Support within the workplace

Figure 4.4 Michael (Library image)

Michael is 49 and a skilled mechanical engineer. He has worked for the same Aberdeen-based construction company for the last 20 years. For the past four years Michael has been caring for his wife Linda, who was diagnosed with multiple sclerosis in her early 40s. As Linda’s condition became more serious and she required more care, Michael found that coping with the household duties and caring for Linda, as well as fulfilling his role at work, was becoming increasingly challenging.

For a while Michael didn’t want to raise the issue at work and continued to juggle his responsibilities without asking for any kind of support or speaking to anyone about the impact that caring was having on him. He didn’t actually think of himself as a carer – he ‘was just helping to look after his wife – as anyone would do’. He found it a very stressful and tiring time but continued to work as normal, and if he ever needed to take Linda to hospital or for an appointment, he would use annual leave to take a morning or an afternoon off work, but also worried about doing this, especially if it was at short notice.

Michael is part of a small team of highly skilled and experienced engineers, each with an important part to play in the company. Sometimes he and his colleagues are required to travel beyond Aberdeen to work on site at developments across the North East of Scotland, if necessary including overnight stays. Eventually, Michael felt he had to speak to his senior manager about the impact his caring role was having on him and his ability to continue in his current role at work. His manager and colleagues knew Michael’s wife was unwell, and although they saw he was clearly tired, had assumed he was coping and everything was under control.

After a discussion with his line manager, Michael and his colleagues were asked to a team meeting to talk about how best Michael could be supported to balance his work and caring responsibilities. The company was keen to retain a valuable member of staff and wanted to ensure that the team was involved in any decisions around this.

The company didn’t have any formal flexible working policies in place but were happy to accommodate any times when Michael might need to alter his hours to come in or leave a bit earlier or later if necessary. They also assured him that he’d be able to take time off for hospital appointments or emergency situations. The team were similarly happy to support Michael as a colleague and have agreed an arrangement that means he does not have to work away from home.

Being able to work more flexibly has been a tremendous help to Michael who, as a result, feels less stressed and more able to cope. Equally important is knowing that the company understands about his caring situation and supports him.

Recognising that Michael’s situation may be one that others in the organisation could experience, the company is now looking at how it can develop its support to carers in the workforce:

Figure 4.5 Veronica (Library image)

Veronica is 55 and has been caring for her husband, who has a long-term condition, for nearly 25 years. At first she didn’t realise she was a carer and was working in a senior nursing role, managing full-time work and three young children alongside her caring role. She went down to part-time hours and gave up her senior post. Giving up work was not an option as she was the main breadwinner for the family. As the kids got older she got the opportunity of a promotion and started progressing her career again. She developed coping strategies for managing lack of sleep and other impacts of caring. Veronica never took leave as a result of her caring role, and she feels she probably overcompensated so there would be no impact on her work. She reckons her experience managing her caring and working roles has made her more resilient.

While in a subsequent full-time post, her parents’ health began to deteriorate and Veronica recognised they needed additional support. She took on this responsibility ‘automatically’ as she was the closest family member and had experience of caring both at home and at work. This time she reduced her work hours with full support from her employer, who had an understanding of carers’ issues. She feels very supported in her current NHS role, which accommodates flexible working. Veronica can work from home when needed and at times that suit her, even if this is in the evening. It means she is better able to manage her increased caring role, particularly around emergencies.

Having a career is important to Veronica and she feels that if/when her caring role ends she still wants to be part of the workforce and society. It’s important for her self-esteem, as well as for financial reasons. It has made a huge difference working in a carer-aware workplace and Veronica now realises how much stress she had been under earlier in her career and how it would have made a difference to her to have support at work.