Supporting Caregivers in the Workplace: What Employees and Employers Should Know

The majority of family caregivers in America are also employed. AARP reports that more than 60 percent of caregivers work full-time or part-time while managing care responsibilities for a family member. Balancing a career with caregiving creates enormous stress and often forces difficult choices between job performance and the health of a loved one. Understanding your rights and available resources can help you navigate both roles more effectively.

The Family and Medical Leave Act provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year to care for a spouse, child, or parent with a serious health condition. Some states including California, New Jersey, New York, and Washington offer paid family leave programs. Check with your HR department about flexible scheduling, remote work options, Employee Assistance Programs that offer counseling, and dependent care flexible spending accounts that can offset care costs.

Employers are increasingly recognizing that supporting caregiver employees reduces turnover, absenteeism, and healthcare costs. If your company does not have a formal caregiver support policy, consider advocating for one. Caregiver resource groups, backup elder care services, and flexible PTO policies are becoming standard at forward-thinking organizations. The Rosalynn Carter Institute for Caregivers at rosalynncarter.org offers workplace caregiver toolkits for both employees and employers.

Stay organized to minimize the time caregiving consumes during work hours. Use www.FamilyCare.Help to coordinate care tasks with family members, set medication reminders, and share updates without lengthy phone calls during the workday. When your care team is well-organized and everyone shares responsibility, you can focus at work knowing your loved one's family care needs are covered.