CIPD Voice: Issue 24
With an estimated 3.7 million carers in England and Wales, a growing number of people are having to juggle their jobs with caring responsibilities. A carer is someone who helps or looks after a family member or friend who needs care and support as a result of old age, physical illness, disability, mental health problems or addiction.
Last week, we launched compelling research with the University of Sheffield, examining how working carers combine their caring responsibilities with paid employment, and the difference employers can make by supporting them.
We also launched practical guidance to help organisations put in place proper, sustained support for working carers going forward.
Caring and the impact of COVID-19
The demands faced by carers have become even more acute with the ongoing impact of the coronavirus on society. Now, more than ever, organisations need to be aware of carers' concerns, and as supportive and flexible as they can be during a period of stress and uncertainty.
Yet the situation also presents an opportunity for employers, many of whom might have had their first discussions with employees about the vulnerable members of their household, or those who might be dependent on them for care. Employers can, for the first time, gain an understanding of just how many of their employees have caring responsibilities and provide the support they need.
The challenges of balancing work and care
Our research shows the real challenges of balancing work and care:
- 44% of working carers in England and Wales (around 1.6 million) are struggling to cope with the pressures of balancing their work and caring responsibilities
- 1 in 4 working carers have considered giving up their job entirely as many struggle to balance their responsibilities
- 30% have reduced their hours of work because of their caring role and 36% have refused a job offer or promotion, or decided against applying for a job, because of their caring responsibilities
- Further, 28% had not talked to anyone at work about their caring responsibilities. Among them, 39% said this was because they did not believe anything would change.
- Among those working in organisations that provided support for working carers, 43% reported high wellbeing, compared with just 30% in organisations considered unsupportive
- Supported working carers are also less likely to consider reducing their hours or quitting their job, potentially with lifelong consequences on carers and income.
- Talk to carers about what would best support them, as the most helpful solutions will often come from carers themselves.
- Employers should make sure they have a carer policy or guidance in place so carers know what support is available.
- They should also have a clear definition of what it means to be a carer (not everyone identifies as a carer and might not think to raise the issue with their line manager/ others might not feel comfortable sharing that information if they don't think they will be supported).
- Link to other provisions that are helpful like Occupational Health and Employee Assistance programmes or point to external sources of support (like organisations such as Carers UK and the NHS health check and information about the carer's allowance).
- Flexible working can be a great support to working carers struggling to juggle work and caring commitments. Caring responsibilities can be sudden and unpredictable, so it's important to think about how to provide informal as well as more formal options for flexible working (staggered start and finish times, compressed hours, working from home and time off for important appointments).
- Provide training for line managers on how to support working carers. Hold regular 1-to-1's, use positive language when talking about carers, make adjustments to work patterns to support caring roles where possible and be knowledgeable about the organisation's policy and guidance.
Claire McCartney: Senior Policy Adviser, Resourcing and Inclusion
Claire is the Resourcing and Inclusion Policy Adviser at the CIPD. For the last two years she has been running her own research and consultancy organisation.
Claire specialises in the areas of diversity & inclusion, flexible working, resourcing and talent management. She has also conducted research into meaning and trust at work, age diversity, workplace carers and enterprise and has worked on a number of international projects. She is the author of several reports and articles and regularly presents at seminars and conferences.
Prior to her roles at the CIPD, Claire was Principal Researcher at Roffey Park where she conducted research projects into a variety of topics including Roffey Park’s annual Management Agenda survey, work-life balance, flexible working, employee volunteering, talent management, and diversity. Claire has also worked with a range of clients on tailored research needs.