Understanding the complexities of whole-person wellness for employed caregivers

Caregivers are an invaluable member of many lives, but at times it can feel like a thankless job that often comes with unseen sacrifices. In honor of National Family Caregivers Month, Securian Financial is sharing the survey we conducted to better understand this growing population and how their needs can be better met in the workplace.

We found that, on average, caregivers who lived with their care recipient spent 37.4 hours a week providing care and those that didn’t live with the care recipient spent 23.7 hours a week providing care. With this time commitment, it's no surprise that elements of wellness such as mental, financial, social and physical health are often negatively impacted while dedicating time to care for a loved one.

• 54% cut back on vacations
• 54% cut back on going to the doctor themselves
• 24% cut back on groceries
• 19% cut back on buying medicine for themselves
• 9% cut back on children’s education

78% of caregivers also reported out-of-pocket expenses because of their caregiving. This amounted to an average annual amount of $7,242 and even more for Gen X caregivers who reported $8,502.

What can employers do to reduce these pressures?

Much like well-being resources, employees expect employer assistance with caregiving. Here are a few ways employers can help.

Demonstrate trust and empathy

• Accommodate schedule and location flexibility
• Provide opportunities for employees to anonymously ask questions and receive answers about caregiving issues and benefits

Expand benefit education

• Offer periodic work-time sessions targeting caregivers which explain benefits and offer one-on-one follow-up opportunities
• Provide in-depth education on how benefit features might help, such as mental wellness or dependent parent features attached to their critical illness or hospital indemnity insurance
• Develop company intranet content specific to caregiving needs and benefits
• Validate confidentiality and job security
• Regularly reinforce to employees that using benefits is private, and there is no penalty for using them
• Periodically affirm that employee information is anonymous and safeguarded

Establish or emphasize existing employee resource groups for caregivers

• These groups provide a safe space for caregivers to feel seen and learn from others’ experiences
• Empower caregivers to review benefits, spread awareness, promote utilization, and share enhancement suggestions with HR

Learn more about employee expectations and benefit impacts by reading our whole study and feel free to reach out to us to understand how voluntary benefits might help.