Combining caregiving and work: making agreements

Balancing work and care often requires clear agreements. That can help you sustain your day better. When combining caregiving and work, it is about small choices that can create room.

What agreements can you make with your employer?

A caregiving-friendly employer makes care discussable. They also record which arrangements are available. That way, you know better what is possible alongside your work.

In practice, an employer can offer flexible working hours. There may also be room to arrange something during the day. Working from home can help. Sometimes there is extra leave, including unpaid leave, on top of the legal arrangements. Colleagues who respond with understanding often make it feel easier too.

Are you working as a caregiver? Then you may also ask about this yourself.

Which leave arrangements can you use?

You can take long-term care leave if you are caring for someone over a longer period. This concerns someone who is seriously ill, dependent on care, or terminally ill. This leave is for situations that last longer than a few days.

Within 12 months, you may take leave for a maximum of six times your weekly working hours. If you work 32 hours per week, that is a maximum of 192 hours per year. You spread those hours in consultation with your employer. For example, that can be done by working fewer days for a while.

Your employer usually does not continue paying this leave. In principle, it is unpaid. Your collective labor agreement may contain different arrangements. You usually request the leave in writing at least two weeks in advance.

What do you agree on regarding privacy and feedback?

Good agreements also cover what you do and do not share. You can agree with your employer which arrangements and agreements there are. That provides clarity without everything having to be shared widely.

If you want to talk to someone first without it being passed on further, you can do so with your organization’s confidential adviser. That person has a duty of confidentiality. That is helpful if you want to consult without immediately putting everything on the table.

In some organizations there is also a company social worker. They will have a few conversations with you. Human resources can explain how your employer has arranged this. If you cannot reach an agreement with your manager, you can go there as well.

What helps if work and care become too much?

Do you notice that work and care are no longer in balance, or are you experiencing stress, workload pressure, or health complaints? Then speak in time with an occupational health and safety expert at your workplace. Talking early helps to look together at what is still feasible.

Human resources can explain which arrangements and collective labor agreement provisions exist for work and caregiving. For advice about work, income, or your rights, you can contact your union. That can help if you want to know what is possible within your situation.

What can you do next, concretely?

1. Discuss with your employer which adjustments are possible. Think of flexible working hours, working from home, or extra leave.
2. Ask human resources about the arrangements and collective labor agreement provisions that apply to you.
3. Do you need to care for someone who is seriously ill, dependent on care, or terminally ill for a longer period? Then request long-term care leave in writing at least two weeks in advance.
4. Agree on what you may or may not share with whom, and whom you can speak to confidentially.

If work and care become too much, raise the alarm in time with an occupational health and safety expert. The confidential adviser, company social worker, or union can also think along with you.