People can become a carer overnight and the hardest aspect of caring is predicting what the future may bring and how it will change the circumstances and impact on their family and work life. Looking after someone with a long term illness or substance misuse means that conditions can vary daily, so managing tasks can be tricky to fit into working life. Small and simple changes and adjustments at work can make a big difference in supporting the employee with a caring role to manage their life better and stay at work.
Working carers may need:
– Access to a telephone, with privacy, to check on the person they care for. Carers could be entitled to have their personal phones close by or have access to a phone in a private room to make calls.
– To leave work suddenly in an emergency. A reserved parking space close to the exit of the building can help carers in crisis or those going through a difficult time. Employers can convert a parking bay next to the disabled parking bays into carer parking and the employee with a caring role can request approval to using it for a period of time from HR or line management.
– Permission from their line manager to leave work promptly and to be able to leave the building via an easy route.
– A change of work location or to work from home, adjusting start and finish times occasionally and when it is appropriate. Employers can give line managers more autonomy to allow them to manage carers within their team e.g. negotiate flexible working arrangements or authorise short-term care arrangements, without deferring to more senior managers.
– Permission granted to attend medical and care meetings during the working day. Carers often need only an hour or less for an appointment, however, have to take half a day’s leave to accommodate the appointments. Employers can offer special leave entitlements e.g. carer’s leave or splitting leave into hourly blocks.
– Advance notice if required to work extra hours, attend meetings or travel for business purposes. Carers’ responsibilities can change on a daily basis, depending upon the type of support required by the person they care for. Employers can reduce the likelihood of carers being unable to attend meetings, business trips, if they give carers advance notice.
– Trained, well informed and supportive line managers. Employers can contact local carer centres for advice and information on available training and eLearning courses for HR professionals and line managers.
– Information about their local carer centre. Carer friendly employers can promote the local carer centre on posters in assembly areas and signpost carers to local support services.
– To speak with someone about their issues. Employees often feel more relaxed to share their issues with a colleague rather than with a manager. Employers can appoint a member of staff e.g. Carer Champion, who would act as a key point of contact for carers.
– Internal peer support group. Employers can encourage employees with a caring role to form an informal peer support group, allowing them to share and resolve issues independently.
– To see the support and commitment of their employer. Carers’ Week or Carers Rights Day is a good opportunity for employers to get involved and local carer centres are happy to help and work in partnership with local businesses.
