The caregiving benefits conversation needs to include hourly workers

Caregiving benefits have come a long way since they were first introduced into workplace compensation packages, but they're still missing the mark with certain key demographics.  

Child care costs have surged by 22% since 2020, according to a recent report from global care benefit provider Helpr. While that complicates care access for many families across the U.S., for hourly and deskless workers — such as those in retail, hospitality, food service and construction — rigid schedules and lower wages make care nearly unattainable.

"[These workers] are having to find their own creative solution depending on their family members or the care providers available to them," says Becka Klauber, co-founder and president of Helpr. "As benefit leaders, we really have to think outside of those traditional norms."

Read more: Go beyond flexible hours and daycare partnerships to help caregivers

In 2022, 16% of middle income and 38% of low income parents faced significant challenges paying for childcare in 2022, according to Helpr. This compares to only 4% of upper income families. Elder care costs are also on the rise, with the average annual cost of a private room in a nursing home  approximately $9,733 per month. In-home healthcare services, often considered more affordable, still cost families over $5,000 per month on average.

For many hourly and deskless workers, the price tage isn't the only thing they have to worry about. Due to working less conventional schedules, it can be difficult for them to find services that are not only covered, but consistently fit the hours they need assistance with — particularly parents with young children who work night shifts. As a result, many turn to more informal, favor-based caregiving options to get the help they need because it's the most accessible, even if it's not the most reliable.   

"Services like daycares do not service people who are even second and third shift workers — it's not even an option," Klauber says. "They also don't necessarily have that time and space to do the research, or even know where to begin with that." 

Helpr can give benefit teams the resources to solve both issues. They primarily partner with organizations to expand  their support by creating benefits that subsidize the cost of child care or informal care like babysitters. They also offer care navigation services for workers with more complex situations who may need to have several options at the ready, and guide them through identifying potential red flags in their current caregiving solution to ensure they're never taken off guard. 

Read more: The caregiving crisis is upon us

"Often, people think they've found their solution and realize it doesn't work for them," Klauber says. "A babysitter won't always stay longer than two months, which means employees will go back to missing work to fill the gaps. They need access to back-up care." 

The effort to expand care and access is more than just an altruistic venture for benefit leaders, according to Klauber. Caregiving is a large part of employees' lives in every sector, and better supporting them keeps them engaged, productive and loyal to their organizations. 

"When you remove a major barrier in someone's everyday ease, it allows people to just focus on their purpose and what they're doing at work," she says. "If I'm stressed at my job, I'm not going to be a great collaborator, be as creative and I'm not going to be able to connect with coworkers and clients."