With more baby boomers caring for aging parents while they approach retirement themselves, employers need to acknowledge and plan for the impact of eldercare on the workplace.
A recent seminar hosted by the Employee Assistance Programs Association of Toronto and led by Gillian Joseph, research associate with the Centre for Families, Work & Well-being at the University of Guelph, discussed the emerging issue of eldercare and its effects on employers and employees.
Until now, daycare has eclipsed eldercare as a major issue for employee assistance programs, Joseph remarked. But workforce demographics suggest that this is about to change. According to research, she said, over 1,000 people per day turned 60 in 2006, and by 2031, seniors will account for about one-quarter of Canada’s population.
From an employee’s perspective, caring for an aging loved one while working full-time is a serious balancing act. In addition to the physical and mental strain, some employees face the stigma associated with juggling work and home life. For example, said Joseph, males who are primary caregivers may be perceived as being unable to handle their workloads or not being serious enough about their jobs.
Failure to deal effectively with employees’ eldercare issues can mean significant costs for the employer. Joseph commented that, in Canada, the cost of absenteeism due to caregiver strain is conservatively estimated at $1 billion per year, adding that there are also indirect costs relating to decreased productivity, stress and other mental health issues, such as grief and depression.
“Dealing with people issues has always been a challenge for organizations,” said Joseph, noting that the strategies that organizations have in place to curb eldercare-related absenteeism may not be the ones that are most effective. However, ignoring the issue of eldercare won’t make it go away. Although it may be challenging at times, “caregivers often find that it’s a very rewarding experience and an important experience for them to undertake,” she added.
To minimize the current impact on their work environments and prepare for the demographic shift to come, employers should ensure that they have effective strategies in place to help employees handle eldercare responsibilities. Joseph suggested that these strategies could include providing flexible work time to employees, making information on eldercare more readily available and altering existing employee assistance programs.
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