Supporting the Elderly: Workplace Programs for Employed Caregivers

Abstract

An aging population and extended longevity are increasing the number of older people needing informal and family support. At the same time, women, the traditional caregivers, have entered the work force in record numbers. Consequently, concerns about how to care for dependent family members have become workplace issues. In response to the needs of employees who care for family members, employers have produced an array of policies, benefits, and programs, including flexible work schedules and information and referral services. Although these programs are a valuable complement to community services and government initiatives, relatively few employers have recognized the potential effects of caregiving on absenteeism, productivity, and turnover; even fewer have responded with workplace programs directed to the needs of their caregiving employees. To fill the gap, the government is considering mandating employee benefits, such as leave time for family illness. Community services are increasingly being directed to the needs of older people and their caregivers.

Caregiving and Work: Consequences, Correlates, and Workplace Responses

“…As Barr, Johnson, and Warshaw (1992) noted, much of the evidence of the impact of workplace elder care programs is anecdotal, based on limited survey data on program use or on data gathered internally through program monitoring.…”

“…Employees' use of workplace programs has been low, between 1% and 4%, according to reports of employers and elder care program vendors and evaluators (Barr et al, 1992). The decisions and factors related to employees' use of a workplace program offered by two employers were examined by Wagner and Hunt (1994).…”

Family Caregivers: Psychosocial Impacts and Clinical Needs

“…Ward-Griffin et al (2007) found that daughters engaged in "putting themselves in their mothers' shoes" (p. 15) and devising ways of protecting themselves from the hurt inflicted by their mothers as a consequence of the disease. Caregiving daughters also experienced considerable challenges in managing labor force participation along with informal elder-care roles (Barr, Johnson, & Warshaw, 1992;Fromme et al, 2005;Stone & Short, 1990).…”

Respite care

“…The competing demands of work and caring for a dependent relative can cause considerable difficulties for many caregivers. 13 A fifth of people who are in this position reported conflicts with their work, in other words, they sometimes have to work fewer hours, rearrange their schedules or take time off without pay. These problems were related to the degree of disability of the person that they had to supervise.…”