Many carers don’t identify themselves as a carer. They can feel that the role they take on is a natural one and everyone would do the same for their loved ones.
Employers should take a proactive approach to help employees to identify themselves as carers and establish effective employment support. Having a well-established, early identification process in your workforce can minimise difficulties at work or longer term impacts (e.g. absenteeism). Sometimes simple changes can help carers to feel supported and to balance their caring role alongside their paid work. Depending on the size and the structure of your business you can choose different ways to make sure you support the self-identity of carers.
TIPS for Employers:
– Make sure there is clarity around what is meant by the term ‘carer’ within your workforce.
– Establish and maintain a system to enable carers to identify themselves if they choose to. Remember people can become a carer overnight so ask the question regularly.
– Introduce a question around caring into application forms, staff induction, employee surveys or questionnaires.
– Provide regular opportunities for employees to tell you if they have a caring role or changing circumstances (e.g. supervisions, appraisals, return to work interviews).
– Introduce a voluntary Carer Passport/Carer Register.
– Develop a specific Carers’ Policy, preferably in consultation with employees.
– Consult with staff on the development and reviews of this policy.
– Make sure that existing and relevant policies are communicated to all employees.
– Make sure information is available and well promoted and there is knowledge of the minimum statutory employment rights for employees and working carers within your workforce.
– Signpost employees with a caring role to external support organisations such as the local carer centre.
– Encourage employees with a caring role to form an informal peer support network.
– Train your Line Management by providing carer awareness training, your local carer centre may be able to help.
