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.

Organisations should have an elder care policy in the workplace to provide clear guidelines and support for employees who have elder care responsibilities. An elder care policy ensures consistency and fairness in how the organisation addresses care-related issues. For an example template of a robust elder care policy, feel free to leverage our elder care policy template under our elder care resources.

There are many kinds of elderly care services available in the UK. The NHS and Social Services provide various free governmental care options, as do various other charities and organisations developed to provide specialist care for older people.

From homecare and home adaptations to care homes and specialist housing—there are plenty of options for assistance and additional benefits if you follow the correct guidance.

Main elder care options include:

Residential care homes: designed for individuals who do not need 24-hour nursing care but are unable to care for their daily needs and cannot live independently. Staff will support individuals with personal care (taking medication, washing etc).

Nursing homes: offer personal care as well as 24-hour assistance from qualified nurses. They are able to provide a higher level of care, meaning that they are more expensive (roughly £180 more/week than residential homes).

Dementia care homes: specialised care for those with dementia - trained staff experienced in dementia care to ensure the residents' safety and comfort at all times.

Live-in care: Involves a dedicated, full-time, carer moving into the individual's home to support with care needs and domestic tasks. This option allows the individual to keep their independence and routine.

As well as the free care provided by the NHS and the government, there are also various paid-for services; funding for such services is often available to help pay for the necessary support, along with several allowances for different types of carers.

As an employer, elder care benefits offered to staff will help them through a sensitive time. This type of support will maximise their efficiency at work, help maintain an achievable schedule around their duties, and build the employer/employee relationship.