This is no longer an issue affecting only women in the workforce. It exists at the CEO level as well as the lower levels of the company echelon. It affects women, men, young and older workers alike. The implications of caregiving in the future are that there will be more elders who need care, fewer women to provide this care due to their work responsibilities and more men who will be involved in caregiving.

 The Workplace Impact    

The cumulative effects of caregiving can hurt a company's bottom line. Researchers have found that caregiving duties, if not supported, can be associated with decreased productivity, excessive phone use, absenteeism, distraction on the job, increased desire to quit, emotional and physical exhaustion, taking leaves of absences, turning down promotions, or choosing early retirement.

 A Met Life study finds the total cost to employers—including unpaid leave and cost of reduction of work hours from full time to part time—at over $17 billion a year. This study also suggests the total cost of losing an employee is half their salary. One estimate of quantifying costs of businesses without formal caregiving support programs suggest businesses could lose $3142 a year per caregiving employee in lost
productivity.

 The solution from the point of view of the working caregivers and from the financial perspective of the company is one and the same: provide a caregiver-friendly work environment. Companies recognizing this will achieve a more satisfied workforce with higher retention and an increase in the quality of their products and services. Working caregivers will no longer have to miss work or spend their work day worried about their elderly loved one at home.

 Creating a “Win-Win” Scenario

· Increased schedule flexibility.  The best thing an employer can give an overstressed caregiver is flexibility, through their schedules and shifts in order to meet their many caregiving responsibilities. Other examples of employer support that may be useful to working caregivers include:  telecommuting, not requiring overtime and minimizing transfers. Leave policies, flexible benefit plans, voluntary
reduced time and phased retirement, are not intended specifically for working caregivers, but they can be beneficial.

· Information and assistance.  Working caregivers need information on community services available to support the needs of elders. Generally this information is available to individuals during the workweek, which makes retrieving the information difficult at best while the caregiver is at work. It is invaluable to have locally accessible, expertise to provide referrals and advice, determine eligibility and payment options, assist with legal, financial and health insurance matters and package together the needed services.  Providing caregiver related workshops at lunchtime or after work is another avenue of reaching individuals who need the information. One simple way to provide assistance is to give your employees the ServiceLink phone number (1.866.634.9412) for information and referral to a variety of services in NH.

· Emotional support.  Emotional support for working caregivers can come in the form of support from co-workers and supervisors at the workplace, or allowing a support group for caregivers to be held at the worksite. 

· Direct services for elder care recipients.  Some companies help employees to deal with their dependent care needs directly by providing subsidies, vouchers, or discounts for dependent care services, such as an adult day center.

 Strategy for the Future

Managing work and family has become a major issue for a large and growing number of family caregivers and their employers. With the aging of the “Baby Boomer” generation will come a dramatic increase in the long-term care needs of our population. Companies, small and large, that invest in providing assistance to caregiving employees will not only help their workers, they'll also protect their bottom line.

 Need help strategizing ways to make your business environment more “caregiver friendly”?  Call Seniors Count at 603-621-3619.