Balancing work and caregiving responsibilities can be challenging. Many&nbsp;<a href="https://www.caregiver.org/caregiver-statistics-work-and-caregiving" rel="noopener" target="_blank">informal caregivers</a>&nbsp;find themselves juggling doctor&rsquo;s appointments; supporting daily living activities such as bathing, dressing, and medications or organizing bills and other needs, while striving to maintain a career.
According to the&nbsp;<a href="https://www.caregiving.org/wp-content/uploads/2020/05/2015_CaregivingintheUS_Final-Report-June-4_WEB.pdf" rel="noopener" target="_blank">National Alliance for Caregiving and AARP</a>, approximately 43.5 million caregivers provide unpaid care to an adult or child within a 12-month period. As Baby Boomers continue to age and as the cost of senior living and in-home care grows, the need for informal caregivers will continue to increase.
Informal caregivers who are employed outside of their caregiving responsibilities have schedules, deadlines, and demands that can place unexpected strain on their emotions, focus, and energy.
Here are some helpful tips to help balance your career when you&rsquo;re a caregiver:
1. Prioritize your Physical and Emotional Health&nbsp;&ndash; Caregivers often don&rsquo;t realize they are susceptible to health-related issues, including high-blood pressure, anxiety, depression, and addiction. It is important to keep up with personal doctor&rsquo;s appointments and remain aware of any changes in physical feeling, in mood or overall mental health. You should not only make necessary appointments to maintain good physical health, but also reach out to mental heath professionals to care for your emotional wellbeing.
Supporting your emotional health can also include connecting with others who can empathize with your feelings. This can be done through community&nbsp;<a href="https://www.caregiver.org/support-groups" rel="noopener" target="_blank">support programs</a>&nbsp;or online caregiver groups and forums. These provide opportunities to exchange ideas and get support at any time of day.
2. Practice Self-Care&nbsp;&ndash; A caregiver&rsquo;s general tendency is to make sure everyone else is taken care of first. However, it&rsquo;s important to practice self-care to ensure you have the energy and mindset to function well at work and continue to care for others. Self-care includes maintaining a healthy diet, getting adequate rest, and doing some form of physical activity or exercise. It can also mean taking a lunch break or free moment to go outside for a walk or read a book.
3. Maintain Relationships/Support Network&nbsp;&ndash; Many working caregivers tend to neglect social activity or relationships, and even spend less time with other family members. Connecting with those you value and love helps you manage stress and responsibilities better. Additionally, some friends and family members may be willing to assist with caregiving tasks or household chores. This could even include stopping by to sit with your loved one while you complete other tasks or rest.
4. Talk to Your Employer&nbsp;&ndash; Having a direct conversation with your employer about your circumstances can be helpful for managing both work and home responsibilities. By sharing information about your needs, your employer is likely to be more understanding if/when unexpected circumstances arise that may cause you to arrive late or miss a deadline. They also may be able to help you consider support resources that you were not aware of. Ultimately, it is important to make sure your employer knows that work is still one of your main priorities. This will help them support you as needed.
