Care benefits specialists, how can companies support employees with child and elder care benefits?

Question

In the modern workplace, supporting employees with family responsibilities is not just compassionate, it's strategic. This article taps into the wisdom of industry experts to explore actionable child and elder care benefits that companies can implement. Discover how flexible scheduling, financial support mechanisms, and innovative work options can revolutionize the way businesses assist their workforce.

Vikrant Bhalodia · Answer

At our company, supporting employees with child and elder care isn't just about offering benefits, it's about making real-life responsibilities easier to manage. One approach that has worked well is flexible scheduling. Employees aren't forced into rigid work hours. Instead, they can shift their schedules to handle daycare drop-offs, doctor appointments, or emergencies without feeling like they're falling behind at work.
We also introduced a monthly care stipend. Instead of limiting benefits to a specific provider, employees get a set amount they can use for childcare, elder care, or even occasional backup care. This gives them the freedom to choose what suits their family's needs.
Another thing that made a real difference is partnering with local caregiving services. Finding reliable care can be stressful, so having a trusted resource for recommendations and support has been a huge help.
The key is to listen. Instead of assuming what employees need, we asked them directly, made adjustments, and refined our approach over time. When people feel supported at home, they're more focused and engaged at work. It's a win for everyone.

Louis Bernardi · Answer

Balancing work with family responsibilities is a growing challenge for employees, especially those caring for children or aging parents. Employers that recognize these demands and offer meaningful support can improve employee well-being, increase retention, and enhance productivity. Two practical and cost-effective solutions employers can implement are:
1. Dependent Care Flexible Spending Accounts (DCFSAs)
A Dependent Care Flexible Spending Account (DCFSA) allows employees to set aside pre-tax dollars—up to $5,000 per year—to pay for qualified child and elder care expenses. This benefit helps employees reduce their taxable income while covering critical services such as daycare, after-school programs, and in-home elder care.
For employers, offering a DCFSA is a low-cost, high-impact way to support working parents and caregivers. By alleviating some of the financial burdens associated with care, employees can stay engaged and focused at work rather than worrying about the cost of care for their loved ones.
2. Access to Elder Law Attorneys and Social Workers
Caring for aging family members involves complex legal and logistical challenges, from understanding Medicaid eligibility to managing long-term care options. Employers can provide valuable assistance by arranging informational sessions with elder law attorneys and social workers who can guide employees through these intricate issues.
An elder law attorney can help employees navigate legal concerns such as estate planning, guardianship, and health care directives, while a social worker can provide resources on home care services, assisted living, and caregiver support programs. These expert-led discussions empower employees to make informed decisions, reducing stress and improving their ability to balance work and caregiving responsibilities.
Providing child and elder care support isn't just an employee perk—it's a strategic investment in workforce stability and satisfaction. Employees who feel supported in their caregiving responsibilities are more likely to stay with their employer, experience less burnout, and maintain high levels of engagement. By implementing DCFSAs and offering expert guidance, companies can foster a culture of care that benefits both employees and the organization.

Mayank Singh · Answer

Employers have several options when considering how they can best support employees with outside needs, such as childcare or elder care. If the work allows, providing employees the opportunity to work a remote or hybrid schedule may be an option. Providing flexible scheduling may be another option, again, as long as it meets the needs of the work. Employers can also look at their time off offerings and see how those options can be further diversified and made more robust. 
Employers should consider having different time off categories and different increment amounts that individuals can take off. This can help employees better categorize the utilization of their time, give employees more flexibility in terms of the incremental amount of time they are able to take off, and also give employers more flexibility in terms of what time off categories are allowed to be carried over and/or paid out. 
There are also some care facilities that will partner with employers and offer discounts. Finally, having a comprehensive Employee Assistance Program (EAP) benefit can also be very helpful in assisting employees find the tools and resources they need to meet their personal obligations, including the care of others.

Julia Yurchak · Answer

The most effective child care support includes on-site or near-site facilities, which allow parents to stay connected with their children throughout the workday. Financial assistance through subsidies or vouchers helps make quality child care affordable—we've seen companies offer annual reimbursements up to $3,000 for employees based on income levels. 
Backup care solutions are also crucial for both child and elder care needs. Leading companies provide 10-20 subsidized emergency care visits annually, ensuring employees have reliable options when regular arrangements fall through. For elder care specifically, connecting employees with professional care coordinators helps them handle complex medical decisions and create sustainable care plans for aging family members. 
Additionally, we find that flexible work arrangements make a significant difference. Remote work options and adaptable schedules let employees balance professional responsibilities with care duties. Dependent Care FSAs also provide tax advantages, allowing employees to set aside up to $5,000 pre-tax for care expenses.

Umeadi Grace chisom · Answer

In my experience, I have found that there is more to supporting employees with child and elder care benefits than just offering a one-size-fits-all solution that fails to effectively meet the needs of every employee. The truth is that a benefit offer can only have meaningful value to employees when it is tailored to their individual needs and circumstances, and this is why a one-size-fits-all approach not only falls short but can also be a waste of the company’s resources. 
This is why when it comes to supporting employees with child and elder care benefits, one method I would suggest to companies, is that they regularly conduct employee surveys and focus groups, this would provide insights into a deeper understanding of the types of child and elder care benefits that would be valuable to its employees, because the truth is that employees have different needs.
This way, companies can be sure to develop a child and elder care benefit that is personalized enough to support its employees and help them better navigate the challenges that come with child and elder care. Plus, this approach also helps companies better attract and retain talents, improve employee well-being, and increase productivity and engagement.

How Can Companies Support Child and Elder Care Benefits?

How Can Companies Support Child and Elder Care Benefits?

Flexible Scheduling Eases Family Responsibilities

Dependent Care FSAs Reduce Financial Burden

Remote Work Options Increase Flexibility

On-Site Facilities Keep Parents Connected

Source Feedback for Tailored Benefits

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