How many of your people are balancing their roles with the demands of caring for an ageing parent, friend, or relative with dementia? The truth is, many employers may not know.
According to Jennifer Liston-Smith, head of thought leadership at Bright Horizons, this is not uncommon. “Often, people supporting family members don’t see themselves as carers, or prefer not to talk about it, so it can be difficult to track – but it’s important to understand how to identify and support employees with adult caring responsibilities.”
A third of parents are also carers
According to Bright Horizons’ Modern Families Index 2024, more than one-third (36 per cent) of working parents in the UK care for both their children and a parent or other adult with additional needs.
This varies between sectors. For instance, 53 per cent of working parents in the legal sector report that they care for adult dependants, along with 50 per cent in the finance sector, compared to 30 per cent in the NHS and healthcare sector.
The true cost
Importantly, 91 per cent of those with adult caring responsibilities say it impacts how they work:
- 34 per cent say it changes the hours they’re able to work
- 30 per cent say it impacts the quality of their work
- 28 per cent have had to drop work at the last minute
- 23 per cent need to fulfil caring responsibilities during working hours
What’s more, 56 per cent of those who are also providing care for an elderly relative are likely to be looking for new employment, compared to the national average of 42 per cent.
How to help
Commenting on the findings, Liston-Smith says: “The workforce is now highly diverse and multi-generational. Therefore, finding and keeping top talent means appealing to everyone.
“The figures suggest employers will likely have a rising number of people in the ‘sandwich generation’, combining childcare responsibilities with adult care.
“The findings also suggest many employees with dependent adults don’t have sufficient information and support from their employers to balance their responsibilities. Caring for loved ones with conditions such as dementia can be very difficult, but many employees long to keep their ‘day job’ with its sense of identity.
“At Bright Horizons, we work with organisations to develop multi-generational and family-friendly cultures. There's a strong business case for creating conditions for everyone to thrive.”
The theme of the 2024 World Alzheimer’s Month campaign is ‘Time to act’. Here are five things organisations can do to help carers, including those whose loved ones have dementia:
Know your carers
Find out how many in your organisation are working carers. If you don’t yet have a 'carers network', one way to gauge your carer population is to run a webinar. Our clients find that a session like ‘Navigating the Care Maze’ quickly draws a good representation.
Help managers normalise the challenges
Caregivers face unique demands. Managers can’t solve everything, but awareness is key. Team members may need cover for medical appointments or breakdowns in care. Sincere 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's unpaid leave, or a fuller policy, ensure it is easy to access. If you’re able to adapt start and finish times, you might allow a caregiver to balance visits around meal times, without impacting productivity. Flexibility supports staff retention and willingness to go the extra mile.
Give access to experts
Coaching for individuals and their managers has a proven impact. Advice lines are also a huge saver of time and stress. Bright Horizons clients’ employees using our Speak to An Expert service say it helps them focus at work, knowing they have the best advice to hand.
Provide practical support
Increasingly, employers see care solutions as part of their Employee Value Proposition. A Back-Up Care programme provides a solution when arrangements break down, enabling your valued employees to work on a day they could not have otherwise. Another option is subsidised access to ongoing care.
Frequent promotion of the benefits you offer across life stages makes the workplace more supportive. Some employees are ‘preparing to care’ for ageing relatives and want to know about the available support (but may not want to ask). Others need help now, whether through a carer on their parents’ doorstep or an expert advice line.
Where to turn
Bright Horizons works with more than 400 leading employers in the UK, providing access to a wide range of services, including Back-Up Family Care, other practical resources and expert advice. Data shows these companies have collectively saved more than 150,000 working days per year.
If you are an employer and would like to discover more about Back-Up Care you can access our latest Back Up Care + Education Guide.
Alternatively to discuss providing Work+Family benefits with one of our team, please call on 0345 241 5309 or email employerenquiry@brighthorizons.com. Find out more by visiting Bright Horizons’ Work + Family Solutions at solutions.brighthorizons.co.uk.