We’re all getting older. Unfortunately, that statement is so true, and the implication for employers is significant.

In 1995, 33.6 million Americans were over the age of 65 and by 2005 that number will exceed 40 million. The fastest growing population in the U.S. is the “old-old” (those over 85). As our population ages, there is a greater need for personal care. In 1994, 25% of our elderly population required some form of daily assistance.

So who is providing this assistance? Nursing homes? In fact, only about 20% of our elderly are in nursing homes. The rest rely upon family members and the vast majority of these care givers are women. What is more amazing is that 64% of these women also hold either full or part-time jobs. And, if that wasn’t enough, nearly a majority of them also care for children under the age of 18.

What is the implication of this on the workplace? What “condition” are these caregivers in when they come to work every day? As employers, what can you do to assist them?

The impact on employers is significant. With employees faced with the dual demands of family and work, there will be increased tardiness and absenteeism. Employees will be working less hours and sick leave benefits will be used at a greater rate. A recent the Wall Street Journal survey reports that employees feel entitled to take this time off. Beyond the issue of attendance, we can expect to see a rise in early resignations, and retirements and a decline in worker productivity.

So what can employers do to address this issue? What assistance can they provide?

Employees are faced with difficult choices. How can they balance work with the need to provide care for their families? This issue creates tremendous stress that does not go away when employees arrive at work.

Employers can do much to ease the pressure and in some cases, can even provide some solutions. Elder care referral services is a tremendous, inexpensive benefit. Local community service organizations are more than willing to work with employers and their employees to help them during this period. Unfortunately, according to a recent Society for Human Resource Management (SHRM) survey, only 14% of employers are utilizing such a benefit.

Employee Assistance Programs (EAP) are another tool to help employees. EAPs can both assist in finding eldercare services as well as helping employees deal with the stresses and psychological impact of this enormous burden.

Employers must also look at their leave policies. The Family and Medical Leave and Massachusetts’ Small Necessities Leave provide legally mandated relief for workers. However, these leaves are unpaid and employers may be able to restructure their benefit plans to begin providing paid leave.

Finally, employers are going to be forced to provide workers with greater flexibility in their work schedules to accommodate those who are care givers or they will run the risk of losing them. This means adjustments to current policies and procedures, as well as training and educating managers to deal with employees faced with this issue.

The reality of an aging population is here. Employers must work closely with their employees to find solutions to this societal problem.

Rick Dacri is an organizational development consultant, coach and featured speaker at regional and national conferences. Since 1995 his firm, Dacri & Associates (http://www.dacri.com) has focused on improving the performance of individuals and organizations. Rick publishes a monthly newsletter, the Dacri Report (http://www.dacri.com/enewsletter.htm) with the intent to provide clients and friends critical information on issues that impact them, their organization and their employees. Rick can be reached at 1-800-892-9828, or [email protected].

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