Increasing pressure, increasing necessity
Figures from sources including Statistics Netherlands (CBS), the National Institute for Public Health and the Environment (RIVM), and organizations such as Werkenmantelzorg.nl show that the pressure on informal caregivers is rapidly increasing. A significant portion of them, a staggering 40%, spend eight hours or more per week on caregiving tasks. More than a third feel heavily burdened. Recent research by Independer even shows that the number of heavily to overburdened informal caregivers has increased by 52.6% in ten years, to 309,000 people—particularly in provinces such as Gelderland, Noord-Brabant, and Zuid-Holland.
This burden affects their work. Informal caregiving accounts for a significant portion of absenteeism in the Netherlands, namely 18%. Moreover, many informal caregivers experience high work pressure and find it difficult to discuss their situation, often out of loyalty, sometimes out of shame. The threshold to ask for help is high, while the need for support is great.
Informal caregiving may seem like a private matter, but its consequences are also noticeable in the workplace. A global analysis shows that informal caregiving-related absenteeism costs employers an average of €61 per employee per year. For an organization with 1,000 employees, this quickly adds up to €61,000 per year in direct absenteeism costs.
The role of HR: from signal to structural solution
For HR professionals, now is the time to structurally include informal caregiving in personnel policy, not only to prevent absenteeism but also to strengthen sustainable employability and maintain job satisfaction.
Schouten Zekerheid advises employers to make structural work of informal care support. This starts with four concrete steps:
- Informal caregiving-friendly policy starts with awareness
By actively discussing the topic, there is room for openness. Many employees are not even aware that there are options for leave or flexibility. And many managers find it difficult to address informal caregiving, fearing that they will intrude too much on the private sphere. This is precisely where there is an opportunity: HR can help normalize the conversation and clarify the practical frameworks.
- Record informal caregiving in your policy
Ensure consistent communication about matters such as care leave, flexible working hours, or the possibility of working from home. This prevents arbitrariness and creates peace of mind and clarity for all employees.
- Utilize your collective health insurance
Valuable services are often offered through collective health insurance policies, such as training courses for informal caregivers, assistance from an informal care broker, or even respite care. Yet, these options are not always known to employees—or even to HR itself. A good overview of reimbursements per insurer can provide a lot of clarity and makes it easier to provide targeted information and support.
- Offer flexibility where it counts
An employee who is given the space to properly combine their caregiving tasks with work remains employable and motivated for longer. Flexibility is essential in this regard. It is not always about major policy changes, but rather about practical solutions: the possibility of temporarily using adjusted working hours, working from home for a while, or taking saved hours when the care situation requires it.
Such measures are often easy to implement, especially when they are embedded in a clear policy. Moreover, they strengthen trust in the organization and the feeling of security, which in turn leads to greater engagement.
A positive choice
Supporting informal caregivers requires attention but also yields many benefits. Organizations that invest in this often see a decrease in absenteeism, higher employee satisfaction, and a stronger employer brand. In a labor market where it is increasingly difficult to find and retain good people, this is not a luxury.
Informal caregiving is no longer an exception but a reality for one in four employees. By consciously and proactively responding to this as HR, you make a difference—for your employees and for the organization.
Take good care of your people. Also outside of working hours.
Make informal caregiving workable—start with a conversation
Want to know where you can take steps today? Then schedule a no-obligation appointment with Femke, our manager of collective healthcare. In 30 minutes, we will map out your options together.
