Explore ways to get paid while taking care of a family member - from state programs to employer support.
April 27, 2024
Exploring the financial aspects of caregiving, it's essential to understand the paid family leave programs available to caregivers. These programs provide support to those who need to take time off work to care for a family member.
The Family and Medical Leave Act (FMLA) is a crucial resource for family caregivers. It provides eligible employees with unpaid, job-protected leave to care for a family member, thus aiding those who need to take time off work for caregiving responsibilities. This federal law is a significant step towards recognizing and supporting the role of family caregivers [1].
Under the FMLA, caregivers have access to guides, fact sheets, frequently asked questions, and additional resources to help them understand and exercise their rights to job-protected leave. The law also provides a platform for filing a complaint, ensuring that caregivers' rights are protected [1].
Despite these provisions, a significant number of caregivers do not have access to caregiver support benefits at their workplaces. In fact, 79 percent of caregivers do not have such benefits [2]. Furthermore, nearly 40 percent of caregivers report that their workplace supervisors are not aware of their caregiving responsibilities outside of work.
Some private companies have stepped up to fill the gap by offering their own paid leave policies. One such company is Deloitte, a consulting and tax advisory firm. In 2016, Deloitte expanded its paid-leave policies to include time off for workers to care for family members with serious health conditions.
Under Deloitte's policy, employees are provided with 40 days of paid time off (PTO) annually. In addition, they can avail 16 weeks of paid leave per year to care for a spouse, domestic partner, parent, adult child, or sibling with a serious health condition [2].
This initiative by Deloitte showcases how companies can support their employees who are family caregivers, providing them with the financial stability they need while fulfilling their caregiving roles. Such policies can be a model for other companies to follow, ensuring that the workforce, while taking care of their loved ones, can continue to earn without worry.
Family caregivers face a myriad of challenges while trying to balance their personal lives, work commitments, and the caregiving responsibilities for a family member. These challenges can be further compounded by a lack of workplace support and the time commitments associated with caregiving.
One of the key challenges family caregivers face is the lack of support from their workplaces. According to the Society for Human Resource Management (SHRM), a staggering 79 percent of caregivers do not have access to caregiver support benefits at their workplaces. This lack of support can lead to added stress and difficulties in managing both work and caregiving responsibilities.
Further compounding the issue, nearly 40 percent of caregivers say their workplace supervisors are not aware of their caregiving responsibilities outside of work. This lack of awareness can result in a lack of understanding and flexibility when caregivers need to adjust their work schedules or take time off to attend to caregiving duties.
While provisions such as The Family and Medical Leave Act (FMLA) exist, providing eligible employees with unpaid, job-protected leave to care for a family member, it is evident that more needs to be done to support family caregivers in the workplace. (Department of Labor)
Caregiving, while rewarding, requires a significant time commitment. As per SHRM, caregiving involves a commitment lasting an average of 4.5 years, and caregivers spend nearly 24 hours a week providing care.
For working caregivers, managing this time commitment alongside work responsibilities can be challenging. Nearly 1 in 5 workers in the U.S. are also caregivers for ill, elderly, or special-needs adults. This dual-role can lead to burnout, stress, and health issues if not managed properly.
In the next sections, we will explore the various resources available to family caregivers and the ways to get paid while taking care of a family member. These resources and programs can provide much-needed support for caregivers, helping them navigate the challenges associated with caregiving while maintaining their own health and well-being.
Family caregivers often face the challenge of balancing their personal responsibilities with the demands of caregiving. Fortunately, there are several organizations that offer support and resources to help caregivers navigate this journey. Below are three such resources: Caregiver Action Network, Family Caregiver Alliance, and Well Spouse Association.
The Caregiver Action Network (CAN) is a leading family caregiver organization in the US. It aims to improve the quality of life for the more than 90 million Americans who care for loved ones with chronic conditions, disabilities, disease, or the frailties of old age. The network serves a broad spectrum of caregivers, from parents of children with special needs to families and friends of wounded soldiers, and from young couples dealing with a diagnosis of MS to adult children caring for parents with Alzheimer's disease. CAN provides education, peer support, and resources to family caregivers across the country free of charge.
The Family Caregiver Alliance (FCA) is an organization that provides support to family caregivers and champions their cause through education, services, research, and advocacy. Although its services are specific to California, the information it provides can be accessed nationally. The FCA offers a wealth of resources to support family caregivers in their role, offering practical advice on caregiving tasks as well as emotional support to help caregivers cope with the challenges they face.
The Well Spouse Association is a national membership organization that offers support to husbands, wives, and partners of the chronically ill and/or disabled. The organization provides a network of support groups and a newsletter for spouses, offering a sense of community and shared experience for those caring for a chronically ill or disabled partner. The Well Spouse Association recognizes the unique challenges faced by spousal caregivers and provides targeted resources and support to meet these needs.
These three organizations are valuable resources for caregivers seeking support, information, and ways to get paid while taking care of a family member. Not only do they offer practical advice and resources, but they also provide a sense of community and understanding that can be immensely comforting for family caregivers.
In the United States, several states have implemented programs and policies to support family caregivers financially. Such initiatives aim to alleviate some of the financial burdens that come with caregiving responsibilities. This section explores the initiatives in Maine and Minnesota and the paid family leave law in Oregon.
