Carer’s Leave OR Carers Leaving? Preventing the loss of workers from the job market

Caring Vs. Career: Walking a tightrope

The talent gap continues to create drag for many agencies and employers. This shortage of skills, which is seen by some as a structural problem, has many causes. Before the turmoil of the past 5 years, where we have seen a global pandemic, rapid inflation, and economic damage wrought by conflict, there was a shortage of skills, especially in technical disciplines.

In the aftermath of the pandemic, this has become entrenched and the gap further widened, with talent retreating from the workplace due to effects such as long Covid and The Great Resignation. This is a widely shared experience in developed economies around the world.

The last thing the recruitment sector and the economy need is more workers withdrawing from the jobs market. But that’s the risk should employers and agencies fail to pay attention to the needs of workers who are juggling caring responsibilities with their careers. For many faced with this reality, it’s something of a high-wire act, where failing to find the balance means something has got to give.

Before Covid, in 2019, research by Carers UK suggested 600 people quit working every day to look after older or disabled family members. As the impact of Covid started to make itself felt, in 2021-22 alone, that had risen to well in excess of 1000 every day, with nearly 400,000 carers leaving their jobs to care for older or disabled family members.

There’s more to support than statutory Carer’s Leave

With enormous gaps in care resources and cumulative costs that can make it unaffordable, the underlying problem with the care system is that it relies on unpaid care by family members.

Despite the considerable attrition rate amongst people in employment who cannot find the balance and give up working to provide care, there’s a strong desire among unpaid carers to engage in paid employment.

A majority indicated they would work if adequate support were provided.

For the job market and recruiters, supporting family carers in their employment is likely to be highly beneficial.

The introduction of the new statutory right to unpaid carer’s leave came into force on 6 April 2024. The Advisory Conciliation and Arbitration Service (ACAS) created new guidance to assist employers when an employee requests to take time off to help a dependant who needs long-term care.

However, besides providing statutory leave, there is a lot more support that employers and agencies may be able to potentially provide.

Supporting agency workers balancing caring with careers

Recruitment agencies can play a pivotal role in supporting candidates, contractors, and placements who have caring responsibilities for sick or elderly relatives.

Not all of these may be suited to the industries, sectors or niches to which your agency caters. However, it may be worth considering acting unilaterally or working with your clients on initiatives where it’s appropriate:

• Flexible working arrangements
  Perhaps the most valuable element for helping workers to juggle their responsibilities is remote working. Encourage clients to offer remote or hybrid work options, allowing caregivers to manage their responsibilities without the need to commute daily.
• Flexible hours
  Similarly, allowing flexible working hours is very useful for enabling candidates to adjust their work schedules around caregiving duties.
• Support with counselling and advice
  Provide access to counselling services and advice on balancing work and caregiving, which can help candidates manage stress and find resources. This could include legal and financial guidance to inform on rights and entitlements.
• Refer to caregiving resources
  Connect candidates with external resources such as local caregiving support groups, respite care services, and financial planning assistance.
• Skills, training and development
  Consider providing access to training programs that allow caregivers to upskill or reskill, making it easier for them to find flexible or higher-paying roles that accommodate their caregiving needs.
• Employer engagement
  Raise awareness amongst your clients to help employers understand the challenges faced by caregivers and the likely benefits of improved support, including increased loyalty and reduced turnover.
• Tailored job matching
  Provide custom job searches to match caregivers with roles that offer the flexibility they need. Part-time opportunities might suit some. Highlight opportunities in industries known for flexible work environments, such as IT, customer service, and consulting.
• Creating a supportive community
  Promote a support network among candidates through online tools and regular meetups where caregivers can meet socially, share experiences and advice.
• Use technology
  Implement and promote the use of technology tools and apps that help caregivers manage their time and fulfil work responsibilities more effectively.

Although it is difficult to put yourself in the shoes of someone that juggles caring and work, recruitment agencies significantly ease the burden on caregivers by helping them to balance their professional and personal lives. This approach not only supports the well-being of the caregivers but also means their valuable skills remain available and are not lost to circumstance.

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