Building an Inclusive Workplace: Complete Guide to Corporate Carer Support Policies

By: Maggie

Everyone can be a carer, whether they are parents nurturing new life, couples managing household responsibilities to alleviate their partner's burdens, or individuals caring for disabled family members or elderly parents. HKPORI conducted a study on “Support for Carers” (2024) to investigate carers’ needs and estimate the carer population. Findings reveal that carers make up 44% of Hong Kong’s adult population (approximately 2.75 million people), with 55% being working carers (approximately 1.5 million people). A study by the Hong Kong Council of Social Service (2021) found that over half of the surveyed carers reported spending at least 71 hours per week caring for their family. In other words, there is a significant number of employed carers, and the level of workplace support can greatly impact both carers and businesses.

In light of this, various countries are gradually implementing measures to support working carers, and many companies in Hong Kong have begun to offer initiatives to help employees balance work and caregiving responsibilities. Unfortunately, a 2021 survey by the Equal Opportunities Commission involving 400 working carers indicated that over 80% felt that such concepts were not widespread in Hong Kong, and companies did not provide adequate support. Therefore, this article will discuss how companies can create supportive workplaces through flexible work arrangements, leave policies, supportive services, and fostering a more inclusive work environment, while also referencing international practices for potential improvements.

1. Flexible Work Arrangements

Carers may often be late or need to leave early due to emergencies involving those they care for, time constraints from daytime care facilities, or regular medical appointments. Therefore, companies should provide various work models such as full-time, part-time, and hourly options that enable carers to select suitable and flexible working hours. However, non-full-time work arrangements may result in reduced salaries, increasing the financial burden on carers; thus, allowing remote work could help maintain consistent employment patterns. Since the pandemic began, remote work has become the new norm. For instance, MIXI Inc. in Japan has adopted a "Marble Work Model," permitting carers to determine how many days they work in the office based on their job requirements. Similarly, KMB allows carers to work on routes close to their home or that of those they care for, making travel between home and work easier. Most importantly, employers must ensure that flexible work arrangements do not adversely affect performance evaluations or promotion opportunities for carers.

2. Leave Policies

At times, flexible working hours and locations may not be enough to meet the needs of working carers. For example, attending a medical appointment can take an entire day. Some companies offer paid carer leave ranging from two days to four weeks annually without requiring proof of caregiving needs from employees. Although it is challenging for companies to verify genuine needs, Kerry Group has reported no instances of abuse since implementing ‘Family Care Leave,’ which employees appreciate and serves as a model for other companies. For employees with long-term caregiving responsibilities, companies could permit applications for unpaid leave or even unlimited paid leave. Carers may take up to three weeks of unpaid leave with an option to extend it for up to six months. They can also negotiate with supervisors for unlimited paid leave after meeting annual performance targets.

3. Supportive Services

Carers must acquire extensive knowledge to effectively care for their family members, which not only consumes time and energy but also imposes significant psychological stress. Therefore, services provided by companies in areas such as information dissemination, financial assistance, and psychological counseling can greatly benefit working carers. Organizations may arrange workshops and seminars on topics such as lifting techniques or preparing soft meals for family members with swallowing difficulties. They might also provide resources on creating aesthetically pleasing yet functional adaptive clothing while offering activities like laughter yoga to help relieve the dual pressures of work and caregiving responsibilities. For instance, Fubon Group offers subsidies including an annual $3,000 carer travel allowance and monthly gratitude payments of $200-300. 

Companies may also collaborate with social welfare organizations or allocate resources to establish caregiving centers that alleviate some caregiving responsibilities from employees. For example, Foxconn Technology Group in Taiwan found that some carers frequently had to take leave or resign due to inconsistent quality among caregiving facilities. Together with employee surveys indicating that most staff with caregiving needs were willing to trust company-established daycare centers, they set up 24-hour caregiving centers nationwide staffed by trained personnel during employees' working hours while offering home services when necessary, allowing night shift or rotating carers peace of mind at work. Another Taiwanese company, BNP Paribas Cardif TCB Life Insurance Co., Ltd., assists employees in utilizing existing community resources by providing flexible work arrangements at the onset of their caregiving roles while helping them identify reputable caregiving facilities.

4. Fostering a More Inclusive Work Culture

Even if companies are willing to provide these measures, working carers may hesitate to utilize these services or disclose their caregiving needs due to concerns about how these responsibilities might impact their job performance or supervisors' perceptions. Therefore, companies should foster a more inclusive workplace culture where all employees and supervisors recognize caregiving responsibilities, allowing carers to feel comfortable seeking help at work. Companies should not only provide information directly to carers but also offer training sessions on caregiving-related topics for all staff members regarding available supportive measures. Furthermore, promoting communication among employees can enhance workplace inclusivity. Many companies have established discussion platforms where fellow carers can share information. In Japan, Meiriki organized ‘Angel Groups’ by selecting colleagues with strong communication skills and are willing to assist others. They can understand carers' needs and relay feedback for adjustments in supportive measures.

Benefits of a Carer-Friendly Workplace

The number of working carers is steadily increasing. Many find it challenging to balance work with caregiving duties and choose to resign from their jobs, leading to increased expenses associated with recruiting and training new talent. A U.S. study (Liu & Ng, 2023) indicated that employee turnover costs equate to over six months' salary. Additionally, there is a trend toward younger carers. The 2021 census revealed that 24.3% of primary carers are aged between 15-39 years, highlighting the growing importance of supportive measures for younger workers.

Moreover, working carers often possess unique advantages in the workplace. Studies show that ‘mothers’, as part of the carer demographic, typically work around 14 hours daily, leaving only about an hour for rest. They demonstrate exceptional time management skills along with independent thinking and problem-solving abilities—soft skills that are increasingly valued in modern settings.

Caregiving responsibilities do not necessarily only pose challenges for companies. With sufficient support measures in place, caregivers can still shine in the workplace, achieving a win-win situation for both the business and its employees.