Recognizing the importance of family caregivers, states like Maine and Minnesota have enacted legislation to create mandatory family leave insurance programs. These programs are designed to provide financial assistance to caregivers and new parents, thus making it easier for individuals to balance their personal responsibilities with their caregiving duties AARP.
The details of these programs vary by state, but they generally offer a percentage of the caregiver's usual salary for a specified period. This financial support can be used to cover various expenses, including medical bills, caregiving supplies, and living expenses, thus providing relief for those incurring costs while taking care of a family member.
On Sept. 3, 2023, Oregon’s paid family leave law, which includes caregivers, new parents, and victims of domestic violence, began. As of Sept. 5, more than 10,000 people had applied. However, only a little more than 15 percent had been approved, mostly because applicants had not furnished all of the required documents AARP.
This law is a significant step towards recognizing and supporting the work of family caregivers. It not only provides financial support but also ensures job protection for individuals who need to take time off work to care for a family member. This legislation can serve as a model for other states seeking to improve their support for family caregivers.
In conclusion, state programs and laws such as these are integral to supporting family caregivers. They acknowledge the invaluable role caregivers play and provide concrete ways to get paid while taking care of a family member. They reflect a growing understanding of the need to support caregivers, both financially and in terms of job protection.
In the quest to find viable ways to get paid while taking care of a family member, there are a few alternatives to consider. Programs like the Consumer Directed Personal Assistance Program and New York's Paid Family Leave Benefits Law offer some financial support to caregivers dedicating their time and effort to caring for their loved ones.
The Consumer Directed Personal Assistance Program (CDPAP) is an initiative within New York State Medicaid. This program allows beneficiaries to hire their family members and friends for caregiving services, providing a viable option for the elderly who may not be comfortable with strangers caring for them. Through this program, caregivers can receive payment for the services they provide to their family members, offering a valuable avenue for financial support [3].
While the CDPAP is specific to New York, some states have similar programs that pay family members to provide care to individuals receiving Medicaid. However, these programs often come with varying eligibility criteria and are less common for those who do not qualify for Medicaid [4].
Another New York specific initiative is the Paid Family Leave Benefits Law. This law allows people employed in the state to take 12 weeks of paid leave each year to care for elderly relatives with severe health conditions, including Alzheimer’s or other age-related disabilities [3].
While these programs provide much-needed financial relief, it's important to note that options like these are not available in every state, and the majority of caregivers seeking payment are looking for a way to make ends meet while dedicating time to caregiving [4].
Also worth noting is that despite common misconceptions, Medicare does not pay for long-term care services, including in-home care and adult day services, whether provided by a direct care worker or a family member. However, caregiving families may be able to obtain financial relief for specific purposes like respite care or purchasing goods and services. In some cases, they may receive payment for caregiving [4].
Navigating the financial aspects of caregiving can be complex, but with the right resources and information, caregivers can find some form of compensation for the valuable work they do.
In recent years, employers have recognized the importance of providing support for employees who are also caregivers. This understanding has led to the implementation of new benefits that address the unique challenges faced by caregivers. These benefits, often aimed at providing flexibility, can significantly help caregivers manage their responsibilities and maintain their professional commitments.
Flexible work schedules are one of the top benefits offered by employers to support caregivers in the workplace. According to Wellable, 62% of employers are now offering such schedules to aid caregivers.
These flexible schedules provide caregivers with the freedom to adjust their work hours in response to the often unpredictable and urgent nature of their caregiving obligations. Such flexibility is crucial, as it allows caregivers to balance their professional and personal responsibilities more effectively.
However, while flexibility is essential, caregiver-specific benefits are also vital. Many caregivers are responsible for coordinating professional services or assistance, which can be expensive and difficult to find. Thus, employers are encouraged to offer real-time access to strategies and solutions that cater to the unique needs and challenges of caregiving.
Telecommuting, or remote work, is another significant benefit that employers are providing to support caregivers. As per Wellable, 58% of employers are now offering telecommuting benefits.
Telecommuting provides caregivers with location flexibility, enabling them to work from home or from a setting close to their loved ones. This flexibility can significantly reduce the stress associated with juggling work and caregiving duties and can make it easier for caregivers to respond promptly to their loved ones' needs.
These employer-supported benefits have become increasingly important, especially during the pandemic, with 18% of today's caregivers not providing care pre-pandemic. The number of caregiving demands has increased, and each has become more challenging to satisfy, particularly due to overlapping parental responsibilities with organizational duties.
By adjusting their benefits packages to offer time and location flexibility, employers can significantly help caregivers manage their duties. Such support is essential in promoting the overall wellbeing of caregivers and in ensuring that they can provide the best care possible for their loved ones.
[1]: https://www.dol.gov/agencies/whd/fmla/family-caregiver
[2]: https://www.shrm.org/topics-tools/news/hr-magazine/supporting-employees-caregiving-responsibilities
[3]: https://freedomcare.com/10-ways-to-get-paid-while-taking-care-of-a-family-member/
[4]: https://www.caregiver.org/faq/can-i-get-paid-to-care-for-a-family-member/
