Grayce’s Post

ICYMI, many of us work more than just a 9-5. Caregiving is emotionally, physically, and financially stressful. You know those rockstars at work? Odds are they might be struggling with their second and third shifts. A recent Forbes article "Employee Caregivers: A Silent Pandemic CEOs Must Pay Attention To" highlights how CEOs can create an environment where employees feel valued without fearing penalties for their caregiving roles. To that end, Grayce's 2024 Employee Leave Trends report shows a rise in employees needing time off for caregiving, with 71% stating that support would reduce or prevent absences. Companies can help. Caregiving is an organizational issue. Supportive environments for employees strengthen the 9-5 and the service they deliver. https://lnkd.in/diKw577p? #Caregiving #EmployeeWellBeing #Leadership #WorkplaceSupport #EmpathyInLeadership

Did you know that 1 in 2 employee caregivers takes several unplanned days off per month? Additionally, 73% of employees juggle a second shift as caregivers, leading to increased absenteeism and leaves of absence. Employers need to adapt to these realities and find ways to support their caregiving workforce. Are you ready to explore trends in absenteeism and leave, and learn how modern employers are stepping up to support their caregiving workforce? Download our FREE "2024 Employee Leave Trends" report and discover valuable insights and practical solutions to help you create a more supportive and resilient workplace: https://lnkd.in/g8qcTcJg #Grayce #CaregiverSupport #Caregiving

Supporting caregivers isn't just about compassion; it's also about ensuring your organization retains top talent. Investing in caregiving support can lead to higher employee retention rates and overall productivity 🚀 Check out the latest blog post from Grayce to learn more!

CHROs and benefits leaders face a multi-pronged challenge: the need for leaves of absence is increasing, the reasons for taking them are expanding, and yet, this growing population of caregivers isn’t getting the support they need. Because of the shortage of care providers, many employees are faced with a difficult choice: pay for expensive support—or exit the workforce, sometimes for good. Unsure if your organization should be taking measures to support your caregivers? Explore our recent blog post titled "3 signs more paid leave won’t be enough—and what benefits leaders can do instead" to learn how offering comprehensive caregiving support alongside your current leave policy can help you attain your desired business objectives: https://lnkd.in/g-HnXy4z Together, Grayce can help you support employees in navigating and resolving the care challenges pushing them to the brink at a time when they need it most. In fact, 54% of our members say Grayce has helped them prevent a resignation, leave, or reduction in work hours. #Grayce #CaregivingSupport #PaidLeave

🌟 Exciting Update for People Leaders! 🌟 I've been having some insightful conversations lately about the challenges facing CHROs and benefits leaders, especially regarding the increasing need for leaves of absence and caregiving support. It's clear that many organizations are grappling with how to best support their employees during these trying times. One recurring theme that emerged is the dilemma faced by employees when they require caregiving support. With the shortage of care providers and the expanding reasons for taking leaves of absence, employees are often left with tough choices: either bear the financial burden of expensive support or exit the workforce entirely. But here's the good news: this recent blog post titled "3 signs more paid leave won’t be enough—and what benefits leaders can do instead," offers valuable insights into how organizations can go beyond simply offering paid leave to better support their caregivers. By providing comprehensive caregiving support alongside existing leave policies, businesses can not only meet their desired objectives but also foster a supportive and inclusive workplace culture. In fact, Grayce, a trusted partner in this endeavor, has been instrumental in helping organizations support their employees through these challenges. An impressive 54% of their members credit Grayce with preventing resignations, leaves, or reductions in work hours among their workforce. If you're keen on learning more about how your organization can better support employees facing caregiving challenges, I highly recommend checking out the insightful blog post below. Let's work together to ensure that our teams receive the support they need during these critical times. Together, we can make a difference! 💼🌟 #CaregivingSupport #EmployeeWellbeing #WorkplaceCulture

Why Are Employees Ignoring Our Leave Policies at Work? Answers: https://lnkd.in/g9q7CJVG #ParentalLeave #CompanyCulture #HRChallenges Hey everyone! 👋 I wanted to chat about a frustrating trend I've been noticing in our mid-size consulting firm, which has about 1,000 employees across the US. It seems like there’s a real disconnect when it comes to our Maternity and Parental Leave and the flexible PTO system we have in place. Here’s the scoop: Clear Policies, Confused Implementation: We have a well-defined Maternity and Parental Leave policy offering 8 weeks of paid time off for new parents. 🚼 But somehow, there’s a significant gap in communication, especially when it comes to new dads. They seem to think it’s perfectly okay to just take extended time off without going through the proper channels. Lack of Awareness: While new moms usually take the necessary steps to inform HR about their leave, the same can’t be said for new dads. This results in them taking PTO when it should be recorded as Parental Leave. How does this happen? Often, managers don’t seem to know the difference or simply miss the memo during these crucial moments. Headaches for Payroll: This ov...

Why Are Employees Ignoring Our Leave Policies at Work? Answers: https://lnkd.in/gmaKiA_Z #ParentalLeave #CompanyCulture #HRChallenges Hey everyone! 👋 I wanted to chat about a frustrating trend I've been noticing in our mid-size consulting firm, which has about 1,000 employees across the US. It seems like there’s a real disconnect when it comes to our Maternity and Parental Leave and the flexible PTO system we have in place. Here’s the scoop: Clear Policies, Confused Implementation: We have a well-defined Maternity and Parental Leave policy offering 8 weeks of paid time off for new parents. 🚼 But somehow, there’s a significant gap in communication, especially when it comes to new dads. They seem to think it’s perfectly okay to just take extended time off without going through the proper channels. Lack of Awareness: While new moms usually take the necessary steps to inform HR about their leave, the same can’t be said for new dads. This results in them taking PTO when it should be recorded as Parental Leave. How does this happen? Often, managers don’t seem to know the difference or simply miss the memo during these crucial moments. Headaches for Payroll: This ov...

According to a recent survey, most companies plan to improve their leave programs over the next 2 years. Parental leave, bereavement leave, and increased caregiver leave as well as unlimited paid time off are among the upgraded benefits. To remain competitive in hiring and retention, employers need to adapt. HRExecutive shows where these trends are heading and the numbers behind each... https://lnkd.in/eJzmujwB #PaidLeave #EmployeeBenefits #ParentalLeave #BereavementLeave #CaregiverLeave #HR #EmploymentTrends #EmployeeRetention #Hiring

Why Are Employees Ignoring Our Leave Policies at Work? Answers: https://lnkd.in/gPYpJhWk #ParentalLeave #CompanyCulture #HRChallenges Hey everyone! 👋 I wanted to chat about a frustrating trend I've been noticing in our mid-size consulting firm, which has about 1,000 employees across the US. It seems like there’s a real disconnect when it comes to our Maternity and Parental Leave and the flexible PTO system we have in place. Here’s the scoop: Clear Policies, Confused Implementation: We have a well-defined Maternity and Parental Leave policy offering 8 weeks of paid time off for new parents. 🚼 But somehow, there’s a significant gap in communication, especially when it comes to new dads. They seem to think it’s perfectly okay to just take extended time off without going through the proper channels. Lack of Awareness: While new moms usually take the necessary steps to inform HR about their leave, the same can’t be said for new dads. This results in them taking PTO when it should be recorded as Parental Leave. How does this happen? Often, managers don’t seem to know the difference or simply miss the memo during these crucial moments. Headaches for Payroll: This ov...