By Lina Irawan 
The news, delivered while she was miles away from her family in Maryland, plunged her into a familiar crisis faced by millions of Americans: the sudden, urgent need to care for an aging loved one. Her father, residing in a rural community in eastern Washington state, required immediate attention. Whitman, chief public policy officer at AARP, swiftly jetted home, navigating the emotional and logistical complexities of a cross-country dash.
Upon arriving, Whitman dedicated several days to her father’s care, not only providing emotional support but also practical assistance, including setting him up with a motorized lift chair to aid his mobility. This critical period, fraught with stress and uncertainty, was significantly eased by a vital benefit offered by her employer: paid time off for caregiving for elderly family members. "Instead of having to take all my vacation, I could take several days of caregiving leave while I was out there," Whitman recounted, emphasizing the profound relief it provided. "That’s been a huge godsend for a lot of my staff." Her experience underscores a growing trend in corporate America and a critical societal need, as experts increasingly recognize the indispensable role of robust caregiver support in an aging nation.
The United States is undergoing a profound demographic transformation. The U.S. Census Bureau projects that by 2034, older adults will outnumber children for the first time in U.S. history, with one in five Americans expected to be 65 or older. This "silver tsunami" means that caregiving responsibilities for aging parents and relatives are becoming an increasingly prevalent part of the adult experience, profoundly impacting the workforce. AARP, a leading advocacy group for older Americans, reports that more than 63 million Americans provide care for an adult family member, with the vast majority of these individuals also holding regular paid jobs.
This dual responsibility creates immense challenges, particularly for the "sandwich generation" – individuals simultaneously caring for aging parents and raising their own children. The sheer time commitment is staggering; Meghan Shea, vice president at New York Life Group Benefit Solutions, which provides life insurance and helps administer leaves of absence for employers, notes that the average caregiver dedicates approximately six hours a day to their aging loved ones. Even more daunting is the long-term nature of this commitment, with the average caregiving role spanning about six years. "The challenge is that leave isn’t unlimited," Shea explained. "The average caregiving role spans about six years. So really, it’s a life change for these employees, and they need to figure out how to balance responsibilities in a new way, and that’s very stressful." This prolonged, intensive effort can lead to significant physical, emotional, and financial strain, often resulting in caregiver burnout and a detrimental impact on career progression.
While the federal Family and Medical Leave Act (FMLA) offers some protection, its limitations are increasingly evident in the face of modern caregiving realities. Enacted in 1993, FMLA provides eligible employees up to 12 weeks of unpaid leave per year to care for immediate family members with serious health conditions. It mandates that federal, state, and local agencies, along with private employers with 50 or more workers, maintain health benefits and job protections for those taking leave. However, a significant portion of the workforce remains uncovered, as the law does not apply to all workplaces, particularly smaller businesses. Crucially, the unpaid nature of FMLA renders it inaccessible for many working families who simply cannot afford to forgo income for weeks or months. This often forces caregivers to choose between their jobs and their family’s well-being, a choice that disproportionately affects low-income workers and women, who historically shoulder a greater share of caregiving duties.
Recognizing the gaps in federal policy, a growing number of states have stepped in to mandate some form of paid leave for caregiving. Currently, more than a dozen states, including California, New Jersey, New York, and Massachusetts, have implemented or are in the process of implementing paid family and medical leave programs. These state laws generally entitle workers to a portion of their normal paychecks during leave, though the duration, wage replacement rates, and other benefit details vary. For instance, California’s Paid Family Leave (PFL) program provides up to eight weeks of partial wage replacement for eligible workers to care for a seriously ill family member, bond with a new child, or participate in a qualifying exigency related to a family member’s military deployment. These state-level initiatives represent a vital step towards ensuring that caregiving responsibilities do not automatically lead to financial ruin or career derailment.
The economic consequences of inadequate caregiver support are far-reaching, affecting individuals, families, and the broader economy. As Whitman pointed out, "Many people have to quit their jobs in order to care for somebody, and that not only affects their income but their retirement benefits, and then there’s a loss of productivity for the employer who may have lost a great person." This "caregiving penalty" for individuals can translate into hundreds of thousands of dollars in lost wages, Social Security benefits, and retirement savings over a lifetime, particularly for women who are more likely to reduce work hours or leave the workforce entirely. For employers, the constant churn of employees forced to leave due to caregiving demands results in increased recruitment and training costs, loss of institutional knowledge, and decreased overall productivity. "Finding ways to support family caregivers is a huge employment issue right now," Whitman asserted, highlighting the urgent need for comprehensive solutions.
In response to this growing demand, a vanguard of companies and organizations are moving beyond basic compliance, offering a variety of caregiving benefits designed to retain talent and foster a supportive work environment. These innovative approaches often combine paid leave with flexible scheduling, access to vital resources, and a culture of empathy. For employees navigating the complexities of caregiving, identifying such a supportive workplace is paramount.
