Are you struggling with caring for your aging parents while balancing the demands of your professional job? Don’t worry, you are not alone. 61% of all family caregivers in the U.S. are juggling a full-time career while caregiving for a loved one and nearly 70% of family caregivers have difficulty balancing their jobs with caregiving duties, according to a study by the AARP and the National Alliance of Caregiving. 

Being a working caregiver can be an immensely gratifying, yet challenging task that requires you to strike a balance between your responsibilities at work and your duties as a caregiver, which may include assistance with daily living activities, medical care, coordinating support, transportation, shopping and other day-to-day errands, and serving as an advocate. Sometimes, it can honestly feel like having multiple full-time jobs. And it pretty much is: the average family caregiver provides about 23 hours of care per week!  

The Impact of Caregiving on Professional Life

Caregiving can severely impact several aspects of your daily life, and these changes or disruptions to your routine can feel particularly evident in the workplace. The AARP study found that:

• 53% of caregivers were late for work, left early, or took time off to provide care
• 15% reduced their work hours
• 14% took a leave of absence
• 8% received reprimands for performance or attendance
• 4% lost their workplace benefits

And in a lot of cases, caregivers may change their employment situation when balancing work and caregiving becomes too difficult. 

How to Prepare to be a Working Caregiver

The good news is there are several steps you can take to prepare as a professional, as you take on a bigger role as a caregiver to your loved one. 

Talk to Your Manager

Caring for a loved one is a significant part of your life, and your supervisor should probably have some idea that it’s happening. Giving them advance notice that you have an important commitment but are still committed to doing your best at work shows your employer you are thoughtful and dedicated to your job.

• Schedule a meeting: This isn’t a conversation you want to have casually. Schedule a meeting ahead of time, and prepare what you want to say.
• Don’t wait for an emergency: Trying to figure out how your boss will react during an emergency is much more stressful than speaking to your boss ahead of time and knowing you’re on the same page. Come up with a game plan together ahead of time, that way you and your boss both aren’t stressed about who is taking over your workload while you take care of your loved one.
• Remind them that your work is still a priority: I’m sure they already know, but a little reassurance goes a long way. Remind your supervisor that work is still a priority for you

Look Into Flex Hours

Ask about flexible work policies. You may be able to take advantage of a flexible work schedule that your company already offers to employees, or ask if a flexible schedule might be possible for you! A flexible schedule might also mean working remotely a few days a week. It’s a good idea to think about how your boss will feel about the changes you’re suggesting and come up with a plan that meets as many of your needs and the company’s as possible. Some options could include:

• Flexible hours: See if your office will allow you to start and end your work day earlier, while you have support at home from other family members to take care of your loved one. Or whatever time schedule works best for you and your company
• Reduced hours: Whether permanent or temporary, it may be beneficial to reduce your regular 40-hour weekly workload to something slightly more manageable given your caregiving duties. 
• Alternative work locations: See if your company has other office locations or satellite offices you can work from that are closer to home. Reducing your commute time can give you much-needed time back to take care of your loved one or get through your to-do list at work
• Remote work: Check to see if your company offers work-from-home flexibility, even if it’s just a few days a week. 
• Emergency time off for care: Talk to HR about what to do in emergency situations, so you’re prepared if anything comes up.

Understanding the FMLA

If you feel like you may need to take some time off work to handle your loved one’s care, check to see if you’re eligible to use the Family Medical Leave Act, or FMLA. The FMLA allows you to take up to 12 weeks off every year, without pay but with job security and you may still have access to your benefits! Here’s what you should know about the law:

