According to Bank of America’s 2019 Workplace Benefits Report, employee caregivers make up an amazing 45% of the work force. In effect, this means many employees are working a second full-time job caring for a loved one. Because of this overworked segment, HR staff must deal with a significant drain on productivity that impacts the organization’s bottom line.

How can HR best deal with this productivity challenge? There is one proven cost-free solution that addresses three major needs of caregiver employees: education, access to resources, and financial protection. That solution begins with retaining a resource to provide one-on-one meetings with all employees to identify those who are providing care or likely to soon begin providing care.


Using employee census data, counselors provide messaging, personalized for each employer, that points each caregiver to appropriate resources. They learn about the value of a dedicated website or their employer’s EAP for access to cost-free assistance. Non-caregivers are also educated on related topics and insurance options that can provide long-term benefits.


Caregiving employees are connected to appropriate resources that help with a wide range of solutions such as assessment for determining needs, caregiving education, a care action plan, home healthcare evaluation, discounted access to appropriate facilities, assistance with relocating a care recipient, and help in planning their long-term care (LTC) needs.


As employees are educated about LTC, counselors assist in a needs, assessment for their own long-term care and offer a two-in-one package of life insurance with LTC. Flexible options allow the plan to be customized to each employee’s protection needs. Depending on employer group qualifications, a LTC benefit of up to $8,000 per month can be offered, with LTC benefits payable up to 50 months. And a benefit restoration rider that pays the beneficiary 100% of the death benefit even after paying out 100% of the LTC benefit. Many employees take advantage of this extremely attractive protection plan, permitting the individualized service to be provided at no cost to the employer.