HR advice for reconciling work and caregiving

HR advice for reconciling work and caregiving
HR advice for reconciling work and caregiving

Balancing work and caregiving involves numerous
short and long term benefits for businesses.

Professional burnout, work overload, absenteeism and
staff turnover rates are energy-intensive and can have
financial consequences not to be underestimated. Adopt good
practices to support employed caregivers
helps reduce these costs while promoting well-being,
employee engagement and retention.

Recognize them in your teams

A caregiver is a person who supports someone
member of their entourage (relative, friend, neighbor) with a
permanent or temporary incapacity.

At work, the commitment of caregivers can
lead to repeated absences or hasty departures – the tip
visible from the iceberg. However, they are above all dedicated people,
a quality that often goes hand in hand with the desire to contribute
actively contribute to society in their professional life.

According to the organization Proche aidance Québec, instigator of the project
Close support-work balance, put in place measures to
these employees can help them feel that their dual role is valued
and supported. These people especially need flexibility, respite and
support, fringe benefits that you are able to provide them with
to offer.

Know the laws and possible measures

To do this, you don’t start from scratch. In Quebec, the Act respecting
labor standards provides for 10 days of leave per year for
caregivers, two of whom are paid. Moreover,
Canada’s Employment Insurance allows an employee to receive benefits in the event of a long-term absence to care for a
sick, seriously injured or dying person.

You can also put in place voluntary measures: offer
more flexible working hours and vacation choices, making
more accessible unpaid leave, encourage teleworking, create a
employee assistance fund or even offering telemedicine.

Prepare an effective and human meeting

To determine appropriate accommodations, a meeting that
will have been well prepared. First of all, you have to choose a
quiet time and allow enough time for discussion.
Find out in advance about the existing measures in your
organization – in the collective agreement or family policy –
work, for example.

Prepare the exchange by targeting the information to be collected and
thinking about what measures you could propose. During the
meeting, listen to possible solutions and compromises
proposed by the employee.

Offer clear accommodations

Before committing to concrete actions and proposing
accommodations, take the time to think and consult your
superiors or associates in order to measure all the repercussions.
Tell the employee that the measures can be re-evaluated depending on
needs and check what information can be
shared with colleagues.

In the medium term, you can also implement a policy of
work-care balance. The advantages are numerous:
establish clear and uniform guidelines, reduce the risk of conflict
and create a healthy and fair work environment for all.


This content was produced by Mishmash Brand Studio in collaboration with the advertiser. The journalists of News were not involved in the production of this content.

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