The Remote Work & Caregiving Dilemma

By Kim Gusman , President & CEO

The ability to work from home is, in many ways, a privilege. Those who work in service industries and aren’t given the option to work remotely don’t have the same amount of flexibility or control over their time as remote workers.?When we talk with employers who need help retaining employees, we often suggest offering remote or hybrid work schedules as an attraction tool. Not having to drive to the office daily offers everybody, whether they are a caregiver or not, the same thing—flexibility and time. In fact, a?2023 study?found that getting rid of a commute to the office saved American workers an average of 72 minutes a day.??

That said, there are misconceptions and disadvantages to remote work, especially when caregiving is thrown into the mix. One assumption is that working from home means you can also attend to others (children or other family members). Caregiving may be compatible with remote jobs that don’t require specifically designated work hours, but it’s nearly impossible to give your full attention to your job at the same time you are caring for others. Some remote workers burn themselves out because they don’t take breaks and never step away from their desk, while others try to balance their work expectations with caregiving responsibilities (‘Mom I need another juice box’ or ‘Dad, it’s time for your medication’). In general, without clear boundaries, working from home can often result in disappointment and frustration. ???

Employers also feel the double-edged sword of remote work. Offering the perk of “working from anywhere” allows employers to downsize office space, reach more customers, and expand their hiring pool. However, once remote work is granted, gathering employees together or getting them back into the office can be expensive, even for an occasional meeting. Employers tell us they are frustrated and struggling to balance empathy and flexibility with job requirements and a desire for more in-person meetings and spontaneous collaboration.?

Boundaries are the essential building blocks of our relationships. They are how we operate in this world. They are our rules of engagement. And, in order to eliminate chaos and misunderstandings, we recommend employers create clear remote work and caregiving policies that indicate the outcomes you want to achieve. The more specific examples you include in your policies, the better, such as:

1. “Remote workers should have a quiet, distraction-free working space. When working from home, noises from others in your household, pets, televisions, etc. should be a rare occurrence.”
2. “Working remote does not work for all people and all positions in our company. When working remote negatively impacts the productivity or quality of your work, you may be required to work in the office.”
3. “When working remote, employees must be available M-F from 8 am to 5 pm (or your required hours of operation) for meetings, phone calls, and other job responsibilities that would normally take place in a traditional office setting.”

Remote Policies Should Also Include:

• Purpose
• Eligibility and approval process
• Work hours and availability—include time zone considerations
• Work equipment and technology—list what equipment the company is providing and address cybersecurity concerns
• Workspace requirements such as ergonomics, safety, and confidentiality
• Tools for communication and expectations around virtual meetings (including, but not limited to, dress codes and not having household members on camera)
• Data Security
• Performance Expectations
• Health and Safety of Employees
• Time tracking software, if applicable
• Remote work expenses and reimbursement policies
• Conditions and procedures regarding when a return to the office will be required
• Code of conduct regarding harassment and ethics virtually—all company policies apply regardless of remote or in-office work
• Acknowledgment and signature

What About Caregivers and Remote Work?

A remote worker policy that also addresses employees with caregiver responsibilities promotes work-life balance and flexibility. This section of a remote work policy provides clarification for employees with children, other family members or individuals close to the employee, or even pets who require the employee’s attention during the work day. The policy should clearly outline performance expectations and remind the employee that caregiving responsibilities should not interfere with work. Direct employees to make arrangements in advance, as needed (e.g., daycare, in-home care, etc.).

Note: It is an employer’s responsibility to consider remote work a reasonable accommodation under the Fair Employment and Housing Act (FEHA) and/or other applicable leave laws. However, this is a distinct and separate issue and should be addressed through other policies.

Key elements to include on this issue would be the definition of a caregiver and the types of caregiving responsibilities (e.g. child care, elder care, caring for a person with disabilities) that may arise. If your Company provides flexibility in this area, clearly outline examples of what is permitted. You’ll also want to include the process for making an accommodation request with the employee’s supervisor or Human Resources.

When you create comprehensive policies, your organization can support employees in their dual roles as caregivers and employees while maintaining a productive and inclusive work environment. We have a sample remote worker policy to get you started available, free for your company.

It's essential to foster understanding, empathy, and flexibility in managing caregiving and remote work policies; which takes emotional intelligence, patience, and strong communication skills from the leaders in your company. One size does not fit all, and CEA has subject matter experts who can walk you through the specifics of your company’s needs.