Informal care is not only a private matter, but also a labor issue.
More and more employees are combining their jobs with caring for a partner, parent, child, family member or friend. This unpaid care, also known as caregiving, is of great social value. At the same time, the combination of work and care tasks can lead to extra pressure, fatigue and an increased risk of failure.
For employers, informal care is not only a private issue of employees, but an important point of attention within sustainable employability and absenteeism prevention.
More than a quarter of employees provide informal care
TNO research shows that approximately 27% of employees provide informal care in addition to work. This means that more than & eacute; & eacute;n in four employees combines work with care tasks. Due to the aging population, the increasing demand for care and the longer independent living of the elderly, this group is expected to grow further.
In addition, figures from the RIVM show that working informal caregivers are more likely to experience a high mental burden and experience challenges when combining work and privé.
The impact on health and employability
Informal care can be very satisfying, but often requires a lot of energy. Especially when care tasks become intensive or last for a long time.
Working carers experience more frequently:
- Stress and mental strain;
- Fatigue complaints;
- Problems with recovery and relaxation;
- A work-privé disturbed;balance;
- An increased risk of absenteeism and dropout.
Because carers often take their care tasks for granted, signals of overload regularly remain invisible to employers and colleagues.
Why timely support is important
When informal care requires a lot of time and energy for a long time, this can be at the expense of the burden of an employee. That is precisely why it is important that managers are alert to signals such as fatigue, concentration problems, frequent absence or increasing stress.
Research shows that understanding, flexibility and support from the employer contribute to a better balance between work and care. Open communication helps informal caregivers to discuss their situation before complaints or dropouts arise.
What can employers do?
Support does not have to be complicated. Small adjustments can often make a big difference.
Think for example:
- Flexible working hours;
- Hybrid or work-from-home options;
- Temporary adjustment of work;
- Regular conversations about load capacity;
- Coaching or guidance in finding a balance between work and privé;
- Refer to appropriate support when the pressure becomes too great.
By engaging with employees in a timely manner, organizations can help prevent overload and strengthen sustainable employability.
Informal care as part of sustainable employability
Sustainable employability revolves around the ability of employees to stay healthy, motivated and productive in work. This not only includes factors in the workplace, but also circumstances outside of it.
For a growing group of employees, informal care has a direct influence on their resilience. Organizations that pay attention to this invest in vitality, involvement and the retention of valuable employees.
Support via GatekeeperDirect
At PoortwachterDirect we support employees who experience difficulty with the combination of work and informal care. Our intervention Informal care helps employees to gain insight into their resilience, monitor boundaries and find a better balance between work, care and privé.
👉 Read more about our intervention: Informal care | GatekeeperDirect
Conclusion
Informal care does not stop when the working day starts. With ample é én out of four employees that combine work with care tasks, this topic affects almost every organization. By making informal care open to discussion and providing timely support, employers can contribute to the well-being of employees én preventing absenteeism.
Sources
- RIVM - Informal care and work. [rivm.nl]
- TNO - Handleiding Informal Care and Work. [publications.tno.nl]