• Usually, you must work for a company with at least 50 employees, a government agency, or elementary or secondary school to be covered, although state laws may cover you at a smaller employer. To be eligible, you must have worked there for at least 12 months, and for at least 1,250 hours in the 12 months prior to taking time off. And you must work where your employer has at least 50 employees within 75 miles. (There are special requirements for airline flight crew employees.)
• These 12 weeks of leave do not need to be used consecutively, so with careful planning, you may be able to take certain days off during the month to cover doctor’s visits, chemotherapy, or whatever care your loved one may require. Visit the U.S. Department of Labor’s FMLA Guide to learn more and determine your eligibility for this benefit. 
• Make sure to request your time off as soon as possible. If the need for leave is “foreseeable” — for instance, taking time off to care for a loved one after a scheduled surgery — 30 days’ notice is required.
• It’s also important to remember that you might have to use up your vacation PTO first before your FMLA benefits kick in. Your employer may require that you use any accrued paid leave you have to cover some or all of any FMLA leave you take. That could also be beneficial to you, because you get paid for your vacation or other PTO days, but not for the days you are using FMLA. It really depends on your specific situation, your state’s laws, and your company’s policies – so make sure you’re considering all three.

Know Your Employee Benefits

Some companies are starting to offer benefits like an Employee Assistance Program (EAP) which covers:

• Benefits
• Counseling
• Information
• Referrals
• Legal help
• Financial counseling
• Insurance support
  

Some employers reimburse alternative caregiving services like adult day care if you have to work. In addition, more businesses are adopting employee programs like on-site support groups, concierge services, discounts, and health and wellness plans to help lower stress and make balancing work and caregiving somewhat easier.

Flexible spending accounts (FSAs) are a benefit many employers offer but few caregivers utilize. FSAs make balancing work and caregiving easier because you can use them to offset some caregiving costs. For example, employees can contribute pretax dollars up to a certain amount each year, which some companies even match. In addition, caregivers can use this account to pay for respite care or in-home services depending on the plan.

Paid Family Caregiver Eligibility 

When AARP totaled up the hours that family caregivers put in, and applied the average hourly pay for professional home care, they found that family caregivers collectively provide over $600 billion worth of care every year. Yet very few are compensated for their effort and hours of labor. While taking care of a loved one may often feel like a labor of love, family caregivers are taking on a huge and vital role for our society — and deserve to be compensated for their work. Some states are making this possible! Some government programs pay family or friends of people with disabilities to help with daily activities, including personal care, giving medicine, cooking, cleaning, and more.

Become a Paid Caregiver Through a State Medicaid Program

If someone receives Medicaid, their state may allow a family member or friend to become a paid caregiver.

Many states call this a consumer-directed personal assistance program. Each state has different requirements and rules. And the amount the program pays you to care for a family member varies by state. Contact your state’s Medicaid office for more information.

Long-Term Care Insurance

Some long-term care insurance policies allow family members to get paid as caregivers. Contact your insurance agent and ask for a written confirmation of benefits.

Veterans Programs

There are three programs available for veterans:

• The Veteran-Directed Home and Community-Based Services program offers veterans a flexible budget that could allow them to hire a family member to help with daily living and activities.
• The Respite Care program can help with breaks for the caregiver, while still addressing the veteran’s care needs. 
• The Aid and Attendance Benefits program provides monthly payments in addition to a monthly VA pension for qualified veterans and survivors. These benefits help cover the costs of a caregiver, who may be a family member. Find the VA pension management center in your area to see if you’re eligible.

Resources by State

As resources for caregivers in the workforce vary widely on a state-by-state basis, we’ve started compiling what resources are available in each individual state. Explore the resources below to learn more: 

Alabama

Alaska

Arizona

Arkansas

California

Colorado

Connecticut

Delaware

Florida

Georgia

Hawaii

Idaho

Illinois

Indiana

Iowa

Kansas

Kentucky

Louisiana

Maine

Maryland

Massachusetts

Michigan

Minnesota

Mississippi

Missouri

Montana

Nebraska

Nevada

New Hampshire

New Jersey

New Mexico

New York

North Carolina

North Dakota

Ohio

Oklahoma

Oregon

Pennsylvania

Rhode Island

South Carolina

South Dakota

Tennessee

Texas

Utah

Vermont

Virginia

Washington

West Virginia

Wisconsin

Wyoming

If more information for your state isn’t available yet, look for additional resources here. 

Although being a caregiver while working will never be easy, being honest with your employer, maximizing your resources, practicing regular self-care, and asking for support can make navigating it much more manageable.