As a general rule, not every measure to improve the compatibility of work and care is suitable for every company. Which offers make sense depends on the specific needs of the employees and the possibilities of the company. Every company and, above all, its employees have individual ideas and needs when it comes to reconciling work and care responsibilities. Even small and medium-sized companies can establish support services with little effort.

The following measures illustrate the range of possibilities:

1. flexible work organization

The flexible organization of working hours and the place of work are among the most common measures used in companies to reconcile work and care. There are various options here, e.g. leave of absence, job sharing, part-time work, flexitime or teleworking.

Flexible working hours are a great help for family carers. For example, the person requiring care can still be looked after in the morning or accompanied to the doctor during the day. The employee can then work flexibly at a different time. Employers can grant their employees time off for care duties, e.g. in the form of a sabbatical, by maintaining a long-term care account. This allows them to take care of private matters in acute emergency situations without losing working time.

A flexible work location or the option to work from home can help when relatives in need of care are being looked after at home.

A variety of possible working time models and information on mobile working from home can be found in the section on flexible working.

2. information, advice and mediation

Companies can provide their employees with information, advice and placement services. Internal departments or external providers can, for example, arrange help with home care or provide comprehensive information on the care situation. This information includes, for example, overviews of...

• Advice centers that can advise on long-term care insurance benefits or home adaptations, among other things.
• Facilities such as day care centers, nursing homes or outpatient care services.
• Self-help groups and discussion groups.

If several employees are confronted with the topic of care, it can be very helpful to provide them with a space and time in the company for mutual exchange, e.g. in a regular discussion group.

It is also possible to set up a volunteer exchange in the company, where services, assistance or support for people in need of care can be arranged.

3. provision of services

For employees who need concrete help in securing care during their working hours, the provision of company-supported services can be useful to counter situations such as the following:

• Employees may be temporarily unable to perform their care duties, e.g. due to a business trip.
• Carers urgently need time off.
• A care needs plan must be drawn up (to apply for care insurance benefits or to optimize care, especially during working hours).
• Childcare places must be found.

Private service providers offer advice on all aspects of care, financing and support options and can arrange care home and rehabilitation places, care staff, home helps or meals on wheels. Companies can purchase this service as an external service and thus provide their employees with advice and placement services free of charge.

Further information on this can be found in the Advice and placement service section

4. financial support

In some cases, financial support from the company can also help. This is because the funds provided by care insurance often do not cover the need for support and not all those affected are eligible. Companies can, for example, grant their employees a low-interest company loan to make their living space suitable for the disabled, finance the move to an apartment or living environment that meets their needs or subsidize care provided by outpatient services. Any interest advantage compared to a bank loan is then taxable as a non-cash benefit after deducting a discount of 4% of the reference interest rate.

5. care-sensitive corporate culture

A corporate culture in which attention to the topic of care and the willingness to provide support are just as much a matter of course as the support of employees with children already is in many cases means a great deal of relief for employees who provide care. In order to establish a care-sensitive corporate culture, managers should be prepared for the possible situations of employees with care responsibilities and informed about the available measures and offers. The aim here is to promote awareness of the potential challenges and to be "equipped" for them together. Special training courses and seminars can help to raise awareness.