Meghan Shea of New York Life Group Benefit Solutions advises job seekers to proactively inquire about caregiving benefits during interviews. She recommends a series of direct questions to gauge an employer’s commitment:
- "How much caregiving leave am I entitled to?"
- "Do I have to take it all at one time?"
- "Can I take it in multiple increments?"
- "Is it paid? Is it unpaid?"
- "What leave benefits am I entitled to at a federal and a state level?"
- "What do you offer employees in addition to that?"
These questions not only clarify available benefits but also signal to potential employers the importance of work-life balance and family support, helping job seekers make informed decisions about their next career move.
When it comes to paid caregiving leave, the offerings vary, but the trend is towards more generous policies. Meghan Pistritto, a vice president in Prudential Financial’s group insurance division, notes that employers typically offer two to six weeks of paid leave, with some extending this to as much as 12 weeks. "Caregiving is a reality for a significant portion of the workforce," Pistritto stated. "The positive news is that employers are stepping up and they’re supporting their teams here. We’re seeing a lot of growth both in the employer-provided as well as in state-mandated paid leave programs that are showing up across the U.S." AARP, for example, provides eligible employees up to two weeks of paid time off per calendar year specifically for caring for family members or domestic partners with serious health conditions, or for those at least 50 years old who require assistance with daily activities such as meal preparation, appointments, and financial management. This specific eligibility criteria demonstrates a nuanced understanding of the diverse needs of caregivers.
However, comprehensive support extends far beyond mere time off. Flexible scheduling and the ability to work remotely are increasingly recognized as invaluable tools, particularly when actively promoted and normalized within an organization. Pistritto emphasizes that managers play a crucial role by openly encouraging conversations about caregiving needs and proactively checking on employee well-being, thereby creating a safe space for individuals to share their situations without fear of stigma or career repercussions.
"Comprehensive paid leave is just the starting point," Pistritto elaborated. "Genuine caregiver-friendly employers also provide practical resources such as access to counseling, backup care services, and caregiver support groups." These additional resources acknowledge the multifaceted challenges caregivers face, offering mental health support, contingency plans for unexpected care needs, and peer networks for shared experiences and advice. Some forward-thinking employers even offer access to "care concierges" – specialists who assist employees in navigating complex healthcare systems, understanding state and federally mandated benefits, finding suitable healthcare providers, and even locating durable medical equipment or coordinating home modifications. Whitman herself leveraged AARP’s care concierge benefit, which provided her with a crucial list of caregivers in her father’s rural area, enabling her to arrange in-home assistance after her departure. "Just having that list was a really important step," she affirmed, highlighting how these specialized services can alleviate significant administrative burdens and stress for overwhelmed caregivers.
Beyond workplace policies, technology is emerging as a powerful ally for caregivers. A growing array of electronic devices and digital platforms are available to help monitor loved ones from afar, providing peace of mind and enabling individuals to manage their paid jobs while ensuring the safety and well-being of their family members.
Susan Hammond, who lives across the street from her mother with dementia in rural Vermont, exemplifies how technology can bridge caregiving gaps. Hammond dedicates four to five hours daily to assisting her mother with meals, medication, and personal care, all while managing War Legacies Project, a nonprofit organization requiring travel within the U.S. and Asia. For the hours she’s working or sleeping, Hammond has strategically installed cameras and motion detectors in her mother’s home. These devices alert her watch or phone if the front door opens – a critical feature given her mother’s tendency to wander, sometimes believing she’s in the wrong house. "The concern really is wandering. And she has said to me, ‘Why am I here? I’ve got to go home.’ At times from the camera, I can see she’s trying to get out and leave the house," Hammond explained.
The ability to monitor her mother remotely has been transformative. When Hammond travels, her siblings provide daily care, but the technology allows her to maintain a continuous connection. During one trip, her mother experienced a health issue requiring emergency medical technicians. The monitoring software enabled Hammond to communicate directly with her mother, offering reassurance, and to speak with the medical staff, providing vital information and answering questions despite the geographical distance. "I can always know where she is just by looking at my watch," Hammond stated. "Because we can monitor the cameras and monitor the alarms, I know she’s safe." This integration of "age-tech" solutions, from smart home devices and fall detectors to medication reminders and telehealth platforms, is revolutionizing how care is delivered, complementing human care with an added layer of safety and connectivity. However, it also raises important considerations regarding privacy and the need for a balanced approach that prioritizes human interaction and emotional support.
The experiences of Debra Whitman and Susan Hammond vividly illustrate the escalating demands of family caregiving in contemporary society. As the U.S. population continues to age, the imperative to support caregivers will only intensify. A multi-faceted approach, encompassing progressive federal and state policies, enlightened employer benefits that extend beyond mere compliance, and innovative technological solutions, is essential. By investing in comprehensive caregiver support, society not only safeguards the well-being of millions of individuals and families but also strengthens the workforce and fosters a more resilient, compassionate community. The shift from caregiving as a private burden to a recognized societal responsibility is not just a matter of empathy; it is an economic and social necessity for the future.
AP Business Writer Dee-Anne Durbin contributed to this report.