The Impact of Elder Caregiving on the Canadian Workforce

Navigating Work and Caregiving

Reading Time – 6 minutes

With a rapidly aging population and shifting family dynamics, more Canadians find themselves balancing their professional commitments with caregiving responsibilities for elderly parents or relatives. Addressing the impact of elder care on the workforce is crucial for fostering a supportive and productive work environment.

Statistics and Workforce Impact

A study conducted by Statistics Canada in 2018 reveals the staggering reality of caregiving within the Canadian workforce. Approximately 5.2 million Canadians, representing one in every four individuals of employable age (19-70), were engaged in both paid employment and caregiving responsibilities. The majority of these caregivers were employed full-time, underscoring the profound influence of caregiving on the Canadian labor force. In the same year, the cost of replacing the unpaid care provided by employed caregivers amounted to a substantial $51.5 billion.

Gender Disparities and Work-Life Balance

Women, in particular, bear the brunt of caregiving responsibilities, often experiencing more significant impacts on job security and productivity compared to their male counterparts. The nature of caregiving, particularly for those devoting over 10 hours per week to care, is closely associated with heightened risks of work-life imbalance and job instability.

This reality highlights the need for employers to recognize and accommodate the unique needs of caregivers within their organizations and to support a caregiver-friendly workplace.

The Employer-Employee Nexus

The symbiotic relationship between employees and employers is profoundly affected by the caregiving dynamic. For employees, the strain of caregiving often clashes with professional obligations, resulting in heightened stress, absenteeism, and decreased productivity. Many caregivers find themselves torn between meeting the needs of their loved ones and fulfilling their obligations at work. This can result in feelings of guilt and burnout. Employers, in turn, face challenges such as increased absenteeism, reduced productivity, and higher turnover rates when failing to support caregiver employees adequately.

Recognizing and addressing these challenges in advance is essential for maintaining a healthy and engaged workforce.

👵 Are you noticing signs that your loved one may need extra support at home?
Discover the top 10 signs it’s time for home care.

Supportive Measures for Caregivers

Employers can alleviate the burden on caregiver employees by implementing flexible work arrangements, including telecommuting and flexible hours. Offering Employee Assistance Programs (EAPs) and access to counseling services can also aid caregivers in navigating the emotional and logistical hurdles they encounter.  Some EAPs may not provide adequate local support in the area of eldercare. Consider bringing in local experts for additional education and assistance.

FWAs (Flexible Work Arrangements), such as part-time work options and extended leave without pay, are indispensable tools in supporting employed caregivers. These arrangements not only mitigate negative employment consequences but also benefit employers by retaining talented employees and reducing turnover costs.

Predictors of Vulnerability

Four key predictors have emerged as significant factors contributing to the vulnerability of employed caregivers:

• Hours of Care Provided: Those who devoted more hours to caregiving, particularly exceeding 10 hours per week, were at a substantially higher risk of experiencing poor work-life balance and reducing their hours of paid work, with some even leaving the labor force entirely.

• Type of Care Recipient: Caregivers looking after individuals with cancer or mental health and addiction issues faced unique challenges, including a higher likelihood of reducing their paid work hours and experiencing poor work-life balance compared to those caring for aging-related conditions.

• Relationship to Care Recipient: Caregivers caring for spouses or partners had different outcomes compared to those caring for children or extended kin. For instance, those caring for children or extended family members were less likely to exit the labor force.

• Living Arrangements: Employed caregivers whose care recipients lived in assisted-living housing or long-term care were more likely to reduce their paid work hours, highlighting the complex dynamics involved in caregiving across different living situations.

Despite these challenges, 3 in 4 employed caregivers reported having access to paid or unpaid leaves of absence from their jobs to help them manage their caregiving responsibilities. However, nearly half of them expressed concerns that utilizing flexible work arrangements (FWAs) could jeopardize their careers.

In the long run, embracing FWAs is not only beneficial for employed caregivers but also for employers, as it promotes a more inclusive and supportive workplace environment where all employees can thrive.

Educational Initiatives and Awareness Campaigns

Education and awareness play a critical role in addressing the impact of elder care on the workforce. Employers can organize Lunch n’ Learn sessions and workshops to raise awareness about the challenges of caregiving and provide employees with information about available resources and support networks. By fostering a culture of understanding and empathy, employers can create a more supportive environment for employees who are caregivers.

Ultimately, addressing the impact of elder care on the Canadian workforce requires a collaborative effort between employers, employees, and policymakers. By recognizing the challenges faced by caregivers and implementing supportive policies and programs, we can create a more compassionate workplace where employees can thrive both personally and professionally.

Want to learn more about this important topic? We offer lunch’n learn sessions where we discuss the challenges and opportunities associated with caregiving in the Canadian workforce.

SOURCE:

^{Employed Caregivers in Canada – Infographic series based on analyses of Statistics Canada’s 2018 General Social Survey on Caregiving and Care Receiving Published May 2023 – https://rapp.ualberta.ca/wp-content/uploads/sites/49/2023/05/Employed-Caregivers-in-Canada-Infographic-Series-Compilation_2023-05-15.pdf}