Why it's impossible to ignore family and caring commitments

Brexit is coming, we all know that. The anticipation is that there will be less people in the UK to do the jobs that need doing. So what adjustments as employers do we need? How can we manage our existing workforce better, engage them so that they don't disappear to the many jobs which are available elsewhere?

A recent study on family and caring commitments by Benenden Health has some really interesting findings, a few of which I will share with you here:

- not including matenity and paternity leave, the average UK worker takes 5.3 days per year for caring and family commitments

- ONS (Office of Natioanl Statistics) figures in 2017 state that each employee takes 4.1days on average per year in sick leave: the fact according to the study, is that caring and family commitments are more significant to the UK workforce that sickness and absence

- the study believes it is more complicated. workers mentioned taking sick leave in order to fulfil their commitments

- 64.1% of employees surveyed said they suffer from stress (as a result of balancing their work and caring commitments), which is likely to impact performance at work. And cause even more sickness and absence.

And what effect the lack of sincerity or adequate flexibility in terms of caring and family commitments?

22.4% of respondents stated they’ve considered leaving their job due to a lack of flexibility and support from their employer over their family care commitments.

So are our high sickness and absence figures due to caring and family commitments? Are we alienating great talent with family and caring commitments? If so, is it not better to address these issues head on and put something in place for carers and those with families in your organisation. The battle for talent demands it...

* source Benenden Health, October 2018

So what to do? The study also has some positive suggestions, not all of which will fit every organisation:

1. Provide a 24/7 mental health helpline

2. Provide access to independent care advice

3. Create clear and transparent policies. Some of the stress caused is due to employees not being certain where they stand in terms of their employment rights

4. Consider flexible working where possible, working from home and flexi time being two examples, but there are many more.

5. Improve your communications: better technology means we can work from anywhere. Clear and concise management communications relieves the stress, and / or opens the communications channel betweenemployees and employer.

6. Return to work conversations when employees return to work. It's good practice. It's essential to understand the reason for the absence. It makes is so much easier to support someone rather than "guess the reasons" . It's also an opportunity to discuss what happens in the future to minimise inconvenience.

7. Foster compassion in the workplace. Training, policies, and informal comms. Carers and those with families will then see these issues are taken seriously and again, alleviate some of the stress and worry. .

The return? Most employees will run through walls for you if you do the above.