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When you consider the word “caregiver,” you may recall the parent/child relationship and images of a mother and father cooing over their newborn. However, as the Baby Boomer generation matures, many family caregivers are now being called to care for parents, grandparents, and other aging adults.
Recent data reveals that family caregivers assisting with the daily needs of older adults has grown by 32% over the last decade. And the majority of employees providing adult and elder care are mid-career, falling between the ages of 36 and 50, many of whom are still caring for children living at home.
The Impact of Caregiving on Employees
A SHRM research report shows that as many as one-third of employee caregivers are afraid to disclose their status to their employer, fearing a negative impact on their careers.
Confirming this fear, one in five employees who have disclosed their caregiving responsibilities have reported poor treatment at work. And almost half say their career advancement has been stalled, while a quarter say they struggle to balance the responsibilities of their job and caregiving.
With the number of family caregivers expecting to triple by 2050, it’s more important than ever for organizations to support the needs of these devoted employees.
What Can HR Professionals Do to Help?
Employees entrusted with family caregiving need additional support through programs that encourage and empower them.
- Start a Caregivers Employee Resource Group (ERG): ERGs bring together employees who share common interests or backgrounds and create a sense of community in the workplace. An ERG for family caregivers not only offers relief to its members, but can also prove a valuable resource when communicating the needs of employees to leadership.
- Consider increased flexibility: Offer your employees the opportunity to work remote or hybrid schedules, or add flexibility to their schedules as caregiving needs arise.
- Offer an Employee Assistance Program (EAP), if you don’t already: EAPs offer confidential support, such as counseling, legal and financial guidance, and referrals for health care needs. These programs are known to enhance employee performance and productivity.
- Promote your HSA and FSA benefits: Ensure employees know and understand how to best use their HSA and FSA benefits while navigating the expenses associated with caregiving. Take some time to review the FSA store to find surprisingly eligible expenses and pass the information along.
- Check out community and online resources: Many communities have an area agency on aging where you can find many resources for mature adults. AARP offers guidance for caregivers and their families online.
Now Get the Word Out
Through the strategies outlined above or by exploring new ways to offer support, narrow down what works best for your organization. Then, ensure your employees know and understand the benefits available to them.
Year-round communication coupled with Open Enrollment keeps wellness benefits front-of-mind for employees. Even those who are juggling demands in and out of the office.
Check out this sample piece we created for one of our clients who wanted to remind employees of all the rewards available to them throughout the year.
It’s important that organizations acknowledge, communicate, and support the unique needs of the caregivers on their team. Extend compassion generously and create a workplace culture where caregiving is celebrated, instead of hidden.
