Grayce’s Post

This week, Grayce shared their 2024 Employee Leave Trends report, which reveals that flexible work arrangements alone are not enough for working caregivers. Caregiving responsibilities continue to rise, leading to increasing departures from the workforce. The report reveals some startling statistics: 45% of employees are taking several days off per month to handle caregiving duties. When these employees take extended leave, they’re 3.4 times more likely to consider quitting their jobs. 71% of caregivers believe that better support could reduce or even eliminate their need for time away from work. Many caregivers (27%) need help securing a professional caregiver, while around 20% wish they had access to a licensed professional to help create a support plan. The mental load is particularly heavy on women, who are 58% more likely than men to take time off for stress or mental health reasons. Employers have a big role to play here. By understanding these challenges and stepping up with more comprehensive caregiving policies, companies can significantly reduce stress and improve retention for employees who are trying to juggle work and caregiving responsibilities. A huge thank you to Inc. Magazine and Ava Mandoli for shining a light on this important issue.

While not exactly respite care that would alleviate work AND caregiving responsibilities, this new S&P Global and AARP Employee Caregiver Survey found that some employers do offer subsidized back up care. While only 19% of respondents were offered subsidized back up elder care by their employers, 57% of those used it, and nearly 71% said the used benefit was helpful. For those working caregivers who work full or part-time and then return home to full-time caregiving duties during their "time off", the five day work week is a myth. ARCH would encourage employers, who want to support their caregiving employees to stay in the workforce and be productive, to consider providing a respite care benefit to their caregiving employees. They deserve and desperately need to experience "time off" just like their non-caregiving peers. Yet respite is never mentioned or recommended as an employee benefit. The documented benefits of respite care to reduced caregiver stress should not be overlooked. Lifespan Respite grantees and partners are working with employers to help them consider respite as a valuable benefit to offer to their employees with caregiving responsibilities.

Job flexibility is increasing, but it's not enough. Employee leave requests are growing fast, up by 20% or more at most companies. What's the hottest growing category of leave now? Hint: it's not parental leave or sabbaticals. It's caregiving leave. Those leave needs are unlike those employers have planned for before. Caregiving employees want more than time from their employers. Check out the articles below to read more findings in Grayce's recent consumer research. Thanks to Forbes and Inc. Magazine for sharing the results. https://lnkd.in/gMFWDX3x https://lnkd.in/g7Hvt3Hn

Should your clients be offering stronger caregiver benefits? You know that employers are constantly seeking to differentiate themselves and attract top-tier talent. This is an often-overlooked, yet increasingly important, area for employers to consider. Caregiving benefits, such as paid family leave, flexible work arrangements, and resource referrals, resonate deeply with today's workforce, many of whom are juggling professional responsibilities with caregiving roles for children, aging parents, or other family members. By offering comprehensive caregiving support, employers demonstrate empathy, understanding, and a commitment to work-life balance, which are highly valued attributes among job seekers. We also know that caregiving benefits contribute to higher employee satisfaction, engagement, and loyalty. Employees who feel supported in their caregiving responsibilities are more likely to remain with their current employer, reducing turnover costs and maintaining continuity in talent and expertise. Caregiving benefits are not just a compassionate gesture but a strategic investment in attracting and retaining top talent. #CaregivingBenefits #EmployeeRetention #TalentAcquisition #EmployeeBenefits

Thank you to HRO Today for highlighting Grayce's latest "2024 Employee Leave Trends" report. With 73% of employees balancing caregiving responsibilities with full-time jobs, the need for comprehensive caregiving support is more critical than ever. Our research reveals that nearly one in four U.S. adults are part of the “sandwich generation,” supporting both children and parents, leading to increased time off work. At Grayce, we offer a comprehensive social care platform that helps families manage caregiving responsibilities while maintaining professional commitments. By understanding the nuanced reasons for caregiving leave and providing targeted support, companies can improve employee retention, reduce stress, and foster a supportive workplace culture. Read the full report to learn more about our key findings and how to better support working caregivers: https://lnkd.in/gXAnufA8 #Grayce #PaidLeave #CaregiverSupport

