By 2025, in the UK, it is estimated that more employees will have an eld...
By 2025, in the UK, it is estimated that more employees will have an elderly dependent than a child. With this in mind, organisations need to support by doing the following:
Tangible support and allowances: This includes support across paid time off for personal needs, and elder care allowances to cover a percentage of finances towards elder care expenses. Employers can pay for elder care costs, including back up elder care for those days when the primary care provision falls through.
Benefits may also include provision of full or partial payment for services i.e. legal, financial, educational, or dependent-care services.
Outsource personalised support to experts: Providing information or resources about caregiving, health conditions, and where to turn for help, can be incredibly beneficial for working caregivers. Access to 1-1 support with experts is invaluable.
This includes professional expertise for assessing the elder’s needs, eligibility and payment options for outsourcing elder care, and packaging together the needed services.
Flexibility policies: Working caregivers routinely note the importance of both flexible work hours and being able to take unscheduled time off when needed to handle elder caregiving responsibilities.
Emotionally supportive culture: Just like childcare, normalising the need for elder care and creating a workplace culture that provides emotional support from co-workers and supervisors in the workplace, can go a long way to helping employees feel valued and remain loyal.
Research repeatedly shows that when management demonstrates an understanding of the value of a healthy family life, it can increase employee commitment.
myTamarin can help across all these areas so book a discovery call today to find out more.