It’s Time for Employers and Policymakers to Step Up for Caregivers 

A glimpse into my life would show a little bit of chaos to an outsider. I am a mother of three — including one child with special needs — who works full time as an operations executive, serves on two nonprofit boards, runs a consulting firm, and advises several startups. At the moment, my husband only works part-time to help to manage our childcare needs. The demands of each of these identities bleed into one another, shaping my primary identity that threads all of this: caregiver. 

Even if we aren’t always called out by name, caregivers are all over the news right now. Forward-thinking employers are grappling with decisions on how to balance business momentum and their workforce balance sheet while politicians are publicly declaring their commitment (or dismissal) of childcare costs and services. Caregivers are caught in the middle and will bear the brunt of these decisions. Yet, there is a way for “ rising tides to lift all boats” – employers can drive and grow their business and politicians can support caregiver-friendly programs in ways that aren’t an either/or approach. 

No employer nor politician would challenge that supporting caregivers is necessary, perhaps outside of former President Trump. And while we’ve gone several administrations without much action on caregiver support, this is the first election cycle with a lot of attention on the topic. Many employers already know that caregiver resources are needed and have built ways to support their employees. But in order to see true change, we need to build and amplify bold strategies that are already in motion. As a collective, we are not rising to the challenge of doing this.

RTO or not, employers can act now

Most recently, Amazon has announced its plan for a 5-day in-office workweek despite a lack of support from within, joining several large firms making that transition. JPMorgan Chase, whose CEO is now calling for federal employees in DC to return to work, made this decision for his employees late last year. Regardless of what public opinion or research says, workers are making the choices that are best for them and their families. Whether it is 5-days in the office, zero, or a hybrid approach, there are employers that are taking steps to ensure their employees are feeling supported:

• Adding “flex time” – Many employees aren’t sure if their caregiving responsibilities always fall cleanly as vacation or sick time. For others who have the benefit of “unlimited time off”, they can identify the time without the pressure to disclose a caregiving responsibility. 
• Employee resource groups – Caregiving brings an additional identity to the table through employee resource groups to foster diverse, inclusive workplaces. ERGs are ways to bring employees together, and a Caregiving ERG can unify across multiple identities.
• Comprehensive wellness benefits – Employers are increasingly choosing all-in-one solutions instead of using several different vendors. Benefits might include mental health support, reimbursements for gym memberships and backup care help offset both stress and expenses. Having on-site support is also helpful so that employees have access to the resources they need while juggling work and caregiving.
• Social care management – Concierge programs and services that offer both  expert guidance and emotional support can help strengthen a caregiver’s network. This could mean help with finding the right care facility for a parent or  securing services for a neurodivergent child, guided by a compassionate expert.
• Representation matters – When executives share their caregiving journeys, it normalizes the conversation and provides support.
• Social networks and peer support – While ERGs can support employees at work, a sense of community outside official ERGs, such as support groups, 1:1 peer connections, peer forums, and Slack groups for families and caregivers, can offer a more casual approach for employees to support one another.

Politicians have so much more to do

While employers play a role, the need for more policies to support caregiving is a national conversation. Last week I wrote about how former President Trump and Senator JD Vance’s comments about childcare were out of touch with what we face every day. Days later, VP Harris continued the conversation with far greater specificity, calling out her proposal that would limit caregivers to paying no more than 7% on childcare expenses. This is a commendable step in the right direction, and isn’t the first time VP Harris has publicly called out the role caregivers have in holding up our workforce. 

During a recent trip to North Carolina, Harris called out, “Under my plan, more than 100 million Americans will get a tax cut and we will do this by restoring two tax cuts designed to help middle-class and working Americans: the earned income tax credit and the child tax credit. … As president, not only will I restore that tax cut but expand it. We will provide $6,000 in tax relief to families during the first year of a child’s life.” 

While Harris’ proposals are a step in the right direction, the next president will need a far more comprehensive overhaul to truly make childcare affordable and accessible. These proposals are massive, but we need a complete rebuild of the care industry to decrease costs and increase supply. This can’t be only about providing subsidies; we need to fundamentally change how we treat caregivers in this country to increase access and affordability. The U.S. lags behind other countries in supporting caregivers, and we need policies like paid leave, tax credits, and more to start addressing these challenges.

Comprehensive solutions

The U.S. workforce does not need to be in a position where they must choose between their careers and caring for their families. If sufficient balance between work and caregiving is not achieved, caregivers face the risk of becoming patients themselves. This work is hard and can take a toll on emotional health. Just last month, U.S. surgeon general, Dr. Vivek Murthy issued a warning that parental and caregiver stress can place an even heavier burden on people with financial or social network resource limitations or who are impacted by economic, social, political, and cultural marginalization.

If we are serious about addressing the urgent and varied needs of caregivers, we must advocate for:

• Paid family leave – Financial security for caregivers increases the stability of our workforce.
• Accessible childcare and eldercare – Childcare and eldercare that is affordable, accessible, and pays its own workforce a living wage.
• Tax credits –  Tax credits to families with caregiving responsibilities would ease financial burdens. 
• In-home support services – In-home support services would provide assistance for the elderly and those with disabilities.

If I were to advise our future president, I would urge the adoption of each of these policies, giving employers, the workforce, and caregivers themselves flexibility in their next steps. Investing in the care economy by supporting eldercare, child care, early childhood education, paid family and medical leave, and in-home support for the elderly and those with disabilities can happen with a combination of public and private partnerships all made more affordable and accessible, while also ensuring caregivers earn a living wage.

Picture: kieferpix, Getty Images

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