From hidden to heard: Elevating the voices of employed caregivers

Key findings

Perceptions of the size of the employed caregiver population lag behind reality.

Over half of employed Americans underestimate the percentage of family caregivers among the U.S. adult population and in the workforce.

• 52% of Employed Americans believe caregivers make up less than 20% of the U.S. adult population.¹
• 60% of employed Americans believe that less than 20% of the workforce is a family caregiver.^2,3

The majority of caregivers disclosure their status to employers, and many do so because they require flexibility.

Two in three employed caregivers (66%) have told their employer they are a caregiver.

• The top reasons for disclosing their status include:
  • To use flexible work arrangements (45%)
  • To be transparent (20%)
    • Among this 20%, some mentioned that they want to be honest with their employer and keep them informed of their situation, and others know their workplace is understanding and will not discriminate due to their caregiver status.
  • To take FMLA (3%)

But about one in three (32%) have not disclosed their status, possibly leading to an underestimate of the size of the community.

• The top reasons for not disclosing are:
  • Feeling it is not relevant to their work (65%)
    • Among this 65%, the majority report it’s not necessary to tell their employer because their caregiver status is personal, it does not interfere with their job, or their company does not provide any caregiver benefits.
  • Not wanting to deal with stigma from their employer (13%). Among this 13%, reasons included:
    • Not wanting any special treatment
    • Not wanting additional scrutiny for how their time is used
    • Concern for their job security

Despite a hesitancy to disclose their caregiving status to their employers, caregivers feel their employers are supportive of their mental and emotional health.

• More employed caregivers than non-caregivers report their employer is very/somewhat supportive regarding their mental and emotional health (83% vs 74%).
• More employed caregivers (81%) than non-caregivers (73%) feel their employers are very/somewhat supportive in increasing their sense of belonging and well-being through employee resource groups (ERGs).

Compared to other areas, caregivers do not feel their employers are as supportive of their financial health.

• Only 77% of caregiving employees feel their employers support their financial wellness.
• Employed caregivers rank that level of support lower than all others, including for career development, mental and emotional health, physical health, ERGs and familial relationships.

Despite feeling under supported in their financial health the majority of both employed caregivers (91%) and non-caregivers (75%) believe it’s very important/important that their employer focuses on helping with the unique financial planning circumstances of family caregivers in the next two years.

• Since most employed caregivers feel their employers are supporting their needs regarding mental and emotional health, financial wellness takes on even more importance.
• However, most caregivers (95%) strongly agree/agree that employers can do a better job educating and communicating about available caregiver resources to normalize their use.
  • 25% lack a clear understanding of the caregiver programs and benefits offered by their employer.
  • 15% are uncomfortable seeking out these resources through their employer.

While the majority of employed caregivers feel their employers support financial wellness (77%), it is not enough to ease their financial anxiety: Making ends meet is one of their top three concerns.

Caregivers across all demographics agreed that their top three concerns are:

• Stress and burnout (48%)
  • Demands of balancing various roles leave working caregivers feeling overwhelmed, exhausted and lacking personal time
  • “I’m constantly feeling stressed, and when I don’t take care of myself then I get burnt out. When I’m burnt out — then I can’t take care of my family, friends and then work doesn't get finished either.”
• Mental health and well-being (39%)
  • Anxiety and the emotional drain of watching a loved one struggle hampers caregivers’ ability to provide the best care possible.
  • “I have my own struggles with mental health, and the added amount of mental energy with caregiving takes a lot of mental energy.”
• Making ends meet (37%)
  • Debt, limited income, high cost of health care and inflation mean that caregivers live from paycheck to paycheck.
  • “I don’t make enough at the job to be able to [provide care], at the same time most jobs that pay more won’t work with my caregiving schedule.”

Over 8 in ten employed Americans believe that benefits relating to flexible hours, leave policies, mental health and financial security are the very/somewhat important employer offerings for caregivers.

When employed caregivers were asked to select their top three important benefits:

• 62% selected flexible hours
• 47% selected work-from-home arrangements
• 46% selected paid leave for those with caregiving responsibilities

However, generational differences for caregivers exist when it comes to acknowledging how employer-offered benefits can help alleviate financial strain; older caregivers (ages 45+) are more likely to have this sentiment than their younger colleagues (ages 18-44).

• Overall, 81% of working caregivers indicated that the day-to-day expenses of caregiving have impacted their ability to save for more short-term goals. More employed caregivers age 18-44 (89%) agreed with that statement than employed caregivers age 45+ (75%).
  • However, 91% of employed caregivers age 45+ believe that opportunity to save for emergencies is a very/somewhat important employer-offered benefit (vs. 77%).

A bit more than three quarters of employed caregivers (78%) agreed that the day-to-day expenses of caregiving have reduced the amount that they can contribute to their retirement savings.

• 90% of age 45+ employed caregivers indicated that a retirement savings match is a very/somewhat important employer-offered benefit, versus 78% of age 18-44 employed caregivers.

Conclusion

Caregivers in the workforce who do not feel that their employers are meeting their needs are at risk of leaving, either for another job — 71% said they would take a job with a slightly lower salary for better caregiver benefits and support. Employers who want to retain caregivers in their ranks and avoid recruiting, onboarding and training their replacements can help reinforce a culture of acceptance and inclusion for caregivers by telling their stories — especially the stories of caregivers on the executive leadership team — and providing peer-to-peer support through employee resource groups. 

At the same time, tangible support for caregivers can be accomplished through benefits that help to meet their overall wellness. Financial wellness, such as paid leave, flexible hours and work-from-home options — even a retirement savings match and emergency savings plan for those older caregivers — will go a long way to keep caregivers employed — a win-win for both employees and employers.