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Supporting Employee’s Caretaking Responsibilities
Employers who provide support for employees with caretaking responsibilities can see a boost in their employee retention. Consider some of these ways to best support your caretaking employees.

Home » People & Culture » Supporting Employee’s Caretaking Responsibilities

Supporting Employee’s Caretaking Responsibilities

Employers who provide support for employees with caretaking responsibilities can see a boost in their employee retention. Consider some of these ways to best support your caretaking employees.
As summer ends and fall begins, employees with school-age children may have increased caretaking responsibilities as their kids start a new academic year. In addition to other day-to-day challenges, parents are now dealing with school pick-up and drop-off, unexpected breaks, and other occurrences that could affect their work-life balance.

Employers can help out during this transition into the school year by acknowledging these changes and being prepared to offer flexibility. Consider some of the following ways employers can respond during this time.

Consider Supportive Leave Policies

Employers may want to review their leave policies. While an organization’s policies may accommodate ill employees, family members could also become sick. Consider offering flexibility that allows them to leave and care for their family members if needed. With COVID-19 still looming and cold and flu season approaching, illnesses may be inevitable.

Some employers have leave policies that allow employees to take time off when they or their family members are sick or need to receive vaccines for these illnesses. Consider reevaluating your current leave offerings to ensure they reflect these needs.

Remain Flexible

Remember that life happens, and unexpected circumstances will arise. Employers can consider providing remote and hybrid work models when possible or as needed. Even when remote and hybrid work is not feasible, flexible scheduling can allow employees time for other tasks, such as picking up their children from school. Further, your office could implement core hours to give employees some leniency regarding when they can start and stop their days. Whichever accommodations you choose, communicate with your employees that you are willing to work around events that may arise in their lives. This assurance may reduce stress during the back-to-school transition and could also have a positive impact on employee retention.

Make Caretaking Resources Accessible

According to a survey by Prudential, 45% of workers have considered leaving the workforce wholly compared to 19% of non-caregivers. While it may not be feasible for all employers to provide caretaking services directly, employers can help ensure their employees have access to those resources. Consider hosting a workshop, distributing a handout, or providing information through other means regarding caretaking resources. Helping employees feel supported during their search for caretakers or after-school programs for their children can go a long way in making them feel supported and may boost overall employee retention.

As summer ends and fall begins, employees with school-age children may have increased caretaking responsibilities as their kids start a new academic year. In addition to other day-to-day challenges, parents are now dealing with school pick-up and drop-off, unexpected breaks, and other occurrences that could affect their work-life balance.

Employers can help out during this transition into the school year by acknowledging these changes and being prepared to offer flexibility. Consider some of the following ways employers can respond during this time.

Consider Supportive Leave Policies

Employers may want to review their leave policies. While an organization’s policies may accommodate ill employees, family members could also become sick. Consider offering flexibility that allows them to leave and care for their family members if needed. With COVID-19 still looming and cold and flu season approaching, illnesses may be inevitable.

Some employers have leave policies that allow employees to take time off when they or their family members are sick or need to receive vaccines for these illnesses. Consider reevaluating your current leave offerings to ensure they reflect these needs.

Remain Flexible

Remember that life happens, and unexpected circumstances will arise. Employers can consider providing remote and hybrid work models when possible or as needed. Even when remote and hybrid work is not feasible, flexible scheduling can allow employees time for other tasks, such as picking up their children from school. Further, your office could implement core hours to give employees some leniency regarding when they can start and stop their days. Whichever accommodations you choose, communicate with your employees that you are willing to work around events that may arise in their lives. This assurance may reduce stress during the back-to-school transition and could also have a positive impact on employee retention.

Make Caretaking Resources Accessible

According to a survey by Prudential, 45% of workers have considered leaving the workforce wholly compared to 19% of non-caregivers. While it may not be feasible for all employers to provide caretaking services directly, employers can help ensure their employees have access to those resources. Consider hosting a workshop, distributing a handout, or providing information through other means regarding caretaking resources. Helping employees feel supported during their search for caretakers or after-school programs for their children can go a long way in making them feel supported and may boost overall employee retention.

The Last Word

The back-to-school transition may initially seem inapplicable to the workplace, but the reality is that many employees have school-age children and associated caretaking responsibilities. As a result, employers should prepare to be flexible and accommodate employees during this transition, and provide resources. These efforts can help make a difference and ultimately help attract and retain workers when attraction and retention are significant challenges for organizations.

For more general information on supporting employees, contact an InsureGood Advisor today.

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