Debra Whitman was on a business trip when her father was urgently hospitalized in severe pain.
She flew back to Maryland and used several days off to look after him in his rural community in eastern Washington state, where she also arranged for a motorized lift chair to assist him in standing.
Whitman, who is the chief public policy officer at AARP, was fortunate that her employer provides leave for elderly family members, a benefit experts note is becoming more common as America’s population gets older.
“Instead of using all my vacation time, I was able to take several days of dedicated caregiving leave while I was there,” Whitman stated. “This has been an enormous help for many members of my staff.”
According to AARP, over 63 million Americans provide care for a family member, and the majority also hold down regular paid jobs. However, these caregiving duties can make maintaining a full-time position difficult, particularly for those assisting older adults while also managing other responsibilities.
Meghan Shea, a vice president at New York Life Group Benefit Solutions, reports that the typical caregiver devotes roughly six hours daily to looking after aging relatives. Her firm offers life insurance and assists employers with managing leaves of absence.
“The difficulty is that leave is finite,” Shea explained. “A caregiving situation typically lasts around six years. It represents a major life adjustment for these employees, who must learn to balance their responsibilities differently, which is highly stressful.”
In the United States, the Family and Medical Leave Act guarantees eligible workers up to 12 weeks of unpaid leave annually to care for immediate family. The Department of Labor states this law applies to federal, state, and local agencies, as well as private companies with 50 or more employees, mandating health benefits and job security for individuals on leave.
This legislation does not cover all workplaces, and it fails to assist those who are financially unable to take unpaid time off.
Over a dozen states have enacted laws requiring some type of paid caregiving leave, for a new child or a seriously ill relative. These programs usually provide workers with a percentage of their regular salary, though the duration and specific benefits differ.
“Many individuals are forced to leave their jobs to provide care, which impacts not just their current income but also their future retirement benefits. Employers also suffer a productivity loss when they lose a valuable employee,” Whitman commented. “Developing support systems for family caregivers is a critical employment challenge today.”
In response to increasing need, some businesses and organizations are now providing a range of caregiving supports, such as flexible hours and assistance locating resources. Below are methods to evaluate if a company is accommodating to caregivers.
Questions to ask
Shea suggests posing these questions in job interviews if paid leave and similar benefits are important to you.
How much caregiving leave am I eligible for?
Must I use it all in one continuous period?
Can I take it in smaller segments?
Is this leave paid or unpaid?
What leave benefits am I guaranteed by federal and state law?
What additional support does the company offer beyond the legal requirements?
Caregiving leave
Time is a precious and limited resource for any caregiver. Meghan Pistritto, a vice president in Prudential Financial’s group insurance division, said companies offering paid caregiving leave usually provide between two and six weeks, with some offering up to 12 weeks.
“Caregiving is a fact of life for a large segment of the working population,” Pistritto noted. “The good news is that employers are increasingly responding and supporting their staff. We are observing significant expansion in both employer-provided and state-run paid leave programs throughout the country.”
AARP allows qualified staff up to two weeks of paid leave each year to care for family members or domestic partners with serious health issues, or who are aged 50 or above and require help with tasks like cooking meals, attending appointments, and handling finances.
More than time off
Pistritto mentioned that flexible work arrangements and the ability to work remotely can be extremely beneficial, particularly when these options are actively encouraged and made standard practice. She added that managers can foster open discussions about caregiving needs and check in on employee wellness, creating an environment where people feel comfortable sharing their circumstances without judgment.
“Comprehensive paid leave is merely the foundation. Truly caregiver-friendly workplaces also supply practical aids like counseling services, backup care options, and support groups for caregivers,” Pistritto said.
Some companies provide access to “care concierges,” experts who assist employees in locating healthcare providers, understanding government-mandated benefits, and managing complex systems like Medicare.
Whitman used a similar service from AARP to get a list of local caregivers for her father. “Simply having that list was a crucial first step,” she remarked. The concierge can also aid employees in sourcing durable medical equipment or arranging home modifications, Whitman added.
Turning to technology
When taking time off work is not an option, a rising array of electronic devices can help caregivers supervise loved ones remotely while fulfilling job duties.
Susan Hammond, who lives across the street from her mother with dementia in rural Vermont, dedicates four to five hours daily to helping with meals, medication, and bathing, while also directing the War Legacies Project, a nonprofit addressing war-related environmental and health impacts in Vietnam, Laos, and Cambodia.
During her work hours or while asleep, Hammond uses cameras and motion sensors in her mother’s home that send alerts to her watch or phone if the front door opens. Her mother occasionally wanders outside, confused about her location.
“The main worry is her wandering. She has asked me, ‘Why am I here? I need to go home.’ Sometimes through the camera, I see her attempting to leave the house,” Hammond said.
Her role involves travel across the U.S. and Asia. When away, she monitors her mother remotely while her siblings handle daily care. On one occasion when her mother had a medical emergency during Hammond’s absence, the monitoring system enabled her to speak directly to her mother to comfort her and to communicate with the EMTs on scene.
“I can always check her location just by glancing at my watch,” Hammond stated. “Because we can watch the cameras and receive alarm notifications, I am confident she is safe.”
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AP Business Writer Dee-Anne Durbin contributed to this report.