The information contained in this article is not intended as legal advice and may no longer be accurate due to changes in the law. Consult NHMA's legal services or your municipal attorney.
In every municipal workplace, there are employees quietly playing the role of caregiver. By day they show up at work to serve their community. Outside of work they are helping an aging parent, supporting a spouse through an illness, or for a family member with a disability. Caregiving is often an unseen role, but it impacts employees at every level of an organization. When leadership recognizes caregiver responsibilities and creates a culture of support, they help employees succeed at work and at home.
Work life balance is hard in the best of situations. Being a caregiver requires wearing many hats and juggling responsibilities that sometimes interfere with work. For working caregivers in New Hampshire, 56% of caregivers report having to go into work late, leave early, or have taken time off and 16% have taken a leave of absence.
Because caregivers do a lot for others, their own self-care may be forgotten. They tend to have a higher risk of physical and mental health issues, sleep problems, and chronic conditions such as high blood pressure. Caregiver burnout is a state of physical, emotional, and mental exhaustion that can happen when time and energy is dedicated to managing the health and safety of someone else. According to the New Hampshire Alliance for Healthy Aging, 4 in 10 caregivers consider their situation to be emotionally stressful.
To better support employees with caregiving responsibilities, leadership may wish to consider the following:
Build a Supportive Workplace Culture
Create a workplace culture that is compassionate, empathetic, and does not make employees feel they must hide their commitments. Employers can put their workers’ minds at ease by showing employees it’s okay to put the needs of their loved ones first when necessary. This assurance can come from providing them access to paid leave benefits and leading by example.
Offer Flexible Work Arrangements
There is no one-size-fits-all scheduling solution for caregivers. Evaluate opportunities for flexibility on a case-by-case basis. Supervisors can often identify reasonable scheduling solutions that support both organizational needs and employees with caregiving responsibilities. For some, this may mean starting the day earlier and ending earlier. For others, it may mean blocking off certain hours of the day to attend appointments and letting their co-workers and managers know they will be unavailable during those times. Some job positions may be able to work remote or follow a hybrid schedule. Creating flexibility helps to take the strain off of employees and allows them space to find a work-life balance.
Promote Self-Care and Well-Being
Remind employees to care for themselves! Many workplaces offer mental health programs and have access to support group resources. Caregivers who pay attention to their own physical and emotional health are better able to handle the challenges of supporting someone else.
Self-care is personal. It includes, but is not limited to, prioritizing your physical and mental health by going to doctor’s appointments, focusing on sleep, nutrition, exercise, finding social support, having fun, and doing things that give your life purpose and meaning. Support your employees by giving them resources, time, and support to care for their needs.
When municipalities support employees who are caregivers, they invest not only in the well-being of their workforce, but also in the strength and resilience of the communities those employees serve.
Katrina Manning is a Wellness Advisor at HealthTrust and a certified personal trainer.