The exploding need for Elder Care benefits.

The facts are sobering. According to the National Institutes of Health, the impact on families of caring for aging, sick or disabled others is fast becoming public health issue.

What does this mean for your current and future workforce? According to:

1. HR Daily Advisor, family caregiving is the next major issue for employers.

2. The Rosalynn Carter Institute for Caregivers, one in five employees is juggling their job and caring for family members who are either aging, sick or disabled.

3. Pew Research, three in four of those one in five already are or expect to be caring for an aging family member at some point.

What does this mean for employers? Offering or preparing to offer Elder Care benefits can be a valuable strategy to offset this growing trend and to be able to reduce absenteeism as well as retain and recruit the best employees.

What does this mean for benefits communicators? If you’re not already helping employers communicate these valuable benefits here are some tips to get you started.

As you create your overarching strategy, be sensitive to the cultural diversity of your workforce. Recognize that caregiving and elder care may be viewed differently in various cultural contexts.

As you develop your messages, be aware that the “benefits” of the benefit will vary by the needs of your audience’s demographics. For example:

? Caregiver needs: Employees who are actively involved in caregiving for aging parents or relatives are the primary candidates for elder care benefits. Elder care benefits can provide much-needed support.

? Aging workforce needs: Employees who are themselves aging may be dealing with their own health concerns or the health needs of their spouses.

? Financial needs: Employees who are struggling with the financial burden of elder care, such as paying for nursing homes or in-home care, may find elder care benefits particularly valuable.

? Work-life balance needs: Employees who prioritize work-life balance and value employers that support their personal needs may be more interested in companies offering elder care benefits.

? Geographic considerations: Employees in regions with a higher proportion of elderly individuals or limited access to affordable elder care services may place a higher value on these benefits.

As you promote and educate:

? Personalize messaging: Tailor your communication to address the specific needs and concerns of different employee groups.

? Offer educational workshops and webinars: Host workshops or webinars that provide in-depth information about elder care benefits. Invite experts to address common questions and concerns.

? Leverage Employee Assistance Programs (EAPs): If you have an Employee Assistance Program, ensure that it includes information and support related to elder care. Promote these services alongside your elder care benefits.

? Capitalize on Benefit Fairs and Open Enrollment events: Use benefit fairs or open enrollment events as opportunities to showcase elder care benefits alongside other benefits. Provide printed materials and have representatives available to answer questions.

? Continuously communicate: Elder care benefits should be an ongoing part of your benefits package promotion. Regularly update and refresh your communication materials to keep employees informed.

Organizations invest millions to provide benefits to make the lives of their employees and their loved ones better. Smith helps make those benefits accessible and understandable. Employee communication is what we do.