Why employee caregivers need better support, and how HR can help

Professional caregivers undergo unique pressures compared to other industries. Their success relies on the comfort and well-being of someone else, which sometimes means compromising their mental and physical health. Many employees work full-time jobs, then continue working at home to take care of loved ones. While it is rewarding, it is a unique type of pressure. More robust support from HR departments mitigates these burdens. How can you improve resilience in employees who are also caregivers?

The persistence of compassion fatigue and caregiver burnout

Compassion fatigue — or secondary traumatic stress — is common in caregiving and adjacent sectors like emergency response. However, anyone who is a constant caregiver at home can experience it regardless of industry. Your employer may provide medical support with conventional health care coverage, but these workers need specialized attention and benefits.

The pressure and stakes of their responsibilities impact their lives more immediately and severely. They could suddenly feel anxiety, exhaustion or trauma by surrounding themselves with these struggles daily. Some have the opposite reaction, losing motivation and becoming numb to the circumstances because they believe they are not doing enough to help. Eventually, their caregiving role influences their day job, too.

Caregivers may find they experience compassion fatigue, feeling hopeless alongside physical symptoms like headaches and fatigue. These side effects describe how your impact as an HR professional can improve employees’ lives.

The ways you can empower caregivers

The world will need more caregivers in the near future, as the number of people 65 and older increased 73 per cent between 2011 and 2019. More are living longer, aging in place and requiring extended periods of dedicated attention. This means more employees could be in this dual position in the coming years, and HR teams can prepare.

Keeping these individuals staffed and motivated in these emotionally challenging positions will ensure everyone receives the care they need. These are the most immediate and impactful ways to reduce the physical and emotional burdens caregiving employees frequently experience.

Implement caregiver-friendly workplace policies

Your company should look to accommodate the distinctive needs of caregivers by instituting sympathetic policies. Several ways to accomplish this include:

• Offering hybrid work environments.
• Encouraging flexible working hours.
• Expanding on-site amenities for more restorative breaks.
• Adding mental health days in addition to traditional sick time.

Businesses can even create more socially empowering programs, like job-sharing and buddy systems. When fatigued employees need more support from a peer, they can request assistance to share workloads. The division of labour disperses the emotional weight of workplace responsibilities, so they can feel less intense. This does not have to be a requirement, but the option could benefit many people.

Empower managers with tools and skills

Caregivers know their work-life balance and circumstances, but team leads and other stakeholders should also improve their awareness. Managers must be able to identify opportunities to support their team members. HR teams can equip them with the tools they need to assess employee well-being and develop plans if individuals need attention. They can also learn ways to perform regular emotional check-ins by establishing a culture of transparency.

Create a robust compassionate leave policy

Many do not use all their benefits for several reasons. They may feel guilty for taking time off work, as it can put responsibilities on others or have other repercussions. A mere 29 per cent of Canadians took advantage of all their vacation time in 2022, with a large percentage saying they do not plan to travel for holidays.

Additionally, in the U.S., over 50 per cent of workers do not leverage all their paid time off. The numbers highlight a problem with Western work ethics, which your department can change. You can encourage more people to use leave policies by making them easier. Streamline request processes by using tech to your advantage. Additionally, remind caregivers that there are no consequences for taking time for themselves to recharge and prioritize their family.

Support mental health in the workplace

Adjusting workplace cultures takes time, but it starts in HR departments. Advertise mental health services and invite open discourse about these topics by:

• Promoting complementary counselling services.
• Starting stress management programs like yoga or meditation during work hours.
• Sending emails reminding staff of resources like the Ontario Caregiver Organization.
• Hosting company-sponsored wellness events.
• Publicizing small triumphs throughout the team to make them feel acknowledged.

Promote awareness and education

Psychologists and workplace experts discover new insights about the impacts of caregiving every year, including better ways to combat the adverse consequences. Everyone should know some of the most common warning signs of caregiver burnout or compassion fatigue, which can include, but are not limited to:

• Anger
• Social withdrawal
• Lack of focus
• Sleeplessness

Business-wide educational initiatives can help the entire organization empower people working more jobs than just those in the office, not just managers and HR teams. If everyone understands what they go through, affected employees could be more willing to ask for help and seek aid faster.

Supporting those who support others

Your team can be the best resource for caregivers by diversifying benefits and providing curated services for their specific stresses. The need for them will only rise as populations reach higher average ages. Therefore, fostering a strong, tenured workforce is crucial for providing for those who need it most later in life.