This benefit helps leaders confront common caregiving challenges

The toll of caregiving can weigh heavily on employees, especially when they don't have proper support. Benefits and policies that help them manage day-to-day obligations as well as important decisions can make a big difference.   

A recent report from AARP and the National Alliance for Caregiving estimates there are 63 million family caregivers currently helping an adult or child with a complex medical condition or disability in the U.S. Caring for a loved one looks different for everyone, however, all caregivers face physical, mental and financial health challenges that can affect their ability to perform at work. 

"Caregiving itself is a job," says Princella Seymour, founder and CEO of Complete Elder Solutions, which matches caregivers with coaches whose backgrounds are in social work and geriatric care, to help them plan, monitor and arrange for services for elderly loved ones. "Even if you're not providing one-on-one care, meaning dressing, bathing, meal preparation and medication management, you're the person that is assuring that these things are happening. Work is a competing priority." 

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No matter what someone's personal caregiving journey looks like, employer benefits can ease the accompanying stress, says Seymour. Complete Elder Solutions operates nationwide, and can assist people directly or offer local, vetted solutions in areas such as emergency and long-term health, home adaptations and maintenance, transportation to medical appointments, transition from home to hospital or assisted living, Medicaid and veterans benefits as well as legal and financial services. Employers can customize the offering by choosing to make it a voluntary benefit, subsidize initial consultations or pay for the ongoing service in full. 

By putting a caregiving offering in place alongside existing benefits such as time off and mental health support, leaders can have immediate and long-term solutions ready for employees when they need it, which Seymour notes can be at any time, and for loved ones at any age, due to accidents and illness.  

"Things can happen in a moment," she says. "We partner with HR to say, 'Hey, if this is happening, this is a part of your benefits and I believe these people can help you.' One phone call can potentially decrease five hours of call-out time if you call in the right agency, which should be able to help you find caregivers, attorneys and other types of assistance."

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In addition to benefits, flexibility policies that allow employees to manage things like errands, check-ins with loved ones and doctor appointments help round out caregiver's needs. These policies can be put in place on a company or team level, and can include options such as extended lunch times for roles where work hours are more rigid, according to Seymour. She also recommends consistent on-site, virtual and digital communication from companies or vendors regarding caregiving resources so employees know they are available. 

"Being in front of these things will definitely be helpful for both parties," she says. "The company should be understanding, but at the same time, they've got production and bottom line — both are equally important. [Providing this type of benefit] shows that employers care, and [helps] employees keep [their] job."