Emerging Issues Debate

The Changing Face of North Carolina - Working Caregivers

By Alison H. Climo

It may be hard to believe that North Carolina faces a worker shortage.  Believe it.  As reported in this space in March, the proportion of our state’s older population is expected to grow as the boomer generation ages.  Some 61,000 workers a year will leave the labor market due to retirement and a “leaky” pipeline for new workers will generate fewer replacements for high and middle-skill jobs. 

These trends will only compound what is already a growing challenge for employers everywhere: working caregivers.  One in six workers in our state cares for a family member or friend over age 60. 

The strains and stresses of caregiving frequently reduce employee productivity.  Nationally, ninety-two percent of working caregivers dealing with the most intense level of caregiving report major changes in their working patterns.

Of these:

• 83% report arriving late/leaving early, or taking time off during the day;
• 41% report having to take a leave of absence;
• 37% report going from working full time to part time; and,
• 35% report giving up work entirely.

Nearly a quarter of all caregivers report caregiving is a financial hardship. Caregivers spend 2.5 times more on out-of-pocket medical expenses than non-caregiving families. There is also the financial impact of lost wages, reduced retirement income and benefits due to the impact of caregiving on employment.

The health effects of caregiving are dramatic. Caregivers face increased rates of depression and anxiety disorders, as well as nearly twice the rate of chronic illnesses than non-caregivers.

Helping employees better handle the financial, physical and emotional stresses and strains of caring for an aging loved one will help them remain productive members of North Carolina’s workforce. Without adequate support, caregiving risks further weakening an already compromised workforce.

Fortunately, there are many ways to address the needs of working caregivers.

Work-based supports can be found in employee policies, benefits, and services.  Flexible work schedules, options for paid and un-paid leave, telecommuting, flexible benefits plans, tax benefits, insurance and employee assistance programs, and employee-provided services such as education about caregiving, elder-care information and referral, case management, support groups and wellness programs are important strategies employers can use to support working caregivers.

State and local policymakers can support working caregivers in a number of ways as well. Policies that provide education, information and referral, case management, respite and supportive services for older adults go a long way in helping caregivers manage their eldercare duties with their work responsibilities.

Today, state lawmakers face two decisions that could go a long way towards helping all caregivers, including those who work.  Despite the budget crisis, Governor Beverley Purdue has recommended a recurring appropriation to replace non-recurring funds used to support Project C.A.R.E (“Caregiver Alternatives to Running on Empty”), a nationally recognized, consumer-directed respite care program that provides comprehensive support to caregivers of persons with dementia.  She has also called for a caregiver tax credit as part of her tax package.

These measures are a good step towards supporting a vulnerable yet critical segment of North Carolina’s workforce as our state ages.

 

View past Emerging Debates on The Changing Face of NC: Demographics | Revamp E-Verify