average amount of leave is 6.3 days a year.
In addition, many employers are also offering the right to flexible working, with 100 per cent of these requests being granted.
The research also found that 38.9 per cent of companies have a written policy covering the right of carers. However, only one in 10 has a dedicated written carers policy, with other incorporating their arrangements in another policy, more typically their flexible working policy.
Rachel Suff, the author of the report, commented: ‘Enabling carers to work flexibly could be key to helping this group of employees to meet their work and caring responsibilities. It is testament to the positive level of employers’ support for carers.’
Ms Suff added: ‘Employees who have care responsibilities in the workplace often form a hidden group but can face a number of difficult issues – physical, financial and emotional. Organisations that deal effectively with their obligations towards carers can reap the benefits in terms of enhanced employee engagement and retention.’
In a press release by the CIPD (‘Employers struggle with absence levels due to ‘secret’ carers, reports CIPD,’ 6 October 2014), it was reported that one in three employers state that absence levels have risen because their employees are struggling to cope with their caring responsibilities outside of work. Flexible working arrangements are the most common form of support (68 per cent) followed by compassionate leave (53 per cent) and (paid or unpaid) carers’ leave (48 per cent). In addition, 42 per cent of organisations offer access to financial services and three in ten offer career breaks and sabbaticals.
Dr Jill Miller, a CIPD Research Advisor, commented that it was vital ‘that employers have strong wellbeing policies in place, and communicate the benefits to their employees, who all have the right to request to work flexibly under new legislation. But most importantly, line managers need to receive adequate training on how to have constructive discussions with their staff about the various benefits available to them. And it’s proven that flexible working can improve engagement and productivity within the workforce. With this in mind, hopefully in the future more workers will be able to handle the demands of caring.’
Emily Holzhausen, the Director of Policy at Carers UK, observed: ‘3 million people are juggling work with caring for an older or disabled loved one. Without the right policies in the workplace and the support of good quality, flexible and affordable care services, these employees often feel unable to juggle it all, with millions feeling they have no alternative but to give up work to care. We estimate this costs businesses £3.5 million a year, with extra costs to the economy and to the families themselves in lost earnings and pension.’
It is the responsibility for us to care for the carers. For we are commanded to ‘Carry each other’s burdens and in this way you will fulfil the law of Christ.’ (Galatians 6: 2) We can do this because we are sustained by our heavenly Father – ‘Praise be to the Lord, to God our Saviour, who daily bears our burdens.’ (Psalm 68: 19)
In the workplace and elsewhere, we should be looking out to support the carers.
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