CARE HOME HEALTH
SICK LEAVE ADOPTION
Y LIVING DAY DAIL
ARE MEDICATION C
VE VACATION LEA
ELDER CARE SICK
“I was on a plane to Florida the next day,” says Sloane, a
recruiter for global consultant Deloitte in Hoboken, N. J.
The fall marked the start of her mother’s physical and
mental decline. Over the next nine years, Sloane made
countless trips to help with her mother’s increasingly frequent health emergencies, often with little advance notice.
“One thing my parents never envisioned when they
moved to Florida is that they were actually going to age,”
she joked. “They thought it would all be poolside fun.”
Of course, parents get old—and they often rely on fam-
ily members for help when their health deteriorates. And
children, spouses and other family members get sick, as
well, all of which can take a toll on the well-being of care-
givers and their ability to do their jobs successfully, if at all.
Concern for employees in these types of situations is what
led Deloitte—along with a small but growing number of
other companies—to ofer paid leave to family caregivers.
Sloane, one of the frst Deloitte employees to use the
beneft, spent most of her caregiver leave in Florida taking
her mother to see doctors, coordinating around-the-clock
care and stepping in when aides needed a break.
Making allowances for caregivers is likely to become
more important for HR leaders who want to lure talented
workers. AARP projects that 40 million U.S. adults currently provide critical support to family members with a
chronic, disabling or otherwise serious health condition.
And that number is likely to rise as the population ages.
According to the U.S. Census Bureau, by the year 2030, 1
in 5 individuals will be ages 65 and older.
At the same time, members of the Millennial generation
are starting families of their own. Over 1 million women
in this age bracket are having babies each year, according
to Pew. And since Millennials are generally opting to have
children later in life than did previous generations, many
may fnd themselves stretched thin as they look after the
needs of both older parents and young kids.
There are also legal risks for employers who neglect to
recognize the plight of caregivers or who treat
caregiver employees diferently from other
employees. A growing number of workers
are winning lawsuits claiming that their
bosses have discriminated against them
based on their family responsibilities.
The details of some of these cases are
troubling. For example:
A female employee was told it was
“too bad” she got pregnant after
the promotion that had been
promised her was given to a
After applying for a position,
a father was told that the
job had been “specifcally
designed for single males