Working caregiver? Know your rights

A full 60 percent of family caregivers also hold down jobs. And two-thirds say they’ve had to make changes to their work-life equation to make it happen, according to the Caregiver Action Network, a Washington, DC-based nonprofit support and education group.

And yet, when it comes to workplace protections for caregivers, the pickings are slim, depending primarily on the federal Family Medical Leave Act (FMLA). Best-known for its role in offering unpaid leave to millions of new parents, the 25-year-old law serves caregivers as well. It offers up to 12 weeks per year to employees caring for a spouse, child or parent with serious health issues.

FMLA has serious limitations, though.

One big one: it only offers unpaid leave. Moreover, nearly 40 percent of employees aren’t covered. And typically care for grandparents isn’t covered (unless they stood in as a parent to the employee during their childhood), explains Vasu Reddy, senior policy counsel for workplace programs at the National Partnership for Women and Families.

Reddy notes that as more states and cities—including Minneapolis, St. Paul and now, Duluth—begin to pass their own paid leave laws, many are making sure to include grandparents and other family members among those covered. It’s an important change that recognizes the importance of intergenerational care, she says. “If you are taking on the responsibility of care for someone, then you should be considered family. It’s not something you do lightly.”

Caregiving is hard—and work can be too.

Still, consider all your options before deciding to quit your job. Especially for women (who make up the majority of caregivers nationwide), caregiving can cause economic hardship. Indeed, 48 percent of working caregivers report losing income, which can impact not only day-to-day earnings but retirement security down the road.

Ask for what you need to be both the best caregiver and best employee you can be. After all, you don’t get what you don’t ask for.

Reality check: Not asking for help is exhausting.
And acting as though nothing has changed in your life doesn't make it true.

Instead, know that all employees need an accommodation at some time or another. Ask for what you need, while keeping in mind what might make it easier for your boss to say yes. Would a flexible schedule help? A work-from-home day that allows you to attend your parent’s medical appointments? Pitch your manager as you would any new idea.

Pro tip: Suggest a trial period so that your manager can see how it works before committing full on. And then be open to compromise.

Got an EAP? Use it.

Larger companies often offer employees a benefit called an Employee Assistance Plan, or EAP. These supplemental insurance plans are designed to get the help you need for challenges in your personal or work life so you can focus on being a great employee.

For caregivers, that could include help finding community services, counseling, respite care legal and financial assistance, as well as caregiver support groups.

These services are private, confidential and there to help. So put them to use. Ask your HR rep what benefits you have available to you.