Latest news with #workplacepolicies
Forbes
10-07-2025
- Business
- Forbes
How To Support Caregiving Employees Without Losing Business Momentum
C-level executive leaders are reimagining workplace policies to acknowledge employees as whole people, not just job titles—and with good reason: Nearly three quarters of all U.S. employees handle some sort of caregiving duty at home. For leaders aiming to build a loyal, productive and resilient workforce, supporting team members who juggle ongoing personal responsibilities at home in addition to their professional work is essential. By taking care of employees who are also caregivers, organizations stand to benefit from stronger engagement, higher morale, lower burnout rates and better retention. Here, 18 Forbes Coaches Council members share creative and actionable strategies for C-suite leaders who want to support caregivers in meaningful ways that benefit both their people and their business. 1. Align The Culture With Caregiving Cultural alignment is key to making caregiver support, such as flexibility, hybrid work and employee resource groups, effective. Even the best-designed, most well-intentioned policies will fall flat if the workplace culture stigmatizes caregiving or equates flexibility with a lack of ambition. Caregiver-friendly cultures retain experienced talent and cultivate a more resilient workforce. - Chetna Sethi, Luminous Connections LLC 2. Make Flexibility A Top Priority There are a variety of research-based best practices for companies to implement that support caregivers. However, the one that continues to be at the top of this list are policies around flexibility. This does not mean that employees work less. When people know they can meet or exceed expectations at work with a flexible schedule, as needed, they are more productive and have less stress. - Susan Madsen, Jon M. Huntsman School of Business 3. Listen To All Employees' Needs The key is dialogue, dialogue, dialogue. Caregivers each have their own unique situation, and their situations can vary widely. You should try to get some formal or informal feedback about what would be helpful; and don't forget about the people who are not caregivers so that there is not an implied 'benefit' to having children or caring for elderly parents or pets. - Brenda Abdilla, Management Momentum LLC 4. Offer Flex Time And Stipends C-suite leaders can support caregivers with half-day Fridays, flexible schedules, caregiver stipends and partnerships for discounted home services. These can reduce burnout, boost morale and increase retention—proving that when companies care for caregivers, everyone wins. - Dr. Marita Kinney, BCC, Msc.D, Pure Thoughts Publishing and Wellness Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify? 5. Give Paid 'Caregiving Credits' A creative solution is to offer flexible 'caregiving credits'—paid hours employees can use for caregiving responsibilities, similar to personal time off, but specifically designed for care. This acknowledges their dual roles and reduces stress, leading to greater loyalty, focus and productivity. For the company, it enhances retention, morale and employer brand in a competitive talent market. - Gamze Acar Bayraktaroglu, Motiva International 6. Create A 'Caregiver Concierge' One strategy is a 'caregiver concierge' program—a one-stop support hub where employees juggling caregiving get personalized help: flexible hours, expert resources and even backup care options. It's not just a benefit; it's a lifeline that says, 'We see you, and we've got your back.' For companies, this means happier employees who bring their best selves to work, because when life and work align, everyone wins. - Shikha Bajaj, Own Your Color 7. Provide On-Site Childcare And Clear Support Channels Caregiving in corporate America is such an important issue. Companies need to be fully focused on helping their employee caregivers. First, you should start by asking them what they would find most beneficial and try to implement that. Second, it'd be good to add childcare options on the premises. Finally, setting up a clear delineation of who the person or persons in charge may be can also really help. - Ash Varma, Varma & Associates 8. Ask Employees What They Need I think perhaps the best solution is a very uncreative one: Talk to each employee and learn what kind of support actually feels supportive. It benefits both because the company saves time and money by learning from the best source, their people, what will truly work. Employees, in turn, feel heard, understood and genuinely supported in the way they need, which builds trust. - Kelly Stine, The Leading Light Coach 9. Build ERGs And Flexible 'Care Blocks' They can start by acknowledging that caregivers in their organization aren't just parents—they may be supporting aging parents, ill partners, siblings or others. A creative solution is to offer flexible 'care blocks' and build a caregiving ERG for peer support. This recognition fosters inclusion, reduces stress and boosts retention by showing real commitment to employee well-being. - Stephan Lendi, Newbury Media & Communications GmbH 10. Launch Peer-Led Caregiver Circles You can create peer-led caregiver circles. These confidential, opt-in spaces provide emotional support and resource sharing, led by employees and sponsored by leadership. You should give these groups a voice and amplify their key needs and messages. It fosters trust, normalizes caregiving and promotes a sense of belonging. - Mel Cidado, Breakthrough Coaching 11. Introduce Flexible Micro-Leaves Banks One creative move is to introduce flexible micro-leave banks: bite-sized