Workplaces are changing. The global pandemic, emerging technologies, social and economic trends are changing the way we live and work.   Working from home, taking on increased care responsibilities (both child and elder care) and navigating shifting routines has posed new challenges for employers and their employees. Employees who are balancing their professional paid responsibilities in addition to the unpaid caring duties of their loved ones have been especially impacted.

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caregivers in Canada

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employees are juggling work and care

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employee caregivers reduced their work hours

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employee caregivers took a leave from work

396560

employee caregivers quit their jobs to provide care

SOLUTIONS

Become a caregiver friendly employer

Resources justifying why supporting caregivers at work makes good business sense.

Infographic

Key Facts and Figures

Why Foster a Carer-Friendly Workplace

Easy steps to start your caregiver inclusive and accommodating program.

Caregiver Friendly Implementation Guide

4 Easy Steps for HR Managers

A standard from CSA Group detailing organizational best practice and gender-specific accommodations.

B701-17 – Carer-inclusive and accommodating organizations

B701HB-18 – Helping worker-carers in your organization

Research evidence on the effectiveness of employee caregiver friendly workplaces.

Gender, Health and Carer-Friendly Workplaces, McMaster University

Resources justifying why supporting caregivers at work makes good business sense.

Infographic

Key Facts and Figures

Why Foster a Carer-Friendly Workplace

Easy steps to start your caregiver inclusive and accommodating program.

Caregiver Friendly Implementation Guide

4 Easy Steps for HR Managers

A standard from CSA Group detailing organizational best practice and  gender-specific accommodations.

B701-17 – Carer-inclusive and accommodating organizations

B701HB-18 – Helping worker-carers in your organization

Research evidence on the effectiveness of employee caregiver friendly workplaces.

Gender, Health and Carer-Friendly Workplaces, McMaster University

Supporting caregivers at work makes good business sense

“Every time he lost another ability, the grieving process would start over. Coupled with this emotional strain, I was dealing with the physical strain of caregiving. I began working less and neglecting my health and my severe abdominal pain.”
Susan R., caring for her husband

“The benefits of caregiving policies trump costs: workers are more motivated, more productive, and have higher morale.”
TimesUpFoundation.org

“Start small, start by having conversations with employees and helping caregiver colleagues connect with each other. Once people start talking about it, things will evolve.”
Nancy Lefebre, Chief Clinical Executive & SVP Knowledge and Practice at SE Health

“Supporting our staff is the socially responsible change we want to see as a new standard for all employers in Canada.”
Connie Clerici,President/CEO Closing The Gap Healthcare Group

“The biggest challenge with caregiving has been trying to maintain a work/life balance. Maintaining a job while caring for your parents and family can be a real struggle. I sometimes feel isolated and overwhelmed with tasks I was confronted with. Respite was a big help for me and would give me an opportunity for self-care for a moment.”
Dawn, caring for her mother and father

“Employees thrive when given the support they need to do their jobs well.”
Brian Lamb, Global Head of Diversity and Inclusion at JPMorgan Chase

“My mother had to leave her job due to the amount of time off she was taking to care for my brother and my father was also taking significant time off work as well. When I was in high school, I was staying home from school for weeks on end to help with my brother Dylan.”
Jeremy Roberts, MPP Ottawa West-Nepean, caring for his brother

SHAPE FUTURE WORKPLACES

Keep up to date with new research, evidence and practical tools and support to help you develop caregiver friendly workplaces.

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Without good support the stress can intensify. Proactive measures and work practices that are considerate of #employeecaregivers help not only the caregiver but the company as well.

Learn more via the link in bio

caregivers #caregiver #CaringForCaregivers #workingcaregivers #carer #carers #caregiverstress #caregiverlife #caregiveremployment #caregiveremployees #caregiving #support #resilience #caregiversatwork #futureworkplaces #futureofwork
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Key elements include acknowledgment, policies, and employment protection. Find resources and suggestions at the link in the bio.

And join our campaign to increase awareness of the importance of supporting #working #caregivers

#caregivers #caregiver #CaringForCaregivers #workingcaregivers #carer #carers #caregiverstress #youngcaregiver #caregiverlife #caregiveremployment #caregiveremployees #caregiving #support #resilience
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Employees who are balancing work and care are especially vulnerable to external pressures and anxieties, many of which can impact the workplace.

Per @statcan_eng _eng 19% of caregivers indicate their physical and emotional health suffer when they juggle work and care.

Services offered by employers provide a safety net for employees.

See link in bio for resources to support employee caregivers in your organization.

#caregivers #caregiver #CaringForCaregivers #workingcaregivers #carer #carers #caregiverstress #youngcaregiver #caregiverlife #caregiveremployment #caregiveremployees #caregiving #support #resilience #workplace #work #healthyworkplace
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Sounds like everyone, right? Many people do not recognize themselves as caregivers. Awareness is an important first step.
Find out more about employee caregivers at the link in our bio.
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Speaking to @globaledmonton about flexible employment for caregivers @ualberta @caregiversab #caregivers #caregiver #CaringForCaregivers #workingcaregivers #carer #carers #caregiverstress #youngcaregiver #caregiverlife #caregiverstress #caregiveremployment #caregiveremployees #caregiving #support #resilience ...

It takes flexible supportive policies to keep caregivers. It is also important for employees to let their employers know how they can help… most will do so @caregiversab #caregivers #caregiver #CaringForCaregivers #workingcaregivers #carer #carers #caregiverstress #youngcaregiver #caregiverlife #caregiverstress #caregiveremployment #caregiveremployees #caregiving #support #resilience ...

Many organizations are caregiver knowledgeable and responsive- they know the value of supportive policies and practices #caregivers #caregiver #CaringForCaregivers #workingcaregivers #carer #carers #caregiverstress #youngcaregiver #caregiverlife #caregiverstress #caregiveremployment #caregiveremployees #caregiving #support #resilience ...

Employee caregivers are workers who are also proving care to a family member/friend. #caregivers #caregiver #CaringForCaregivers #workingcaregivers #carer #carers #caregiverstress #youngcaregiver #caregiverlife #caregiverstress #caregiveremployment #caregiveremployees #caregiving #support #resilience ...

In appreciation of the flexibility and responsiveness of organizations that acknowledge their worker-caregivers. #caregivers #caregiver #CaringForCaregivers #workingcaregivers #carer #carers #caregiverstress #youngcaregiver #caregiverlife #caregiverstress #caregiveremployment #caregiveremployees #caregiving #support #resilience ...

Carers Canada is leading the knowledge mobilization activities for a multi-sectorial research program to spread and scale a carer-friendly workplace standard, known as the ‘Carer-Inclusive and Accommodating Organizations’ Standard (CSAB701-17). Led by Dr. Allison Williams, CIHR Research Chair in Gender, Work and Health at McMaster University, the research program consists of six inter-related sub-projects that will: increase awareness of the standard across Canada and evaluate readiness to change; determine feasibility and cost benefit; embrace cultural competency and indigenous perspectives; and, create an international standard.

CIHR/SSHRC Healthy Productive Work Partnership Grant “Mobilizing a Caregiver-Friendly Workplace Standard: A Partnership Approach ” FRN: HWP – 146001 (CIHR); 890-2016-3018 (SSHRC)

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