Caregiving doesn’t come with a time clock—and the demands don’t pause when the workday begins. For employees juggling both roles, the boundaries between home and work blur.

According to Research on Aging Policies and Practice (RAPP), as of 2018, “one in four working-age Canadians, totalling approximately 5.2 million individuals age 19 to 70, were family caregivers.” Based on RAPP’s analyses of Statistics Canada’s 2018 General Social Survey on Caregiving and Care Receiving, respondents indicated that most employed caregivers work full-time jobs of 30 hours or more per week, and over half are women who, on top of their paid work responsibilities, spend more time on care tasks than men. As aging populations continue to grow, this number is projected to double over the next 20 years, further straining Canada’s health care system and presenting challenges for organizations.

How can benefits be designed to support empathy without sacrificing performance?

The Role of a Caregiver

In Robert Gould’s Plans & Trusts article, “Care for the Caregiver,” he notes that employed caregivers contribute to their families’ well-being, their workplaces and society at large; however, balancing caregiving with their careers often goes unnoticed by employers, policymakers and the public.

Gould writes that, “caregiving involves supporting individuals with physical, intellectual or developmental disabilities, medical conditions, mental illness or age-related needs. This multifaceted and often demanding support is typically provided by unpaid family members, friends or others who have a personal relationship with the individual rather than a professional role. It excludes parents or guardians caring for a child without disabilities, medical conditions or illnesses. Caregiving also involves advocating and representing the person when they can’t do so themselves.”

In June of 2016, Gould’s wife received a stage three colorectal cancer diagnosis, which began a three-year journey of medical appointments, surgeries and chemotherapy. As a caregiver to his wife and parent to their four children, Gould said their lives underwent a profound transformation. “Nothing can prepare you for the whirlwind that is unleashed upon receiving the news of a cancer diagnosis.”

Gould observed firsthand that “the two most important factors in the wellness equation are time and money. I wish I had had more of both.” Despite investigating government benefits for leave from work, the available support was insufficient to cover the family’s expenses.   

Although his employer did not have a formal wellness program, Gould acknowledged that the organization’s support and that of his co-workers, as well as having the accommodation to work remotely to attend to his wife’s medical needs, were crucial.

Support Matters

Gould was fortunate to have a strong network of family and friends to lean on, but even with that support, the demands were relentless. “Juggling work, household responsibilities, looking after the kids, advocating for my wife and navigating the health care system while trying to stay positive took its toll on my well-being,” he said. “Exhaustion became a constant companion. I neglected self-care and felt a persistent sense of guilt and inadequacy.”

Research backs up Gould’s experience. According to a recent National Caregiving Survey, caregiving is an ongoing responsibility throughout the day and often lasts for years.

• The average caregiving relationship lasts 4.6 years.
• Caregivers provide an average of 5.1 hours of active care each day.
• 41% of caregivers live with the person they care for.

The survey also found that caregivers are not accessing support and services and find it difficult to do so.

In the past year:

• 25% of caregivers sought information about support programs, services or benefits.
• 24% received support or services for their main care recipient.
• 21% tried to access caregiver support, services or benefits.
• 11% received financial benefits for caregivers.

“I always felt I was letting people down—my wife, children, friends, co-workers, boss and clients,” Gould said. “I was reluctant to ask for help. I struggled with the perception of imposing on others who had their challenges to contend with.”

From Stressed to Supported

Gould points out that supporting employees with caregiving responsibilities isn’t just the right thing to do; it’s good business. It builds loyalty, strengthens staff morale and workplace relationships, decreases turnover and reduces the cost of replacing employees, lowers employee stress and results in fewer unplanned employee absences from work.

Gould adds that employers can take practical steps to support caregivers by following the Government of Canada’s recommendations.

• Learn about community programs and services for caregivers.
• Consult with other companies and organizations to share and explore promising practices and consider innovative solutions and measures.
• Review and build on existing workplace policies and supports to be sure they take account of and meet the needs of employees with caregiving responsibilities, such as diversity and wellness strategies, as well as employment assistance programs.
• Create a caregiver-friendly environment. Develop supportive policies and practices that encourage employees to share their caregiving situations.
• Offer options to increase flexibility in the workplace.
• Share information about available workplace and community resources that support employees with caregiving responsibilities and the people they are caring for.
• Consider policies such as a compassionate care benefits top-up, funeral or bereavement leave, and a gradual return-to-work program.
• Inform employees about government resources that may be available to them.

Providing employees with information and resources about caregiving is a simple, cost-effective first step, Gould says. Offering training and education can raise awareness and foster understanding in the workplace. He adds that employer-sponsored subsidies and government funding strengthen that foundation. Expanding government benefits and tax credits, meanwhile, give caregivers the essential support they urgently need.