blocks of paid time off that don't require a Shakespearean drama to get approved. It's a signal to caregiving employees: 'We see you, and we trust you.' The ROI is lower burnout, higher retention and a workplace culture that actually walks the empathy talk, instead of just posting about it on LinkedIn. - Anastasia Paruntseva, Visionary Partners Ltd. 12. Celebrate Caregivers Publicly One thing you can do is establish 'Caregiver Appreciation Day'—an intentional moment to celebrate the contributions of employees who are also caregivers. This dedicated day not only honors their dual roles, but also gives them space to share their stories, express how they navigate work while caregiving and voice the kind of support they need. - Sandra Balogun, The CPA Leader 13. Build An Internal Virtual 'Care Hub' Launch a virtual 'Care Hub,' an AI-powered internal platform designed specifically for caregivers' unique needs. This hub connects caregiving employees to personalized resources, on-demand emergency care options, micro-mentoring opportunities and a confidential peer support community. It's not just a tool; it's a lifeline that recognizes the emotional weight caregivers carry. - Veronica Angela, CONQUER EDGE, LLC 14. Focus On Outcomes, Not Process Your goal should be to focus on the outcome, not the process. Leaders who point their attention to the process by which accountabilities are met tend to be (or be experienced as) micromanagers. A focus on completeness, timeliness and quality enables leaders to be experienced as treating their team with respect and enabling them to create the kind of life rhythm that elevates satisfaction, engagement and retention. - David Taylor-Klaus, MCC, CPCC, DTK Coaching 15. Cover Basic Needs First Before getting creative, companies should ensure basic caregiver needs are met: paid time off for new parents or for caregiving emergencies, flexible work hours when needed and a family-first culture. As a mother to a young child, I would not even consider working somewhere that didn't offer those things in today's world. Empathy and understanding from leadership go a long way. - Megan Malone, Truity 16. Remove Core Hours; Provide Real Flexibility Leaders should remove core hours and provide real flexibility to allow staff to work on their tasks on their own. This takes trust and responsibility on both sides, and it can get done. You should allow staff to perform by setting realistic expectations, standards and goals with ample time to achieve them. Employees and caregivers will both benefit from the flexibility, keep their professional ambitions and live fully. - Miriam Simon, Mi Sí Coaching and Consulting LLC 17. Offer Tools And Emotional Support Caregiving is an everyday responsibility, and many employees provide caregiving services for their parents or children. Honoring schedule flexibility is a true employment benefit and morale booster. Promoting support groups in the workplace and offering tools and emotional support further demonstrates to employees that they are cared for. Employees who feel valued work harder for their leaders. - Diane Hudson, cpcc-careercoach 18. Listen To Their Unique Challenges Find a way to listen to caregivers and live in their shoes for a moment. When presented with the unique challenges of being a caregiver, it often softens a leader, allowing them to cater to people versus putting them in a general category. As a business owner and caregiver to an adult son, I know firsthand the sacrifices you have to make to take care of someone. Leaders must know the nuances of each situation. - John M. O'Connor, Career Pro Inc.
BBC News
03-06-2025
- General
- BBC News
Actress urges Somerset workplaces to support domestic abuse victims
An actress and domestic abuse campaigner has said all employers should put measures in place to support victims while they are at Beckinsale, who is based in Somerset, said she would like to see domestic abuse policies introduced in actress, along with Avon and Somerset Police, spoke to employers during a conference at Strode Theatre in Street, where she discussed her own experiences and a film she has made called Love? which depicts behaviours associated with domestic abuse."Once the penny dropped the person who did it to me would do it again I couldn't not do everything in my power to transfer that knowledge to as many people as possible," said Ms Beckinsale. Ms Beckinsale said more practical help and advice should be given to staff so they could help colleagues."The amount of builders I know where they're going into people's homes and they recognise what is going on but they don't know what to do next," she is working with charity Employers' Initiative on Domestic Abuse (EIDA) to highlight the support employers can Supt Kristina Windsor, domestic abuse lead at Avon and Somerset Police, worked with staff at Strode College to host the conference."I only see 20% of domestic abuse victims that ever come across my desk. That's 80% that are suffering I never get to see," she said."Think about the behaviour of your staff member. If they're coming in late or are disengaged, that could be signs of abuse."You can create a safe space where they can speak to you. You can even create somewhere where they can keep things safe." A number of businesses attended the conference. Jill Barker, who owns Middlewick Holiday Cottages in Glastonbury, said: "It's really good for me, I have 32 staff working for me, so just to be able to pick up bits of information that would support them is beneficial." If you have been affected by the topics raised in this article, help and support is available on the BBC Action Line.
