Time off and a leave of absence both signify that an employee is away from work, but the reasons for these requests vary significantly. Unlike traditional time-off categories such as vacation or sick days, leave of absence often arises from deeply personal and complex situations. These circumstances can be highly nuanced and emotionally charged, presenting unique challenges for both employees and employers to navigate.
Caregiving leave is becoming an increasingly requested and offered benefit, as employers recognize the need to support employees juggling work and family responsibilities. As our population ages, more individuals find themselves part of the “sandwich generation,” balancing the demands of raising children while caring for elderly parents. In the U.S., approximately 100 million adults identify as caregivers, with just over half (53 million) supporting a spouse, elderly parent, or special-needs child. This growing trend highlights the need for workplace policies that provide meaningful support for these often-overlooked responsibilities.
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The realities of caregiving stress
A recent report revealed that over 20% of sandwich-generation employees have left their jobs due to the burden of caregiving responsibilities. Others have experienced reduced productivity or required leave to address their own mental or physical health challenges. While the Family and Medical Leave Act (FMLA) provides job-protected leave for caregivers, the 12-week cap and lack of paid benefits often leave employees juggling PTO, taking unpaid time off, or simply burning out.
I’ve seen the strain caregiving places on families firsthand. Last year, my father was diagnosed with cancer. After 55 years of marriage, my mother stepped into the role of his primary caregiver. Virtually overnight she had to navigate doctor’s appointments, medication schedules, and day-to-day responsibilities. My brother, who lives closest to my parents, has been able to help my mom with caregiving duties, but as a working professional and father himself, he has had to take time away from work to manage the load.
Caregiver stress can be especially overwhelming, as it combines the emotional weight of supporting a struggling loved one with the added responsibilities of their care—all while managing the demands of everyday life.
Understanding caregiver leave policies
Caregiver leave policies provide employees the opportunity to take off—paid or unpaid—to support children, parents, or other family members in need. In recent years, states like Colorado and Connecticut have introduced family leave insurance programs, which provide partial pay to workers taking leave for caregiving responsibilities.
On a national level, there is currently no federally mandated paid caregiver leave. The FMLA does grant employees 12 weeks of job protection and unpaid leave for specific family or medical reasons. To qualify, employees must work at an organization with 50 or more employees within 75 miles of their worksite. However, this leaves significant gaps:
● Employees at smaller organizations or those who haven’t met eligibility requirements may not qualify.
● The leave is unpaid, which can make it financially unfeasible for many.
● For sandwich-generation caregivers, 12 weeks is often insufficient to balance both short- and long-term caregiving needs.
Some forward-thinking companies have stepped in to compensate, offering paid caregiving leave as part of their benefits packages. These organizations are not only investing in their employees’ wellbeing but they are also seeing tangible returns, including higher retention rates and increased employee satisfaction. Caregiving benefits also make companies more attractive to prospective hires who are increasingly prioritizing work-life balance when evaluating job opportunities.
Caregiving leave is currently in a similar position to where parental leave was a decade ago—rare and largely unprotected. While progress has been made in supporting new parents, caregiver leave remains an overlooked and under-supported benefit for many workers.
Building a framework for support
It’s extremely important to approach leave of absence decisions with due diligence and compassion. For most employees, asking or notifying HR about a leave of absence can be an intimidating experience. The reason behind someone’s time away can also be a private, painful, or complex situation.
Fostering an open communication channel is critical to a positive outcome. Too often leave and accommodations are viewed as adversarial conversations versus figuring out the best way to support both employees and the business. In most cases, understanding their needs can help you figure out a solution that works both for them and the business.
For companies aiming to support employees facing challenging caregiving responsibilities, it’s essential to develop policies that go beyond the basic requirements of the FMLA.
Considerations should include:
- Expanding leave options: Offering paid caregiving leave or additional unpaid time off for those ineligible under FMLA.
- Explore accommodations: In many instances, leave can be minimized by offering appropriate accommodations that help employees better balance their caregiving responsibilities with work demands.
- Flexible work arrangements: Allowing caregivers to adjust their schedules or work remotely to accommodate family responsibilities.
- Caregiver resources: Providing access to support services, such as counseling, elder care resources, or financial planning tools.
As the workforce evolves, so do the needs of employees—and the policies supporting them must keep pace. Comprehensive leave programs, including caregiving leave, enable employees to take time for caregiving responsibilities, as well as focus on their careers and wellbeing.
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