5. Review Employer Benefits/FMLA&nbsp;&ndash; Many employers offer benefits packages that include a variety of resources and services to support caregivers. These include&nbsp;<a href="https://www.opm.gov/faqs/QA.aspx?fid=4313c618-a96e-4c8e-b078-1f76912a10d9&amp;pid=2c2b1e5b-6ff1-4940-b478-34039a1e1174" rel="noopener" target="_blank">Employee Assistance Programs (EAPs)</a>&nbsp;that provide counseling, eldercare referral services, and more. Some employers have flexible leave policies that allow employees to use sick leave to care for others or to share leave, which allows employees to donate unused leave time to other employees.
The&nbsp;<a href="https://www.dol.gov/agencies/whd/fmla" rel="noopener" target="_blank">Family and Medical Leave Act (FMLA)</a>&nbsp;provides another option for caregivers to consider, as it gives eligible employees 12 weeks per year of unpaid leave. This can be used to care for a sick family member.
6. Consider Flexible Work Options&nbsp;&ndash; Many employers are embracing flexible work options as an effective means of productivity for all employees. These can be especially helpful for informal caregivers, as flexible work options can include having flexible work or telework hours. For example, a caregiver may request to work from 10 a.m. to 6 p.m. to be available for early morning doctor&rsquo;s appointments, or from 7 a.m. to 3 p.m. to be home in time to prepare for evening needs.
<a href="https://www.opm.gov/FAQs/QA.aspx?fid=b48bf83b-440c-4f1e-a88c-3cdc9d802ac8&amp;pid=75346675-3b92-4aec-831d-58cf5b0e86d2" rel="noopener" target="_blank">Teleworking</a>&nbsp;is also an effective way to balance work with caregiving responsibilities. By working from home or your loved one&rsquo;s home, you have greater ability to use break times or time that would be spent commuting to care for your loved one.
Other flexible work options include swapping shifts with other employees, coming in on traditional &ldquo;off-days,&rdquo; or working shorter hours on specific days.
7. Research Community Resources&nbsp;&ndash; In addition to gaining resource guidance from an employer, caregivers can also reach out to local agencies that can share a variety of ideas on programs and services to support you and your loved one. For example,&nbsp;<a href="https://eldercare.acl.gov/Public/Index.aspx" rel="noopener" target="_blank">local agencies on aging</a>&nbsp;can provide details on adult day centers, transportation options, and respite programs.&nbsp;Disability organizations, such as local&nbsp;<a href="https://www.ilru.org/projects/cil-net/cil-center-and-association-directory" rel="noopener" target="_blank">Centers for Independent Living (CILs)</a>&nbsp;can provide information on local activities, support groups, funding initiatives, accessible housing options, and much more.
8. Know Your Limits&nbsp;&ndash; It&rsquo;s very important for caregivers to identify their needs and set physical and emotional boundaries to help manage responsibilities and prioritize self-care. This includes determining what personal space and time you consistently need, the type of communication and interactions you have with others (including co-workers), and any other needs that will help you function at your best. From there, communicate these needs to others so that they can be supportive.
For more ideas on services, programs, and resources to support your needs as a caregiver, visit the&nbsp;<a href="https://www.caregiver.org/" rel="noopener" target="_blank">Family Caregiver Alliance</a>.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Balancing work and caregiving can be tough. Discover tips to manage both effectively and maintain your well-being.

