We talk a lot about the problems facing long-term nursing care and the employees of that industry. Residents face potential neglect, depression, anxiety, and declining health. Nursing home staff face burnout, poor compensation, tough working conditions, and administrations that don’t understand their needs as employees. But what about the caregiver who also works a full-time job, is raising a family, and taking care of their own home? What about the family member who acts as the primary caregiver for their elderly relative and their workplace that just doesn’t understand. In July, Harvard Business Review made the case for companies adopting elder care policies for the caregivers on their payroll.
Company Policies
Companies have policies for everything from overtime pay to time off for the death of a loved one to maternity and paternity leave. And rightfully so. These things are vital and set a standard for all employees who will, most likely, face these things during their time of employment. We’re dealing with humans, after all, and life – which is unpredictable at the best of times. So it makes sense that companies should also consider this other aspect of their employees’ lives: taking care of their elderly parents, aunts and uncles, and grandparents.
Work-life balance is a huge buzzword today, skyrocketing to the top of employees’ wants when it comes to looking for work. How can companies fill that need?
PC: Loume Visser via Unsplash
Elder Care Policies for the Caregivers Themselves
“For the first time in U.S. history, the number of working adults providing care to an older adult (nearly 23 million) has surpassed the number providing care to preschool children (21 million).” – Harvard Business Review
It’s no secret that the number of Americans 65-years-old and older is growing fast. By the year 2040 roughly 78.3 million Americans will be 65-years-old or older. And with an average “$104,000 for in-facility care and $69,000 for in-home situations” paying for help is just not an option for most Americans. This all leads to the ultimate problem: family caregivers do, and will, make up the majority of care options for aging Americans. The children of those needing care (typically aged 45-years-old to 64-years-old) will not only be in the workforce (the age of retirement is growing older with just 32% of US adults 60-64 retired in 2016-2022) but will be the primary care for their aging parents and loved ones.
“Recent research by Age Wave and the John A. Hartford Foundation found that 80% of all Americans are in favor of integrating long-term care into a new age-friendly healthcare system.” – Harvard Business Review
But we all know the challenges of increasing Medicare and fixing the many problems found in long-term care facilities. The odds of meeting the care needs of this massive population are slim—between staffing problems, facility closures, instances of abuse, poorly upkept buildings, and ownership issues, the future does not look bright for the next wave of American seniors.
And even if long-term care improved, loved ones would still be needed to fill in the gaps. And, of course, they’d want to be there anyway, to ensure residents do not face loneliness, to be emotional support, and to offer comfort as their loved ones face the end of their life. So the eye is turned back to employers.
PC: Sq Lim via Unsplash
How Employers Can Implement Policy
“[Elder caregivers] provide emotional and social support, including companionship, conversation, and meaningful activities. They provide household support, including cooking, cleaning, shopping, and transportation. They provide medical care, including managing medications and appointments, monitoring health conditions, and performing basic nursing procedures. They provide hands-on care, including for such personal needs as eating, bathing, dressing, toileting, and mobility. They provide financial care, including the management of household expenses and larger financial matters, and even make their own direct contributions. And they provide the coordination of care, organizing the activities of other caregivers and overseeing the overall caregiving process.” – Harvard Business Review
All of that, and most still have their own children under the age of 18. The burden is huge, and largely falls on women as well. Leaves of absence, reduced hours, turning down promotions, early retirement, and shifting to a part-time schedule all become realities for elder caregivers without other care options for their loved ones.
What’s more, elder caregivers also report “lower physical, mental, and financial well-being” according to the Employee Benefit Research Institute, and are at risk of higher rates of depression and anxiety as well as emotional stress.
The solution? Employers who implement policies that directly address the challenges for elder caregivers. But the burden doesn’t fully fall on employers; working adults who are also elder caregivers also need better support from the community and family members, more diversified care options, professionals to help plan and execute care plans, and healthcare advocates.
Ultimately, every little bit of assistance helps. Employers for their part can consider leave of absence policies and flexible schedules, including remote work allowances and paid family leave. Another suggestion from Harvard Business Review to employers is to be aware of employees’ family situations and make them aware of the time off and schedule options available to them.
Final Thoughts on Caregiver Policies
In 2021-22, 37.1 million family caregivers provided unpaid care to a family or non-family member aged 65+ (NCOA).
Our older generations need the support, care, and love of their families. It is vital to their health and longevity. The presence of family members is also a massive help to professional caregivers, alleviating some of their burdens, and creating a collaborative care effort which improves care overall.
