Caregiving

In the United States, an estimated 43.5 million adults—nearly 20% of the adult population—provided unpaid caregiving to an adult or child within the last 12 months (2015), and this number is predicted to grow. Caregiving involves many types of assistance, including care that requires direct contact, such as meal preparation, bathing, driving and supervision, and care that does not, such as arranging services and handling finances.

The impact on employers and employees is significant:

• 70% of working caregivers suffer work-related difficulties due to their role^[1]
• Caregivers have 8% higher health care costs on average, or $13.4 billion in additional cost to employers^[2]
• Caregiver absenteeism costs the U.S. economy an estimated $25.2 billion in lost productivity^[3]
• Caregivers of people with Alzheimer’s and dementia face unique work related challenges: 15% quiet their jobs or retired early due to care responsibilities (compared to 8% of other caregivers) and 57% went in late or left early (compared to 47% of other caregivers)^[4]

With so many employees having family and caregiving responsibilities, employers must be proactive in providing resources and solutions to maximize their performance and minimize negative impacts on well-being.  Just as family and caregiving responsibilities are varied and broad dependent on individual circumstances, employer supports for caregivers encompass a range of policies and benefits through flexibilities, financial supports, direct services, education and resources.

The Parent Package Toolkit
This toolkit encourages employers to bundle and communicate a comprehensive suite of benefits for employees along their parenthood journey. It provides business case and benchmarking data to help employers make data-driven decisions.

Impact of Advanced Illness on the Workplace: What Employers Need to Know
Palliative, hospice and end-of-life care are not just for the elderly — employees may experience the deaths of their children or adult relatives, or experience terminal illnesses themselves.

More than a Name Change: Reframing Palliative Care to Supportive Care
Palliative care reduces costs and improves outcomes, but the name is often mistakenly associated with dying. To reduce stigma, the Business Group suggests that large employers reframe palliative care to supportive care.

Blog Post: Alzheimer’s and the Workplace: Prepare for the Future

Blog Post: Forget What You Know about Work & Family

Blog Post: “Leave the Crown in the Garage." A Message on Work-Life from PepsiCo's CEO

Fact Sheet: Employers as Caregivers

Employee Assistance Programs

Advanced Illness and Supportive Care
Access all Business Group resources on Advanced Illness and Supportive Care.