Employers can ease transition for caregivers

It’s been said there are three types of people in the world: those who have been caregivers, those who are caregivers and those who will be caregivers. In light of this, employers need to be prepared for employees, or themselves, to be among the rising numbers of caregivers.

The average caregiver is 50ish, female and employed. How many people in your office fit that profile? If you are an employer, are you prepared for the needs of a caregiver in your office? Have you thought about what you would do in such situations, short-term and long-term?

President Barack Obama has designated this National Family Caregivers Month.

Someone recently told me her employer suggested it might be time to move her parents to a nursing home because her job was more important. I was shocked to hear that. Dedicated, loyal employees who do their job well are hard to come by. When such employees become caregivers, employers should offer support to the greatest extent possible, as long as possible.

Imagine that a key employee moves a frail parent into his or her home. Is an employer’s first thought how this will affect the company or how it will affect the employee? If the first thought is the employee, accommodation for a caregiver may be possible.

These are some guidelines for employers. First, give caregiver employees peace of mind that you may be able to work this out. This assurance will enhance the loyalty of any dedicated employee. Next, imagine what you would need if you were in that situation. Talk with the employee about his or her needs.

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