Balancing Your Career When You're a Caregiver

Living with a disability is by no means easy, but the challenges can be particularly significant when that disability is not immediately visible to others. Determining whether or not to disclose your disability at work may be one of the most important, and also one of the most difficult, decisions you can make as you strive to manage your disability effectively.
As you weigh the pros and cons of self-disclosure, it&rsquo;s important to remember that you&rsquo;re under no legal or moral obligation to reveal your condition to your employer or colleagues. However, there may be some significant benefits to you in doing so. This article explores the potential advantages and disadvantages of disclosing your invisible disability at work and describes some key considerations to keep in mind as you make your decision.
<h2>Potential Benefits of Disability Disclosure</h2>
When you have a disability that isn't visible, it can be tempting to try to &ldquo;pass" as not having a disability. You may prefer to keep your condition under wraps to avoid potential ramifications, such as stigmatization or unconscious biases. You may fear, for example, that your employer or colleagues may perceive you as less competent or reliable due to your disability disclosure and that this may negatively impact your work relationships or your career progression.&nbsp;
The reality, however, is that self-disclosure can yield a number of rewards for you, your colleagues, and the overall culture of the workplace. For instance, discussing your condition with your employer can make it easier for you to access the <a href="https://www.dol.gov/agencies/odep/program-areas/employers/accommodations" rel="follow noopener" target="_blank">accommodations to which you are entitled</a> under the terms of the Americans with Disabilities Act (ADA). For example, if you are neurodivergent and have been diagnosed with <a href="https://researchautism.org/when-and-if-to-disclose-asd/" rel="noopener" target="_blank">autism spectrum disorder (ASD)</a> or attention deficit hyperactivity disorder (ADHD), for example, your job duties leave you vulnerable to overstimulation or other condition-specific challenges while on the job; disclosing to your employer can help you collaborate on effective accommodations. 
<a href="https://www.tungstenringscenter.com/blog/2022/03/10/how-to-prepare-for-working-with-kids/" rel="noopener" target="_blank">Working with children</a>, for instance, can present a unique constellation of difficulties for persons who have sensory processing disorders. However, by coordinating with your employer, you can develop a strategy that will enable you to care for your own needs while also caring for the children under your watch. This might include the provision of an assistant to oversee the children when you need a few moments of quiet to decompress.
<h2>The Organizational Benefits of Self-Disclosure</h2>
When you reveal your condition at work, you're not only invoking legal protections and improving your access to the accommodations you may need, you're also improving the overall culture of your workplace.
&nbsp;Companies that prioritize inclusion are more profitable and productive than those that don&rsquo;t. When an organization proves safe, welcoming, and supportive for employees with disabilities, they help to alleviate fears of discrimination and bias in workers who may be experiencing physical or mental health challenges.&nbsp;And this means that employees are more likely to reach out for help when they need it which, in turn, leads to healthier, happier, and more loyal workers and more unified and supportive teams. 
<h2>The Risks of Disability Disclosure</h2>
For all the potential benefits of self-disclosure when you have an invisible disability, there are potential downsides. Not all company cultures are created equal, after all. Toxic work environments do exist, even in the most sophisticated and technologically advanced companies. If your company is one in which a &ldquo;villainous culture&rdquo; prevails, then disclosure is probably not going to be in your best interests.
It&rsquo;s important to remember, though, <a href="https://www.additudemag.com/fired-for-adhd-legal-rights-at-work/#:~:text=What%20protections%2C%20if%20any%2C%20do,not%20do%20their%20job%20properly" rel="noopener" target="_blank">that you </a><a href="https://www.additudemag.com/fired-for-adhd-legal-rights-at-work/#:~:text=What%20protections%2C%20if%20any%2C%20do,not%20do%20their%20job%20properly" rel="noopener" target="_blank">cannot</a> be fired because you have revealed that you have a disability. Nevertheless, if your work environment is a deeply negative one, you may find that remaining with your current employer does more harm than good. In that case, you may do well to find another position, ideally one that actively seeks to employ persons with disabilities.
<h2>Making a Plan to Disclose Your Disability&nbsp;</h2>
If you&nbsp;<a href="https://www.dol.gov/agencies/odep/publications/fact-sheets/youth-disclosure-and-the-workplace-why-when-what-and-how#:~:text=The%20laws%20require%20that%20qualified,you%20must%20disclose%20your%20disability" rel="noopener" target="_blank">decide to disclose your disability</a>, the first thing you need to do is determine how and to whom. Are you comfortable with discussing your condition openly with your employer and colleagues? Or do you prefer to keep your condition confidential, revealing it only to your employer? If you choose to do the latter, remember that your employer is legally obligated to protect your privacy, and can only discuss your condition with essential personnel and others you designate. 
<h2>The Takeaway</h2>
When you have an invisible disability, choosing whether or not to disclose your disability at work can be difficult.&nbsp;There are decided advantages to self-disclosure, including the opportunity to access necessary accommodations and other legal protections. Disclosure can also help to create a more inclusive company culture. The key is to remember that you are under no moral or legal obligation to disclose your condition. It is ultimately up to you to determine what is best for your needs. 
<h2>FAQs</h2>
<h3>Do I need to disclose my disability to an employer?</h3>
No, you never need to disclose your disability to your employer. This is always a personal choice.
<h3>Should you disclose your disability to your employer?</h3>
There's no blanket statement advice we can give on this topic. This is always a personal choice, but is definitely worth considering if you need accommodations. Most importantly, iIt's illegal for an employer to fire you or refuse to hire you because of a disability, as long as you can perform the essential job functions with reasonable accommodations.
<h3>How should I disclose my disability at work?</h3>
Start with HR or a trusted manager, and follow up in writing so there's a record of your request. You don't need to share your full medical history, just describe how your condition affects your work and what accommodations would help.
<hr>
 Content Contributor:
Ainsley Lawrence is a freelance writer from the Pacific Northwest. She is interested in better living through technology and education. She loves traveling to beautiful places and is frequently lost in a good book. 
&nbsp;
&nbsp;

