Workforce 2020 & Beyond: Family Caregivers and the Unseen Labor in America
March 1, 2023 / Contributor(s) / Comments Off on Workforce 2020 & Beyond: Family Caregivers and the Unseen Labor in America
For many employees, work is not limited to the workday and expands to include the role of caring for loved ones at home before, after, and often during their jobs. Not surprisingly, organizations who offer caregivers more empathetic benefits policies and programs are viewed more favorably. The end result being a more loyal, committed, caregiver workforce.
Caregivers are a growing part of the American workforce
About 23 million Americans provide ongoing care for an ill or disabled parent, spouse, or child. In addition to their home and work responsibilities, they spend on average nine hours per week providing care.
Caregiving impacts overall well-being
Well-being Index score is “very good/excellent”:
Caregiving affects careers and finances
The strain of caregiving often translates to financial stress for many. Seven in ten caregivers believe that taking time off or leaving the workforce in order to care for a loved one had significant financial impact on their family.
Caregivers want to work for employers that care
Subsidized access to these support services are of particular interest:
• Tax/estate planning, special needs trust • Video-based training and in-person coaching on caring for children with special needs • Referral services for special education programs • Back-up care services • Coaching and wellness support for caregivers
Addressing the Needs of Workforce 2020 & Beyond
Organizations can best support caregivers by establishing policies and providing access to benefits and resources that are inclusive and contribute to improved health and productivity. Below are benefits that can have a positive impact.
Paid Leave
• Paid time off (PTO) programs that group time-off reasons into a single category • Paid family and medical leave for parental bonding or to care for sick/injured loved ones • Paid sick leave
Flexible Work Arrangements
• Telecommuting options contingent upon an individual’s personal needs, job function, or ability to perform • Flexible scheduling to accommodate their personal situation, such as caregiving responsibilities, health conditions, or transportation needs
Well-being Resources
• Employee assistance programs offer services such as mental health and substance abuse counseling • Wellness initiatives • Health savings accounts (HSA) and health reimbursement arrangements (HRA) help reduce out-of-pocket medical costs • College savings and student loan reimbursement plans
Inclusive Policies & Communications
• Create benefits communications that are inclusive of all workers • Training to help avoid misunderstandings or discrimination • Reinforce and review recommendations from the Equal Employment Opportunity Commission (EEOC) to ensure compliance with nondiscrimination guidelines
Access to Virtual Services
• Telehealth and teledentistry offer medical and dental consultations, evaluations, diagnosis, and treatment • Referral services and online resources for information on adult care or child day care facilities, government financial assistance programs, support groups, and in-home care • Health concierge or healthcare advocates can help address healthcare issues during business hours
Unless otherwise noted, the source of all information in this report is from the Guardian Workplace Benefits Study 8th Annual (2020). The Guardian Life Insurance Company of America (Guardian), New York, NY. Guardian, its subsidiaries, agents, and employees do not provide tax, legal, or accounting advice. Consult your tax, legal, or accounting professional regarding your individual situation. GUARDIAN® is a registered trademark of The Guardian Life Insurance Company of America.®