Working caregivers are placing growing importance on employer support, with 81 per cent saying it’s important for organizations to adopt caregiver-friendly policies, according to new research published by the Canadian Centre for Caregiving Excellence, a program of the Azrieli Foundation, during National Caregiving Month.
The report found 36 per cent of working caregivers said their productivity, earnings or ability to balance work and care responsibilities has been affected by caregiving demands. The findings highlight the pressure many employees face while balancing jobs with caring for children, ageing parents and family members with complex needs.
Read: 6.1 million Canadian workers juggling jobs and caregiving: report
The findings come as more employers examine how workplace flexibility and benefits can better support employees with caregiving responsibilities, says Christa Haanstra, national lead of the Working Caregiver Initiative at the CCCE. “With 35 per cent of the workforce balancing paid work and caregiving responsibilities, caregiver-friendly employers have a real recruitment and retention advantage in today’s competitive talent market.
“Caregivers are not a homogenous group and the ideal workplace benefits package reflects that diversity, offering a range of options rather than a one-size-fits-all approach.”
Employees are increasingly seeking flexible arrangements, remote working options and job protections that help them manage responsibilities at home and at work, she says. “When caregivers in their prime working years are unable to fully participate in the workforce, it can slow economic growth and productivity, which is why proactive workforce planning is simply smart business planning.”
Among the employers expanding workplace flexibility is Enbridge Inc., which has introduced programs aimed at supporting employees through different life stages. “Enbridge’s benefits and time-off and leave programs are designed to be flexible for employees at all stages of their careers and to provide support through different life stages,” says Tyler Brady, manager of pension and benefits at Enbridge, in an email to Benefits Canada.
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In 2023, the organization launched a career re-entry initiative that has since expanded across Canada, supporting professionals returning to the workforce after extended breaks, many tied to family responsibilities. According to Brady, the program recognizes that flexibility is often important to job-seekers who have taken a career break, particularly to raise children, by offering a gradual return to work on a part-time, temporary basis with the long-term goal of permanent employment.
Enbridge also introduced a hybrid work model in 2022 that allows eligible employees to work remotely on designated days, adopt flexible schedules or participate in compressed workweeks, depending on role requirements.
Additional workplace supports include 12 scheduled days off annually for personal or family commitments, emergency and disaster relief leave for unexpected situations, childcare partnerships and emergency childcare reimbursements. Eligible employees also receive one scheduled day off each month, in addition to vacation time, which can be used for appointments, family responsibilities, personal errands, cultural observances and home maintenance.
Read: Employee demand for caregiving benefits increasing amid ageing population
The company’s employee assistance program also includes eldercare and childcare locator tools designed to help employees navigate care systems and identify local resources.
“As caregiving responsibilities become more common, workplace support is no longer a nice to have,” says Haanstra. “Every time a caregiver needs flexibility or time away, it shouldn’t be a workplace crisis — it’s becoming an increasingly important part of the employee experience.”