Deciding to disclose a disability at work can be tough. Learn the pros and cons to make an informed choice about disability disclosure.

Navigating Disability Disclosure at Work

Deciding to disclose a disability at work can be tough. Learn the pros and cons to make an informed choice.

Part 4: Self-ID and Self-Disclosure
Employers that focus on fostering inclusive environments are more likely to attract job candidates with disabilities. In this final installment of our series on &ldquo;Understanding the Candidate Experience for Job Seekers with Disabilities,&rdquo; we&rsquo;re exploring self-ID/self-disclosure, and ways to build an inclusive work environment that encourages both.
What&rsquo;s the difference between Self-ID and Self-disclosure?
Self-Identification&nbsp;or &ldquo;self-ID&rdquo; is the act of checking a box on a disability disclosure form. It is required by federal contractors through the voluntary self-identification form for Section 503 requirements.
Self-disclosure&nbsp;is the act of personally communicating a disability to another person. It is a personal decision and can occur at any time and be shared with anyone. An individual is only required to disclose when requesting an accommodation.
Unlike a self-ID campaign that uses a form to ask employees if they have a disability, self-disclosure can occur in various ways, including:
<ul>
<li>In a conversation between two colleagues</li>
<li>More formally between an employee and their manager</li>
<li>With human resources or the benefits or accommodations team</li>
<li>In an employee resource group (ERG) or business resource group (BRG) for employees with disabilities</li>
</ul>
Why don&rsquo;t individuals self-ID?
People choose not to self-ID for various reasons, including the following:
<ul>
<li>Concern for confidentiality</li>
<li>Fear that they will be looked at or treated differently</li>
<li>Lack of understanding around the definition of disability or lack of realization that they have one</li>
<li>Unclear about the individual benefits of self-ID</li>
<li>Unaware of the Section 503 requirement</li>
</ul>
Why don&rsquo;t individuals self-disclose?
Many people with disabilities report having felt discriminated against during the employment process because of a disability. These experiences often discourage them from self-disclosing at work. Here are other reasons why people don&rsquo;t self-disclose:
<ul>
<li>Fear of being treated differently, or being known for their disability</li>
<li>No need for accommodations or unaware of company&rsquo;s accommodation process</li>
<li>Don&rsquo;t understand the definition of disability and/or that they have one</li>
<li>Company&rsquo;s workplace environment and workforce don&rsquo;t feel inclusive or encourage self-disclosure</li>
<li>Desire privacy</li>
</ul>
How can you increase self-ID/disclosure?
To increase self-ID/disclosure, employers should focus on creating a culture and environment of inclusion. Here are some tips to help:
<ul>
<li>Provide regular communication (quarterly at least) to all employees about the importance of inclusion and diversity to the company. Ideally, the message should come from executive leadership.</li>
<li>Offer resources like disability etiquette and awareness trainings to all employees.</li>
<li>Communicate the company&rsquo;s accommodation statement, process, and benefits (including flexible work schedules, options for paid time off, etc.), as this may help an employee feel more comfortable.</li>
<li>Recognize and celebrate disability awareness months and days both internally and externally on social media channels. Examples include National Disability Awareness Month (NDEAM), which occurs every October.</li>
</ul>
Talk about it. It can all start with you.&nbsp;Bring up any of these best practices to your team or manager, or share your personal story if you identify as having a disability, are a caregiver, or are passionate about inclusion, and feel comfortable disclosing the information.
Additionally, your organization can create a&nbsp;<a href="https://www.careercircle.com/blog/post/how-can-organizations-host-effective-self-id-camp" rel="follow noopener" target="_blank">self-ID campaign</a>&nbsp;to encourage current employees to identify has having a disability. In this case, employers should:
<ul>
<li>Provide an explanation to employees about why the company is interested in gaining this information and how it will be used.</li>
<li>Assure confidentiality.</li>
<li>Offer a choice to either remain anonymous or disclose a name on the self-ID surveys.</li>
<li>Keep self-ID surveys separate from other employee engagement surveys, especially from benefits communication.</li>
<li>Include the definition of disability and examples, especially non-apparent disabilities</li>
</ul>
Employers must make understanding and improving the candidate experience for job seekers with disabilities a priority. For an in-depth look at how to do this, and get insights from actual employees on self-ID,&nbsp;<a href="https://go.careercircle.com/candidate-experience-for-job-seekers-with-disabilities" rel="follow noopener" target="_blank">download our e-book, &ldquo;Understanding the Candidate Experience for Job Seekers with Disabilities.&rdquo;</a>
For more resources and guidance on the candidate experience, contact the CareerCircle team at gettinghired@careercircle.com.&nbsp;
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.&nbsp;

