Supporting Caregivers in the Workplace

By Jennifer FitzPatrick

Most Americans caring for an older family member also work outside the home.  Care giving for an elderly loved one is stressful enough, but trying to manage a full or even part-time job simultaneously can be downright grueling.  What can employers do to assure productivity while supporting employees caught in this predicament?

Most employers know what to expect when workers have a new baby.  There is maternity leave and more recently even paternity leave.  Typically there is a plan in place because this type of leave is expected.  Coworkers have likely made arrangements to cover duties for a period of time until the new parent returns.  Once the employee returns to the office, there may be snags: the babysitter cancels, the employee is exhausted from minimal sleep so work is suffering, the employee is less willing to work overtime, etc. Good bosses are experienced in handling these issues and understand that such situations need to be managed in a way that respects the employee’s life changes while protecting the integrity of the workplace.

Unfortunately many bosses, even sensitive ones, are less experienced in handling caregivers of elderly parents.  Caregivers in the workplace are facing just as many challenges as new parents but unfortunately, have not usually prepared for them as well as new parents have.  While most new parents may not have everything organized as well as an employer might like, they have had at least some notice that they were going to be parents.  Frequently people become caregivers of seniors literally overnight.  Mom had a stroke yesterday.  Dad got lost walking around his neighborhood last week, drawing attention to the fact that his memory is fading.  Uncle Jim broke a hip this morning.  These are not occasions that anyone anticipates or eagerly awaits like the birth of a new baby.  Elder caregivers face remarkably similar challenges to a new parent.  Mom’s adult day care center might be closing early due to inclement weather.  Sleep may be lacking because the caregiver’s father with Alzheimer’s disease was up wandering all night.  The caregiver may be less inclined to work extra hours or travel for business during this hectic time.

How can employers support employees with care giving duties?  Consider these 5 strategies on how to make your workplace more caregiver-friendly.

1) Anticipate that care-giving issues will continue to arise in every workplace setting.  With the aging population explosion, there are more caregivers in the workplace each year.  Thinking ahead about how the organization can respond to these problems will be an investment in valued employees.  Most organizations are mandated to offer Family & Medical Leave Act (FLMA) time off but are there other benefits available through the workplace health insurance plan or an employee assistance program?  Can your organization develop some accomodating policies, such as more liberal telecommuting or longer penalty-free unpaid leave of absence options?

2) Foster a work environment that encourages open communication about personal matters that impact work.  It is much better for an employee to tell you what is going on with her mother than you wondering why she has been late six times in the last month.  In order to truly create this environment, managers need to be genuinely interested in supporting the employee through the tough time.  In these challenging economic times, employees are often reluctant to open up because of the concern that they will be penalized with lack of opportunity in the workplace or even downsized.

3) Put it in writing.  Supporting valued workers in their care giving duties is in the best interest of the organization and the worker.  The manager and the organization are more likely to get better work and increased loyalty from the caregiver.  However, it is always best to put any modifications to an employee’s work responsibilities or schedule in writing and to review them regularly.  The manager can address any problems that arise in a timely manner.  The employer can always rescind the special arrangement if the employee is not responsibly following it.

4) Understand that caregivers are vulnerable.  Caregivers do get sick more often than persons who are not care giving.  They have a harder time recovering from injury and illness.  They die prematurely more often than others who are not care giving.  Many caregivers assume the challenge of care giving alone or partner on care giving with only one other person.  Care giving for a senior is a enormous responsibility and the less people helping, the more prone the caregiver is to suffer health consequences.  Caregivers are also more apt than others to suffer emotional consequences such as guilt, anger, sadness and bouts with anxiety disorders and depression.  Encourage caregivers to seek help from resources such as their local Area Agency on Aging—to find the one serving your region, check out www.n4a.org .  The Alzheimer’s Association is an excellent resource for caregivers taking care of those with permanent dementia.

5) Think about having a “caregiver shower.” When there is a new mom or dad in the workplace, many offices will host showers.  If that is your organization’s culture, throw a shower for the caregiver.  Items given during such an event will vary depending on the individual caregiver and patient.  If the employee’s mom has Alzheimer’s disease, a DVD like the movie Casablanca may be a good gift since old music and movies can be therapeutic for persons with dementia. A book about care giving strategies might be a terrific present.  A gift certificate to a favorite take out restaurant is always a great idea since the last thing most care givers want to do when they get home from work is prepare a meal.

The more flexible a workplace becomes about elder care issues, the more likely a manager is to get the best productivity from caregiver employees.  Improving caregiver sensitivity at the office truly is a win-win for everyone.

Read other articles and learn more about Jennifer FitzPatrick, MSW, LCSW-C.

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