Another complex #worklife situation for today's employees. 🤔 According to an AARP study, of the 48 million family caregivers to their aging parents, 60% are working full-time while also providing up to 20 hours per week of support. The article explores how employers can support those providing such care by creating paid leave for such situations and also offering more flexible working conditions. ❤️ This topic hits home for me. As an only child, my wife and I made the decision to move next door to my parents as their health began to fail. Because of the work I do it wasn't difficult to move to a new location. It did, however, represent a monumental shift for our family as we left behind a community we loved and many dear friends. Even living so close to them, there were seasons where my work suffered due to the demands on my time to take care of them. I gladly did it. I did not want the regret of NOT caring for them to haunt me later. They had been there for me in countless ways in the past. That's my story, and I know I had options and the support of my family that made the journey less challenging. My heart goes out to those who don't have a similar support system. ❓ What's your story related to caring for your parents? How are (or did) you maintain your work schedule while providing care? What is advice you have for others starting a similar journey with their parents? https://lnkd.in/euCTat2R

Yes, we need national universal policies like paid leave and care infrastructure to support families, but this piece points to some elegant and easily implemented ways for employers to better support their employees with caregiving responsibilities. Like normalizing sharing not only one's pronouns, but one's caregiving status. Key point: Authors Misty Heggeness and Katie Schenk write in Fast Company: "Care is a critical fact of life. At some point, we all need care, and as we age, most of us are going to need it again. Alongside our work lives, many of us simultaneously provide care daily to others who are older, younger, sicker, or less independent. In fact, 73% of U.S. employees are caregivers. Caregiving commitments directly impact workplace productivity of all employees. By supporting caregiving employees, employers can build loyalty and trust within their workforce, and also increase productivity."

▶ I'm fed up that in the U.S. we have to rely on employers "doing the right thing" for families to have support. ▶ I'm fed up that we still see situations like #KyteBaby and far too many #layoff stories that directly impact expecting and new parents drastically changing their access to financial security and health insurance at a time when they need to most. ▶ I'm fed up that our legislators continue to fight over passing national #paidfamilyleave leaving 75% of private sector employees without access. Luckily I have the privilege of partnering with some of the 25% of companies that get it. ▶They know that access to paid family leave, sick leave, and family benefits is critical to the health (and therefore productivity) of their employees. ▶They know how critical flexibility and support are to retain caregiving employees, especially women. ▶They recognize that managers need the training to successfully lead their teams through a career journey that often has peaks of increasing care responsibilities. 🌟 And even more exciting... Sarah Johal just made it even easier for companies to step up and support care. 🌟 She founded CareSprint, an open marketplace to ensure working families succeed, centralizing employer solutions, management learning, and civic engagement across the care spectrum from Child Care to Aging Care. If you are unsure where to get started, read my latest in Forbes and check out CareSprint (p.s. You'll find us at WRK/360 as a partner!) #HypeWomen #caregivingsupport #caregivingandwork #workworkbalance #workingparents #workingmoms #workingdads #makeworkwork #executivecoaching #leadershipcoaching #coachingformoms #corporatemoms

But we don’t have to wait for a massive fix to start making working more compatible with family responsibilities. Businesses can take some simple steps now to support employees who are caring for family members. Here are 6 surprisingly simple ways to make your workplace more caregiver-friendly by Liz O'Donnell via 3plus International https://buff.ly/4dD8Gpt #caregivers #inclusiveworkplaces

As a member of the workforce who has experienced the challenges of balancing care responsibilities and work, I truly appreciate the efforts Grayce is making to close the gap in support. Having access to personalized care plans and dedicated care partners can make a world of difference when you're navigating these demands. The focus on providing not only practical tools but also emotional support is essential for reducing the stress, overwhelm, and burnout highlighted in the MetLife study. It's great to see such comprehensive solutions being offered! #worklifebalance #employeewellbeing #employeebenefit