Working Family Caregivers: Balancing Responsibilities and Workplace Support

Working family caregivers play a crucial role in providing care for their family members while striving to maintain financial stability. This article explores the challenges faced by these caregivers and highlights the importance of employer support. With eldercare gaining recognition from a growing number of employers, various forms of assistance and benefits are emerging to aid working family caregivers.

Support for Working Family Caregivers:

1.Flexible Employee Benefits:

Employers can offer "cafeteria-style" benefits, allowing employees to choose supplemental dependent care coverage, such as reimbursement for in-home care or adult day care. Additionally, providing therapeutic counseling to help employees cope with caregiving-related stress can be beneficial.

2.Information and Resources:

Human Resources or employee assistance program staff can offer valuable information on helpful internet resources and local support centers to aid caregivers.

3.Support Groups:

Larger companies can organize in-house caregiver support groups or collaborate with local community groups and hospitals to facilitate access to external support groups.

4.Flexible Work Hours and Leave:

Time is a critical benefit for caregiving employees. Employers can implement flexible work hours, family illness days, and leave time, which have been proven to improve job performance, reduce lateness and turnover, and increase job satisfaction.

5.Family and Medical Leave Act (FMLA):

Companies with 50 or more employees are mandated to comply with FMLA, which allows up to 12 weeks of unpaid leave to care for a seriously ill parent, spouse, or child, while protecting job security. Smaller firms can also use FMLA guidelines to support their employees.

6.Educational Programs:

Organizing company "caregiver fairs" or lunchtime seminars can address relevant issues like hiring a home care attendant or providing coping skills for caregivers. Establishing a telephone hotline or publishing key contacts in the employee newsletter can also be helpful.

7.Long-Term Care Insurance Coverage:

Offering private long-term care insurance coverage for employees, their spouses, and dependents can provide financial security and peace of mind.

8.Employee Assistance Program:

Larger companies can establish an Employee Assistance Program that assists employees in finding resources to care for aging parents. Smaller businesses can provide informational materials and local organization lists.

9.Dependent Care Flexible Spending Accounts (FSAs):

Caregivers can utilize Dependent Care FSAs to help cover medical/elder care expenses. These plans allow employees to contribute a portion of their salary before taxes, providing tax-free reimbursement for unreimbursed medical and elder care expenses.

10.Paid Leave Programs:

A state-by-state listing of paid leave programs for caregivers can be found on websites such as http://www.subnet.nga.org/ci/4-caregivers.html.

Conclusion:

Working family caregivers should be aware of the available support and benefits provided by employers to balance their caregiving responsibilities with their work obligations. With the range of assistance available, caregivers have the right to make informed decisions about their work-life balance, whether it involves continuing employment or taking temporary leave to fulfill their caregiving roles. By fostering a supportive workplace environment, employers can acknowledge the invaluable contributions of working family caregivers and strengthen their commitment to both their employees' well-being and productivity.

Here is a checklist we developed for working caregivers to address with their employers