Attract job candidates with disabilities by fostering an inclusive environment. Learn about self-ID and self-disclosure.

Candidate Experience Series Part 4: Self-ID/ Disclosure

Learn more about free job search tools, learning opportunities, and exclusive member events.

Discover CareerCircle

Access resources to advance your job search and career growth.

Tools & Training

Explore a wide range of job opportunities that match your skills and career goals.

Search Jobs

Create a professional resume that captures the attention of top employers with our easy-to-use tool.

Resume Builder

Prepare for your next interview with our expert tips and strategies.

Interview Prep

Discover in-depth profiles of leading employers to find your ideal workplace.

Search Companies

Develop in-demand skills with curated courses for today’s job market.

Courses

Access career resources and job postings anytime, anywhere with our app.

Mobile App

Source skilled talent and build your team.

Talent Acquisition

Access skilled talent ready to excel via our AI-driven platform, virtual events, and recruitment services.

CareerCircle TalentConnect

Transform your workforce and hiring practices with essential training and continuing education.

InclusiveU

Broaden your talent pool with dedicated support for individuals with disabilities.

Getting Hired Powered by CareerCircle

Mission aligned solutions supporting Non-Profit Organizations, Educational Institutions, Local Workforce Development Boards, and Learning Providers.

Upskilling & Job Advocacy

Upskilling solutions designed to empower members with in-demand skills training and ongoing support for successful certificate completion.

CareerReady

Job advocacy solutions to connect job seekers to inclusive employers through dedicated recruiting support.

CareerAdvocacy

Learn how we connect all communities with careers and build skilled talent pipelines.

About CareerCircle

Discover answers to common questions and gain insights into our goals and services.

Reach out to us for inquiries, support, or to learn more about our mission and services.

Contact

Explore our blog for latest news and trends for job seekers and employers.

Blog

Access our virtual career fairs, job seeker workshops, and employer focused webinars.

Events

Discover valuable resources to enhance your hiring strategy and drive organizational success.

Employer Resources

Get the latest news and updates on our mission, partnerships, and community impact.

Press Room

Learn how CareerCircle can help veterans find meaningful employment

Veterans

Learn how CareerCircle can help individuals with disabilities find meaningful employment

Individuals with Disabilities

Learn how CareerCircle can help military spouses find meaningful employment

Military Spouses

Discover benefits and best practices for hiring veterans

Disability Hiring

Discover benefits and best practices for hiring individuals with disabilities 

Staff Writer

150 Articles

Balancing Your Career When You're a Caregiver

Navigating Disability Disclosure at Work

Candidate Experience Series Part 4: Self-ID/ Disclosure

JOB SEEKERS

EMPLOYERS

COMMUNITY PARTNERS

ABOUT

RESOURCES