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You can take simple and effective action to help carers fulfil their caring duties – and, as a result, retain the services of these valued employees. Carer-friendly policies can also help you tap into a new source of unrealised potential – the 1.5 million carers of working age in the UK who are not working currently.
Flexible working practices – such as flexi-time, home working, annualised hours, shift swapping, staggered hours, job sharing, term-time working, and career breaks – can help a carer cope with work and caring commitments. These benefits help carers by addressing their individual situations. Flexible working, open to all, reduces resentment about “preferential treatment”.
Emergency leave is important to carers, who can be called home at short notice when care arrangements break down or the person they care for falls ill. Employers are required by law to give a “reasonable” amount of time off for emergences involving a dependant. Although this does not have to be paid, many employers do pay.
You can also introduce other leave arrangements to help carers. These include offering compassionate leave, or a system of planned leave; for example, to provide nursing care following discharge from hospital. Paid leave for emergency or planned caring can cut staff turnover, absence and employment costs. The evidence from employers themselves shows that it is rarely abused and increases people’s loyalty and commitment.
Helping carers can be simple, such as allowing them a longer lunch break to check on the person they are caring for. Managers play a key role in operating any carer-friendly policies and they may need training in order to provide effective support. Creating a supportive environment for carers also requires the endorsement of top-level management and input from human resources professionals.
You can offer workplace support such as establishing in-house carer networking groups and employee assistance programmes. Publicising policies on the intranet or in handbooks is also helpful. Smaller businesses find that just being open and flexible will be enough support. You could also refer employees to a carer's organisation, local or national, to get the right support. More practical support includes access to a telephone and car parking close to the workplace. Other flexible benefits could include disability or healthcare insurance and childcare or care vouchers.
