As the Baby Boomer generation ages, more and more working adults are finding themselves responsible for the care of parents or other elderly relatives. In fact, over 40 percent of Americans are currently responsible for the care of elderly family members, and most are doing so in addition to managing their careers and taking care of children or other household responsibilities. Many employers are starting to recognize this trend and are beginning to offer some kind of elder care benefits in the workplace.
Increasing Empathy and Help for Employees with Elder Care Responsibilities
According to the 2014 National Study of Employers published by the Families and Work Institute, growing trends show an increase in elder care support and benefits provided in the workplace from 2008 to 2014. In fact, 75 percent of employers are willing to provide time off for employees to provide elder care without putting their jobs at risk. Furthermore, employers are increasingly more likely to report that they offer elder care resources, referral programs, Dependent Care Assistance Programs (DCAPs), and access to respite care in health plans.
One explanation for this trend given by the Families and Work Institute is that aging upper management is more likely to personally experience elder care issues, making them both more sympathetic to and aware of these needs. The study also cited an overall aging workforce, a greater number of employees dealing with managing elder care, and an expectation that even more employees will need elder care benefits in the next five years even if they are not already providing care for a loved one as reasons for increasing benefits. Interestingly, this trend has not been aided by legal requirements, as the Family and Medical Leave Act (FMLA) does not expressly provide for the care of the elderly.
Not All Employers Are Equal When It Comes to Elder Care Benefits
Although the trend in workplaces across the country is to increasingly provide for elder care benefits, not all employers guarantee the same or even any elder care provisions. Twenty-five percent of workplaces still have no provisions allowing for employees to take off work to take care of elderly relatives or other provisions supporting elder care. The National Study of Employers categorized companies with the following characteristics as the most likely to provide elder care:
- Large companies with many employees or operating in multiple locations
- Employers of few hourly employees
- Employers of many women
- Employers with many women and minorities that are in or report directly to executive leadership
Although these types of companies most likely have elder care, some companies that fulfill these characteristics do not provide for elder care benefits. The easiest way to find out what elder care benefits are available in your company is to ask. Your elder law attorney can help answer questions about benefits and planning.
In general, elder care can be a complex issue to manage for personal, financial, and legal reasons. Oftentimes, it can help to discuss some of the financial and legal aspects of elder care with an experienced elder care attorney. If you are responsible for the care of an elderly relative, contact the Law Office of Andrew M. Lamkin, P.C. today for a free consultation to find out what you should do to make sure that you are both protected during this difficult time.