Why should employers enhance benefit designs to give additional support to employees who are the caregiver of the family:
- The one who cares for the family tend to be mid-level managers to C-suite executives who lead and manage teams. They are the employees with the experience to train to new employees. They tend to have the most tenure at a company organization.
- 73% percent of employees with caregiving responsibilities had to leave work early or unexpectedly.
- 68% did not take on additional responsibilities, products or take advantage of promotions. They are forced to step back in their career due to caregiving responsibilities.
- Women are more likely to assume the role of family caregiver and more than 2 million women downshifted their careers or left the workforce since 2020.
Employers who support caregiving employees see an increase in productivity and a decrease in employee burnout.
Educate your caregivers. One of way of doing this is by providing an employee assistance program and/or resource website with links to daycare assistance, home health aides, community assistance programs, etc.
Create a caregiver-friendly atmosphere. Start by conducting focus groups to get input from caregiving employees on what is needed. Offer flexible working options like hybrid or remote options. Discover if a 40-hour/4-day work week is possible, allowing an extra day for employees to handle the demands of home life. Lastly, as an employer, understand and advocate for the utilization of the Family Medical Leave Act (FMLA).
Examples of benefit designs that supports employees who are caregivers:
