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 home and work responsibilities, they spend on average nine hours per week providing care. For tips on managing caregiving responsibilities and balancing work, see work-life balance strategies.
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. Seven in ten caregivers believe that taking time off or leaving the workforce to care for a loved one had a significant financial impact on their family. Employers can offer financial planning resources, retirement advice, and college savings support to reduce stress and secure caregivers’ futures.
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 inclusive policies. Additionally, providing access to benefits and resources helps improve both health and productivity.
Below are some benefits that can have a positive impact. For example, flexible work arrangements allow employees to balance caregiving and job responsibilities. Furthermore, wellness programs can promote physical and mental well-being. Offering caregiving resources, such as support groups or counseling, also strengthens employee resilience.
By implementing these strategies, organizations not only support their workforce but also enhance overall productivity and engagement.
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
