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How to support an employee who is caring for a dependant

As many as one in ten of us is providing unpaid care for a sick or elderly relative. This can be in addition to paid employment, so it is possible that you may have some carers amongst your workforce.

Unsupported employees with caring duties can experience problems with focus, productivity and attendance. Some even feel that they must quit work altogether. The worrying statistic is that two in three carers have seen their own health suffer as a result of caring, which can lead to burnout.

With the right strategy in place this can be overcome, and you can retain and support your caring employees. Good management understands their circumstances, aiming to help them work well and reach their potential.

Additionally, if they are a resident primary carer of a person or child with a disability, they are protected under The Employment Equality Acts 1998 – 2011 and may be legally entitled to specific leave for caring responsibilities, or the right to be considered for flexible working. It’s important to stay informed to avoid discrimination.

A sensitive subject

It might not be obvious which of your employees are balancing their work with caring responsibilities, as some people like to separate their personal and professional lives. Therefore, if the topic does arise, manage it with compassion and confidentiality.

Ways in which you can help an employee who is caring for a dependant

Here are our suggestions for supporting an employee who is caring for a dependant and helping them to be more productive.

Support and empathy

Regular catch-ups with employees allow them the opportunity to discuss anything that might be troubling them or affecting their performance. If it is apparent that caring responsibilities are affecting their well-being you can signpost support services and let them know that they are not alone. Charities such as Family Carers Ireland list help and advice.

If you manage a leadership team, consider providing them with training on carers’ employment rights so that they feel equipped and able to manage effectively.

Flexible working

Offering flexible work arrangements to employees is a great way to show your support of a good work-life balance. A change as simple as a later start allowing the carer to get the dependant dressed and given breakfast can make all the difference. Employees who are able to work well around other commitments are less likely to need time off.

Carer’s leave

Some care demands can happen suddenly and unexpectedly. And so the Carer’s Leave Act 2001 allows employees to take unpaid temporary time off to care for a dependant in need of full-time care and attention.  There are rules relating to carer’s leave and specific criteria as to who should be classed as a dependant, ask us if you are unsure.


The benefits to your business of supporting an employee who cares for a dependant

Taking care of employees is taking care of your business. Understanding the unique needs of your workforce can result in strong staff retention, a boost in productivity and the economy. If you would like further advice and support on how to manage the carers amongst your team and the importance of doing so, contact your local HR Dept today.