Caregivers are the invisible workforce within your organization; employees who balance their primary job with what amounts to a second, unpaid full-time job. According to the Canadian Centre for Caregiving Excellence, caregivers provide an average of 5.1 hours of care daily, which is nearly equivalent to another full-time job.1
Why is caregiving so difficult?
For many caregivers, day-to-day, they execute a variety of tasks, such as:
- Liaising with health providers;
- Providing socialization;
- Transportation;
- Feeding and/or preparing meals;
- Transferring/lifting;
- Managing difficult behaviours;
- Administering medication;
- And much more.
Given the unique needs of each situation, caregivers are always on call. This state of perpetual alert—oscillating between a focus on work, family and the next urgent care need—degrades mental and physical health over time. According to Ipsos and Home Equity Bank, this is especially true for those in the “sandwich generation” (those caring for both children and aging parents), with 67% worried that elder care will directly impact their career security.2
Assuming responsibility for a care recipient often comes with unexpected financial costs. On average, 22% of caregivers spend at least $1,000 per month in out-of-pocket expenses.3 The average cost for Canadian caregivers has risen to over $5,800 annually as of 2022.3
Underlying the mental, physical, financial and emotional drain of the day-to-day challenges, caregiving operates as a long-term, often unpredictable stressor. It is not a challenge that operates with a clear end date, but rather an ongoing responsibility that can change unexpectedly.
What are the signs of caregiver stress?
According to the Canadian Psychological Association, many caregivers report:
- neglecting their own health,
- failing to book their own medical appointments,
- eating a poor diet or skipping meals,
- not getting enough sleep and
- not tending to their own emotional or psychological distress.
In extreme cases, this can surface as chronic stress or burnout, increased feelings of resentment towards friends and family members, feeling helpless, hopeless or isolated, or depression. One in four caregivers reports fair or poor mental health, with 47% feeling tired, 44% feeling worried or anxious, and 37% feeling overwhelmed because of caregiving responsibilities.3 As a result, 59% of caregivers report needing to take breaks from their caregiving responsibilities.1
But that is not the only place they are taking breaks from; caregivers are also taking time away from their paid work. According to Benefits Canada, 60% of caregivers used vacation time or sick days (63%) to manage appointments and responsibilities.
Naturally, the intent of sick and vacation days for any employee is to provide much-needed respite. However, for caregivers who often find themselves balancing their responsibilities with work, the question arises: do they ever truly get a break?
Why don’t many caregivers seek help?
The guilt many caregivers feel about prioritizing themselves is often cited as a reason they do not seek help. Caregiving can create a powerful connection to an individual’s identity, one that they intrinsically link to their own self-worth.
On the other hand, many caregivers view the responsibility of caring for another as a role of being a member of a “family.” They view themselves as the spouse, parent, child or friend performing their familial duty. This lack of self-identification means they fail to recognize their own chronic strain as a specific, legitimate health issue that warrants specialized support.
How a workplace can support caregivers
The business case for supporting caregivers is clear: 62% of employees would stay in their current role if offered caregiving benefits.4 These benefits are not just a kind gesture; they are a vital retention strategy. By actively promoting caregiver-friendly policies and resources, employers can foster a more engaged and loyal workforce.
To create a supportive environment for caregivers, consider the following:
-
Start a caregiver-friendly environment
Cultivating a workplace culture that openly acknowledges and values the immense challenges faced by caregivers is essential. This is crucial for overcoming the guilt and isolation caregivers often feel. Organizations can start small, perhaps by establishing voluntary employee-led initiatives like Employee Resource Groups (ERGs). At Empire Life, groups such as Caregivers@Empire provide a safe space for resources, support, and learning opportunities, helping members achieve a better balance of home and work obligations. -
Provide flexible work arrangements
Caregivers often feel overwhelmed by the extra care they provide, which is equivalent to a second full-time job. To mitigate this “second shift” burnout, employers should offer flexible scheduling and remote work options that allow caregivers to balance their essential responsibilities without sacrificing their careers. Given that unscheduled absenteeism related to caregiving costs employers between $2,600 and $3,600 per year for every affected employee, this flexibility is a direct strategy against lost productivity.3 -
Communication around available employee benefits
Benefits only work if employees know they exist and how to use them; clear, proactive communication is therefore critical. By ensuring awareness, you maximize the impact of your existing plan and connect employees with necessary tools like care navigation and Employee Assistance Plans (EAPs) at the moment of need.
Mental health support for caregivers
The caregiver reality is complex, chronic, and financially taxing. By moving beyond generalized wellness plans to implement targeted, flexible, and well-communicated policies, organizations validate the struggles of this essential workforce segment. By building a culture of integrity and care, you not only improve individual well-being but also strengthen the loyalty and resilience of your entire workforce.
Learn more about the mental health support solutions Empire Life provides.Â