Until we have perfected the long-term care industry, it is vital that companies and employers take into consideration the work-life balance of their employees, understanding that, most likely, they are taking care of multiple generations, as well as themselves. Policies should reflect that understanding and make it possible for everyone to thrive.
If you or a loved one have been the victim of elder abuse or neglect, call Gharibian Law (866-706-6185) today for a FREE consultation and the best legal representation.
Elder Care Policies for the Caregivers Themselves
We talk a lot about the problems facing long-term nursing care and the employees of that industry. Residents face potential neglect, depression, anxiety, and declining health. Nursing home staff face burnout, poor compensation, tough working conditions, and administrations that don’t understand their needs as employees. But what about the caregiver who also works a full-time job, is raising a family, and taking care of their own home? What about the family member who acts as the primary caregiver for their elderly relative and their workplace that just doesn’t understand. In July, Harvard Business Review made the case for companies adopting elder care policies for the caregivers on their payroll.
Company Policies
Companies have policies for everything from overtime pay to time off for the death of a loved one to maternity and paternity leave. And rightfully so. These things are vital and set a standard for all employees who will, most likely, face these things during their time of employment. We’re dealing with humans, after all, and life – which is unpredictable at the best of times. So it makes sense that companies should also consider this other aspect of their employees’ lives: taking care of their elderly parents, aunts and uncles, and grandparents.
Work-life balance is a huge buzzword today, skyrocketing to the top of employees’ wants when it comes to looking for work. How can companies fill that need?
Elder Care Policies for the Caregivers Themselves
It’s no secret that the number of Americans 65-years-old and older is growing fast. By the year 2040 roughly 78.3 million Americans will be 65-years-old or older. And with an average “$104,000 for in-facility care and $69,000 for in-home situations” paying for help is just not an option for most Americans. This all leads to the ultimate problem: family caregivers do, and will, make up the majority of care options for aging Americans. The children of those needing care (typically aged 45-years-old to 64-years-old) will not only be in the workforce (the age of retirement is growing older with just 32% of US adults 60-64 retired in 2016-2022) but will be the primary care for their aging parents and loved ones.
But we all know the challenges of increasing Medicare and fixing the many problems found in long-term care facilities. The odds of meeting the care needs of this massive population are slim—between staffing problems, facility closures, instances of abuse, poorly upkept buildings, and ownership issues, the future does not look bright for the next wave of American seniors.
And even if long-term care improved, loved ones would still be needed to fill in the gaps. And, of course, they’d want to be there anyway, to ensure residents do not face loneliness, to be emotional support, and to offer comfort as their loved ones face the end of their life. So the eye is turned back to employers.
How Employers Can Implement Policy
All of that, and most still have their own children under the age of 18. The burden is huge, and largely falls on women as well. Leaves of absence, reduced hours, turning down promotions, early retirement, and shifting to a part-time schedule all become realities for elder caregivers without other care options for their loved ones.
What’s more, elder caregivers also report “lower physical, mental, and financial well-being” according to the Employee Benefit Research Institute, and are at risk of higher rates of depression and anxiety as well as emotional stress.
The solution? Employers who implement policies that directly address the challenges for elder caregivers. But the burden doesn’t fully fall on employers; working adults who are also elder caregivers also need better support from the community and family members, more diversified care options, professionals to help plan and execute care plans, and healthcare advocates.
Ultimately, every little bit of assistance helps. Employers for their part can consider leave of absence policies and flexible schedules, including remote work allowances and paid family leave. Another suggestion from Harvard Business Review to employers is to be aware of employees’ family situations and make them aware of the time off and schedule options available to them.
Final Thoughts on Caregiver Policies
In 2021-22, 37.1 million family caregivers provided unpaid care to a family or non-family member aged 65+ (NCOA).
Our older generations need the support, care, and love of their families. It is vital to their health and longevity. The presence of family members is also a massive help to professional caregivers, alleviating some of their burdens, and creating a collaborative care effort which improves care overall.
Until we have perfected the long-term care industry, it is vital that companies and employers take into consideration the work-life balance of their employees, understanding that, most likely, they are taking care of multiple generations, as well as themselves. Policies should reflect that understanding and make it possible for everyone to thrive.
If you or a loved one have been the victim of elder abuse or neglect, call Gharibian Law (866-706-6185) today for a FREE consultation and the best legal representation.