A MetLife study found that people who take on a caregiver role give up more than $650,000 in lifetime earning potential. And on the employer side, the same study estimated that American businesses see a $33 billion productivity loss each year because of employees' caregiving obligations. These numbers suggest there's clearly a business case for introducing benefits and support programs and that eldercare is a costly struggle for employees and employers alike.
Talk to your boss. Fortunately or unfortunately, there's not the same stigma with eldercare as often exists with child care. When it comes to kids, many managers are quick to assume you can just hire a babysitter or put your kids in day care. But eldercare is different. The solutions aren't as clear-cut, and the problems are often much more complicated.
As an employee, it's nearly impossible to keep this issue bottled up. It's inevitable that some of your time at work will have to be spent checking in on mom or dad, calling doctors, dealing with insurance companies, making difficult decisions and more.
It's smart to let your boss know that you're coping with this issue. He or she need not be privy to every detail; you don't want to come across as overwhelmed or unreliable. The goal is to reiterate your commitment to work, but also be clear that this is a personal priority and an obligation.
Research existing benefits. It's important to understand the benefits available to you. This includes what your company offers and what you might be entitled to under the law.
The Family Medical Leave Act requires large employers (50 or more employees) to provide up to 12 weeks of unpaid time off with job protection when eligible workers (who must meet certain qualifications as specified in the law) must care for a sick or injured parent. Some states have extended this coverage to include small businesses as well, and others have pending legislation. Sometimes taking limited time off, even unpaid, to get your eldercare plans in order is the best option to allow you to focus on establishing the right protocol for your family.
Suggest new benefits. In the absence of eldercare benefits, don't be shy about suggesting programs that will benefit you and your entire workplace. You might go to your HR department or to your manager and share some of the ways that other companies are supporting their employees. Respectfully ask that they consider exploring the possibilities of offering the same.
Ask for flexible hours. The top benefit that employees say would make all the difference in the world is flexible hours. The ability to work a compressed work week -- longer shifts in fewer days -- or the option of working late some days in order to leave early on another -- enables employees to schedule doctor's appointments and other needs on a specific day and time each week. Flexible hours also enable employees to have some free time during business hours to call doctor's offices or insurance companies or other eldercare providers that are impossible to reach off hours and on weekends.
Look into referral services. One benefit offered by about a quarter of employers, according to a 2006 survey by the Society for Human Resource Management, is access to eldercare referral services via an online database and live consultants to help with short- and long-term needs. This service typically helps by suggesting reputable doctors, health care providers and facilities, navigating the insurance process, coping with stress, and so much more. An employee's time is already at a premium, so such services help to minimize the burden of having to do the research.
Research backup services. According to SHRM, only 5% of employers offer backup eldercare services, which are ideal when an employee must travel for business, when the normal caregiver is sick or on vacation or when that caregiver requires a respite. Work Options Group provides such services to the employees of Microsoft and Princeton University, among others, and Bright Horizons offers back-up eldercare to accounting giant Ernst & Young, among others.
As more employers recognize the burden of eldercare obligations on their workplaces, they'll turn to backup benefits to help reduce absenteeism, increase productivity, and improve retention. When employees take advantage of backup care, they're able to continue working, which is an immediate benefit to the company.
Tory Johnson is the CEO of Women For Hire and the workplace contributor on ABC's "Good Morning America." Connect with her at womenforhire.com.
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