Bangaluru: India slowly wakes up to the needs of caregivers, who are now a large part of the workforce. Companies are offered policies – including Care Fireists – that provide flexibility and support services for employees who disappear personal care responsibilities as well as professional duties.

Experts say these policies deal with the truth of IndiaShatira generation“Simultaneous employees are granted to parents and young children, in addition to a broader network of individuals who need support. Mercer Marsh Feights’ Health on Demand 2025 Research is that although 54 % of the world’s employees, this number is 79 % in India, where employees provide five hours or more of care in the week for children or Couples/partners, parents, or other family members or friends.

“Recent studies, I have found that this dual responsibility has become an increasing challenge, as the responsibilities of sponsorships directly affect the retention of talents,” said Dr. Nimetha Menon, the leader of the administrative consultations of risk in the field of health. Employees’ benefitsAnd health insurance and Wellness at the workplace. Menon says that progressive organizations not only offer leave, but they do not offer a comprehensive environmental system by adopting radical flexibility (for example, flexible hours, remote/hybrid options, compressed business rates), expanding support services (such as active employee assistance programs with care providers consulting, independent eldercare programs that provide home health services).
They also invest in educating the manager and training to ensure the sympathetic and effective implementation of policies. Many of its customers have implemented or in the advanced stages of designing these leave policies. Companies say that providing assistance associated with progress contributes to a comprehensive and supportive workplace.

Earlier this month, Diaageo India has provided her sponsorship vacation policy, as she provided up to five days of annually paid leave for all full -time employees who need to support their loved ones. When care needs are more comprehensive, managers and employees work together to adapt tables or explore hybrids.

“The presentation of care requires time and emotional energy that cannot be planned always. This policy admits that reality and ensures that our people are completely present for their families, with the ability to prosper at work and beyond,” said Shilba Fayed, the chief human resource employee, Diago India. In addition to family care leave, Sap India provides options for remote work arrangements for employees who face serious restrictions on family care.

“So far, about 28 % of employees use the family care,” said Shawita Mohante, head of human resources, SAP India. “In addition, we complete this vacation policy with the options of causing and unpaid leave, providing more flexibility for employees who manage long -term care responsibilities.” Menon said, there was an accelerated adoption to support care providers, and to move from a specialized benefit to major expectations. In Accenture in India, the approach is three companies and focuses on comprehensive and personal benefits, and it has support structures, and programs sponsored to enhance self -care.