Support for family caregivers in the workplace was something that got a lot of attention on the campaign trail during the presidential election. When put into a wider context, it’s clear that many employees with caregiver responsibilities find it hard to achieve a balance. Studies estimate that up to 22% of American workers have family caregiving responsibilities, while 70% struggle to balance the demands of caregiving with work.
What's more, the percentage of the workforce caring for eldering relatives is only set to increase over the coming decades, with some forecasts predicting the senior population will increase to over 80 million by 2050. This trend means even more employees will find themselves juggling the demands of their jobs and caring for aging family members in the years ahead.
This has prompted many forward thinking employers to start asking how they can better tailor their HR policies and benefits to the needs of their workers with caregiving responsibilities. And while existing federal and state policies are patchy, there are many innovations taking place at the employer level that can provide inspiration to other organizations who are rethinking their policies on the matter.
Existing caregiver support structures
For now, the primary federal safeguard for employees with caregiving responsibilities is the Family and Medical Leave Act (FMLA). This law provides eligible employees with up to 12 weeks of unpaid leave annually to care for immediate family members. While this is a key safety net for caregivers, it only applies to businesses with more than 50 employees, and the leave is unpaid.
In some states, Paid Family and Medical Leave (PFML) laws have expanded on FMLA by providing partial wage replacement during caregiving leave. Currently, 13 states and DC offer these programs, which enables employees to fulfill caregiving responsibilities without forgoing income. While the reach of PFML is expanding, it’s still not universal, as it leaves large gaps in coverage for employees across the country.
HR's role in crafting caregiver-friendly policies
The conversation around support for caregivers needs to focus on both HR policies and benefits. In fact, many companies (especially those with 500 or more employees) are leading the way by developing HR policies that are directly addressing the needs of caregivers.
For example, flexibility is becoming a cornerstone in many HR policies. This can take the form of Flexible Work Arrangements, enabling employees to arrange their work schedule around the needs of their caregiving responsibilities. Likewise, remote work can provide enormous benefits to caregivers, giving them back hours of their time each week by removing the daily commute, while enabling them to be geographically close to their family members requiring care.
Caregiver Leave is another key HR policy supporting caregivers. While the FMLA and, where applicable, PFML provide workers with some rights, many employers are providing enhanced leave options for caregivers, or at the very least, formalizing how employees can request time off under either the FMLA or PFML.
That's not all. According to a recent study by Mercer, a large number of businesses are expanding their benefits programs to provide more holistic carer-focused benefits.
For example, concierge services that help employees locate caregiving resources, eldercare consultation, and backup care services are becoming more common. Flexible spending accounts (FSAs) are another area where HR policies and benefits can make an impact. These accounts allow employees to set aside pre-tax income for specific expenses, but many caregivers may not realize that a wide range of caregiving costs are eligible for these accounts.
Childcare benefits for a broader workforce
Caregiving responsibilities are not limited to eldercare. Many employees also juggle the demands of caring for young children while maintaining full-time jobs. To address this, companies are offering free or subsidized tutoring services for K-12 students, subsidies for childcare, and other innovative benefits.
With research indicating that parents who feel supported at work are more likely to be loyal and productive, offering such programs can be a powerful tool for recruitment and retention.
Digital solutions for caregiving
Technology is another avenue where HR departments can offer valuable support. Digital platforms are emerging as important tools for caregivers, which allow employees to coordinate their caregiving tasks more efficiently while keeping their work responsibilities on track. These platforms offer scheduling tools, reminders, and resource locators to help caregivers manage both work and caregiving.
Building a culture of support
HR policies that support caregivers aren’t just about individual perks and benefits—they are about creating a culture that recognizes and values caregiving responsibilities. It’s within this spirit that some organizations have started providing managers with better training to equip them with the skills to more effectively manage employees with caregiving responsibilities.
Likewise, some organizations have caregiving awareness programs that aim to break down stigmas that can be associated with requesting leave for caregiving, and to help ensure that caregivers feel more supported by their employer.
Ultimately, the goal is to create an environment where caregiving employees feel valued and supported in both their professional and personal lives. And companies that invest in this successfully see tangible benefits. For example, a study by Harvard Business School found that employees who feel their caregiving needs are addressed are less likely to miss work or quit.
Wrapping up
The most successful companies are already finding ways to support caregivers through HR policies and targeted benefits. By doing so, they’re not just supporting individual employees—they’re building stronger, more resilient workforces.
For HR professionals, now is the time to take a fresh look at how to better accommodate the growing number of caregivers in the workforce. Companies should consider creating a supportive environment through strategic planning, employee feedback, and a focus on innovative policies.
By Dharam Khalsa Co-Founder of Assisted Living platform Mirador, who are on a mission to remove barriers and increase transparency for consumers within the assisted living industry.
