Can Fixed-Term Contractors Balance Caring and Careers?

A recent report by recruitment tech firm ETZ, “Carer’s Leave OR Carers Leaving? Preventing the loss of workers from the job market,” has ignited discussion about the challenges faced by carers in the workplace, particularly those on fixed-term contracts. While the report highlights the urgent need for carer’s leave legislation in the UK, it also raises questions about whether contractors can ever expect employers or clients to recognise their caregiving responsibilities without prejudice.

The current legal landscape in the UK does offer some protections for carers, including the right to request flexible working arrangements. However, these rights are often not extended to contractors, who are often seen as ‘self-employed’ and therefore not entitled to the same benefits as permanent employees. This can create a precarious situation for contractors who also have caring responsibilities, as they may be forced to choose between their work and their caregiving duties.

Talent is walking away because of lack of support

The report highlights that the lack of support for carers can lead to them leaving the workforce altogether, resulting in a significant loss of skills and experience. This is particularly concerning in the context of the current skills shortage in the UK. It’s also important to note that the impact of this issue is not evenly distributed, with women being disproportionately affected due to traditional gender roles in caregiving.

So, can fixed-term contractors ever expect to have their caregiving responsibilities recognized by employers or clients? While there is no easy answer, there are some positive signs. Some hiring companies are beginning to recognise the value of supporting carers, and are offering flexible working arrangements and other benefits to contractors as well as permanent employees.

Moreover, the growing awareness of the challenges faced by carers, coupled with the increasing demand for skilled workers, may lead to a shift in attitudes towards contractors with caring responsibilities. There is a growing recognition that supporting carers is not only the right thing to do, but it also makes good business sense.

While the current situation for contractors with caring responsibilities is challenging, there is hope for change. The introduction of carer’s leave legislation would be a significant step forward, but it’s also important for employers and clients to recognize the value of supporting carers, regardless of their employment status. By creating a more inclusive and supportive work environment, we can ensure that carers are not forced to choose between their work and their caregiving duties.

Supporting agency workers balancing caring with careers

Recruitment agencies can play a pivotal role in supporting candidates, contractors, and placements who have caring responsibilities for sick or elderly relatives, according to ETZ.

Not all of these may be suited to the industries, sectors or niches to which your agency caters. However, it may be worth considering acting unilaterally or working with your clients on initiatives where it’s appropriate, according to the recruitment specialist:

• Flexible working arrangements
  Perhaps the most valuable element for helping workers to juggle their responsibilities is remote working. Encourage clients to offer remote or hybrid work options, allowing caregivers to manage their responsibilities without the need to commute daily.
• Flexible hours
  Similarly, allowing flexible working hours is very useful for enabling candidates to adjust their work schedules around caregiving duties.
• Support with counselling and advice
  Provide access to counselling services and advice on balancing work and caregiving, which can help candidates manage stress and find resources. This could include legal and financial guidance to inform on rights and entitlements.
• Refer to caregiving resources
  Connect candidates with external resources such as local caregiving support groups, respite care services, and financial planning assistance.
• Skills, training and development
  Consider providing access to training programs that allow caregivers to upskill or reskill, making it easier for them to find flexible or higher-paying roles that accommodate their caregiving needs.
• Employer engagement
  Raise awareness amongst your clients to help employers understand the challenges faced by caregivers and the likely benefits of improved support, including increased loyalty and reduced turnover.
• Tailored job matching
  Provide custom job searches to match caregivers with roles that offer the flexibility they need. Part-time opportunities might suit some. Highlight opportunities in industries known for flexible work environments, such as IT, customer service, and consulting.
• Creating a supportive community
  Promote a support network among candidates through online tools and regular meetups where caregivers can meet socially, share experiences and advice.
• Use technology
  Implement and promote the use of technology tools and apps that help caregivers manage their time and fulfil work responsibilities more effectively.

“Although it is difficult to put yourself in the shoes of someone who juggles caring and work, recruitment agencies significantly ease the burden on caregivers by helping them to balance their professional and personal lives,” says the report. Adding, “This approach not only supports the well-being of the caregivers but also means their valuable skills remain available and are not lost to circumstance.”