Supporting family caregivers in the workplace: A win-win for employers

ACROSS the Granite State, unemployment is at 2.5%. “Help wanted” signs and open positions are common in businesses of all sizes. Employers are competing for workers, not only to attract them but to retain them.

AARP has a solution. Employers should pay attention to the needs of family caregivers. It’s not just the right thing to do, it’s also smart business.

What is a family caregiver? Family caregivers provide unpaid care and support to a relative or friend who is elderly, is disabled or has a chronic illness.

Caregiving can range from assisting a relative or friend with shopping, picking up medications, scheduling doctors’ appointments or providing transportation — to fundamental activities that support daily life such as bathing, dressing and eating. In some cases, caregivers learn and are needed to provide skilled medical services.

Almost everyone is, has been, or will be a family caregiver. Sixty percent of family caregivers are in the workforce, balancing work and caregiving responsibilities. In fact, nearly 1 in 5 Americans are family caregivers with more than 168,000 Granite Staters filling that role.

Employers that adopt caregiver-friendly policies and programs will gain a competitive advantage in attracting and keeping a talented workforce. And they can expect financial benefits.

Based on a report from AARP and ReACT, for every dollar invested in flex-time, businesses can expect a return between $1.70-$4.34. For every dollar invested in telecommuting, businesses can expect a return of $2.46-$4.45. While not easy for all businesses to adopt, these policies provide crucial flexibility to caregivers.

In addition to financial benefits, the case for businesses to adopt a caregiver-friendly workplace is strong:

Boost Employee Productivity – Strategies such as flex-time and telecommuting are effective solutions to boost employee productivity because they give employees the flexibility to be successful at home and at work.

Increase Employee Morale – Caregivers are more likely to stay with an employer who understands and supports their caregiving responsibilities. This increases employee retention and morale.

Prepare for Other Challenges – A caregiver-friendly culture positively impacts other challenges that small employers face. Certain strategies, such as cross-training, can help small employers prepare for an employee leaving the business for reasons other than caregiving.

What are some specific ways companies can support caregivers? Options range from the low-cost and easy-to-implement to more intensive.

Flexibility, information, and support

Flexibility

• Allow telecommuting and flexible scheduling whenever possible.
• Allow workers to use paid sick days for caregiving.

Information

• Share information with employees about resources for family caregiving (such as the AARP Family Caregiving Resource Guide).
• Invite a caregiving expert to conduct an information session for family caregivers.

Support

• Communicate to employees that you understand the struggles of family caregivers and want to support them.
• Train managers about the needs of and ways to support family caregivers.
• Start an Employee Resource Group and/or an Employee Assistance Program for family caregivers.
• Provide paid leave for family caregiving.

The bottom line is that supporting caregivers at work is not just a nice thing to do — it’s a savvy business strategy that pays off through reduced costs and a more productive, loyal workforce.

AARP can help you take this important step toward creating a caregiving-friendly and increased-ROI workplace. For more information, call AARP NH at 1-866-542-8186 or visit https://www.aarp.org/work/caregiving-resources/.
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Written by Christina FitzPatrick, AARP New Hampshire State Director. This column ran in the The Union Leader on February 21, 2025.