As the US population ages, more employees are seeking caregiver benefits at work

U.S. employers increasingly offer paid caregiving leave as aging population creates workforce challenges, experts say.

Debra Whitman was on a business trip when she received alarming news: her father had been hospitalized with severe pain. She immediately flew to Maryland and took time off to care for him at his home in rural eastern Washington, helping set up a motorized lift chair to assist with his mobility.

Fortunately for Whitman, who serves as chief public policy officer at AARP, her employer offers paid time off specifically for caregiving elderly family members—a benefit increasingly valued in America’s aging society.

“Instead of having to take all my vacation, I could take several days of caregiving leave while I was out there,” Whitman said. “That’s been a huge godsend for a lot of my staff.”

More than 63 million Americans provide care for an adult family member, with most balancing these responsibilities alongside regular paid employment, according to AARP data. This dual role creates significant challenges, particularly for those simultaneously raising children—the so-called “sandwich generation.”

The time commitment is substantial. Meghan Shea, vice president at New York Life Group Benefit Solutions, which administers leave programs for employers, notes that the average caregiver spends about six hours daily tending to aging loved ones.

“The challenge is that leave isn’t unlimited,” Shea explained. “The average caregiving role spans about six years. So really, it’s a life change for these employees, and they need to figure out how to balance responsibilities in a new way, and that’s very stressful.”

Federal protections exist but have significant limitations. The Family and Medical Leave Act provides up to 12 weeks of unpaid leave annually to care for immediate family members, requiring employers with 50 or more workers to maintain health benefits and job protections. However, the law excludes workers at smaller companies and doesn’t address the financial burden of unpaid time off.

Recognizing this gap, more than a dozen states have implemented mandatory paid leave policies for caregiving, whether for newborns or family members with serious illnesses. These state programs typically provide workers with a portion of their normal wages, though duration and benefit details vary widely by jurisdiction.

“Many people have to quit their jobs in order to care for somebody, and that not only affects their income but their retirement benefits, and then there’s a loss of productivity for the employer who may have lost a great person,” Whitman noted. “Finding ways to support family caregivers is a huge employment issue right now.”

For job seekers prioritizing caregiving benefits, experts recommend asking specific questions during interviews. Shea suggests inquiring about the amount of available caregiving leave, whether it can be taken incrementally, if it’s paid or unpaid, and what additional benefits employers offer beyond federal and state requirements.

Employers typically provide between two and six weeks of paid caregiving leave, with some offering as much as 12 weeks, according to Meghan Pistritto, a vice president in Prudential Financial’s group insurance division.

“Caregiving is a reality for a significant portion of the workforce,” Pistritto said. “The positive news is that employers are stepping up and they’re supporting their teams here. We’re seeing a lot of growth both in the employer-provided as well as in state-mandated paid leave programs that are showing up across the U.S.”

AARP gives eligible employees up to two weeks of paid time off per calendar year to care for family members or domestic partners with serious health conditions or who are at least 50 years old and need assistance with activities such as meal preparation, appointments, and managing finances.

Beyond time off, workplace flexibility offers critical support. Remote work options and flexible scheduling are particularly valuable when actively encouraged by management. Pistritto emphasizes that managers should normalize conversations about caregiving needs and proactively check on employee well-being.

“Comprehensive paid leave is just the starting point. Genuine caregiver-friendly employers also provide practical resources such as access to counseling, backup care services, and caregiver support groups,” she added.

Some progressive companies offer “care concierges” who help employees navigate complex healthcare systems, identify local providers, and understand available benefits. Whitman utilized this AARP benefit to find caregivers in her father’s area who could assist him when she returned to work—a resource she described as “a really important step.”

When time off work isn’t feasible, technology can bridge the gap. Susan Hammond, who runs a nonprofit organization in rural Vermont, spends hours daily caring for her mother with dementia while also managing her professional responsibilities. She installed cameras and motion detectors that alert her when her mother, who sometimes wanders due to confusion, attempts to leave the house.

“I can always know where she is just by looking at my watch,” Hammond said. “Because we can monitor the cameras and monitor the alarms, I know she’s safe.”

As the U.S. population continues to age, the intersection of caregiving and employment will likely remain a critical concern for workers, employers, and policymakers alike, requiring continued innovation in workplace policies and supportive technologies.