How to support an employee who is caring long-term for someone using reward and benefits
Mental health charity Mind defines a carer as a person who provides “(unpaid) support and care for someone who has an illness, disability, mental health problem or addiction”.
Carers at work
There are currently an estimated 6.5 million unpaid carers, according to figures from Carers UK. This accounts for a significant proportion of the UK workforce, with around one in seven (roughly five million people) having caring responsibilities for someone else.
The challenges of caring can have significant impacts on the workplace. Carers UK’s Caring and Isolation in the Workplace report (2015) shows that one in five unpaid carers leaves or turns down a job because of caring responsibilities. On top of this, over half (57%) of carers feel that their responsibilities negatively affect their wellbeing.
How employers can help
Although caring can be very rewarding, it can also impact health and wellbeing. For example, mental health is a huge consideration for working carers that employers must take note of. Stress, anxiety, lack of sleep, and financial worries are all commonly reported mental health concerns among carers.
The right guidance and support can sometimes be hard for working carers to find; almost three-quarters of carers say that they feel isolated or lonely in the workplace, according to Simplyhealth/YouGov Everyday Health Tracker (2017) findings. But there is plenty an employer can do to help. Here are four ideas for how to use reward and benefits to support carers in the workforce.
1. Employee assistance programmes
One of the most comprehensive support systems an employer can offer is an employee assistance programme (EAP). Access to this type of service that includes advice and counselling can be an invaluable source of help for working carers. Or for those who have a mental health concern, or are seeking advice on care-related issues. And most importantly, many EAP services are available on a 24/7 basis, so busy carers can reach support at a convenient time.
2. Flexible working
Being able to adjust working arrangements, or work on a flexible basis is key for working carers. Remote working, condensed hours, or flexitime can allow carers to structure their working day around other commitments; such as a particular caring routine, when they can get help with caring, or to attend appointments with the person they care for. Employers should ensure that all employees are aware of how to request flexible working, if needed.
3. Employee discounts
Financial worries are commonly cited as an issue among working carers. According to Carers UK, six out of ten carers have faced debt because of their caring role. Providing access to an employee discounts platform can help ease some of the financial pressures working carers might face; whether it’s household bills, Christmas shopping or savings on family days out.
4. Health cash plans
Healthcare can also be a costly expense. Health cash plans can offer a financial solution to this, through enabling employees to claim money back towards their healthcare, such as visits to the dentist or optician, treatments with the physiotherapist or podiatry. They can also be a cost-effective and accessible way for employers to support health and wellbeing.
As people live for longer, it’s likely that the number of working carers in the UK will grow. The effects of caring on wellbeing shouldn’t be underestimated. We recently teamed up with our client, Alzheimer’s Support to highlight the wellbeing issues that can happen in the care industry, as well as share ideas for how employers can help their working carers. You can watch the video here:
This article is provided by Simplyhealth.
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