The demands of elder care are increasingly colliding with the realities of the modern workplace, forcing employees and employers to grapple with a challenge that is only expected to grow as the U.S. Population ages. While the Family and Medical Leave Act (FMLA) provides some protection, its limitations – namely, unpaid leave – leave many workers in a precarious position, often requiring them to choose between their livelihoods and the well-being of their families.
More than 63 million Americans currently provide care for an adult family member, according to AARP, and a significant portion of them are employed. This dual responsibility creates substantial stress, as caregivers spend an average of six hours a day tending to their loved ones, according to Meghan Shea, vice president at New York Life Group Benefit Solutions. The strain isn’t merely logistical. it’s financial and emotional.
“The challenge is that leave isn’t unlimited,” Shea said. “The average caregiving role spans about six years. So really, it’s a life change for these employees, and they need to figure out how to balance responsibilities in a new way, and that’s very stressful.”
The FMLA, enacted to address these needs, allows eligible employees to take up to 12 weeks of unpaid leave per year to care for immediate family members. The law mandates that employers with 50 or more employees maintain health benefits and job protections during this period. However, the lack of financial support renders the benefit inaccessible to many, particularly those in lower-income brackets.
A growing number of states are recognizing this gap and enacting paid family leave programs. More than a dozen states now mandate some form of paid leave for caregiving, whether for a newborn child or a family member with a serious health condition. The specifics of these programs – the duration of leave and the percentage of wages covered – vary considerably.
The economic consequences of inadequate caregiving support extend beyond individual households. Debra Whitman, chief public policy officer at AARP, highlights the broader impact on the workforce. “Many people have to quit their jobs in order to care for somebody, and that not only affects their income but their retirement benefits, and then there’s a loss of productivity for the employer who may have lost a great person,” she said. “Finding ways to support family caregivers is a huge employment issue right now.”
Companies are beginning to respond, offering a range of benefits beyond statutory requirements. These include paid caregiving leave, flexible scheduling, and resources to help employees navigate the complexities of elder care. AARP, for example, provides eligible employees with up to two weeks of paid time off per calendar year to care for family members or domestic partners with serious health conditions or those over 50 needing assistance with daily tasks.
When considering a new job, prospective employees should proactively inquire about caregiving benefits. Shea recommends asking specific questions during the interview process: How much caregiving leave is available? Can it be taken in increments, or must it be used consecutively? Is the leave paid or unpaid? What benefits are mandated at the federal and state levels, and what additional support does the employer offer?
The amount of paid leave typically offered ranges from two to six weeks, with some companies providing up to 12 weeks, according to Meghan Pistritto, a vice president in Prudential Financial’s group insurance division. However, comprehensive support extends beyond simply providing time off.
“Caregiving is a reality for a significant portion of the workforce,” Pistritto said. “The positive news is that employers are stepping up and they’re supporting their teams here. We’re seeing a lot of growth both in the employer-provided as well as in state-mandated paid leave programs that are showing up across the U.S.”
Forward-thinking employers are fostering a culture that normalizes conversations about caregiving needs and encourages managers to proactively check on employee well-being. They are also providing practical resources such as access to counseling, backup care services, and caregiver support groups. Some companies even offer “care concierges” who can help employees find healthcare providers, understand benefits, and navigate complex systems like Medicare.
Technology is also playing an increasing role in supporting caregivers. Devices like cameras and motion detectors can provide remote monitoring of loved ones, offering peace of mind and enabling caregivers to balance work and family responsibilities. Susan Hammond, who cares for her mother who has dementia, utilizes such technology to monitor her mother’s safety while traveling for work.
“I can always know where she is just by looking at my watch,” Hammond said. “Because we can monitor the cameras and monitor the alarms, I know she’s safe.”
The growing recognition of the challenges faced by working caregivers signals a shift in the workplace. As the U.S. Population continues to age, the demand for supportive policies and benefits will only intensify, forcing employers to prioritize the needs of their employees and adapt to the evolving realities of a multigenerational workforce.
