Nearly 1 in 5 Americans provide unpaid care to an ill, elderly or special-needs adult. The care ranges from emotional support and help with household tasks to health care planning, decision-making abilities and medical caregiving for family members.

It's not surprising that caregiving responsibilities can take a physical, emotional and mental toll on many employees. Consider that in many cases:

• 23% of caregivers say caregiving has made their health worse.
• 79% say caregiving responsibilities led to financial, social, mental or professional setbacks.
• More than 4 in 10 report reducing their work hours or shifting to part-time work to manage their caregiving duties.

For employers, understanding the challenges their employee caregivers face and offering tailored benefits and support can play a significant role in employee health, satisfaction and retention.

Sixty-two percent of employee caregivers cite the emotional stress of handling both job and caregiving responsibilities as their biggest challenge. Today's employers have a range of support options available to help create a caregiver-friendly culture and stand out in a competitive labor market. Here are seven strategies employers can implement to support their caregiver workforce.

1. Foster inclusivity.

The cornerstone of a caregiver-friendly culture is recognizing the burden and bringing it out in the open, so employees feel comfortable seeking support. Employees are often reluctant to talk about their caregiving responsibilities at work due to fears they will appear less committed to their job or miss out on promotions. Training for leaders and managers can help destigmatize caregiving and identify situations when employees need support.

2. Compile a list of caregiver resources.

Create a list of community caregiving services and support that employees can easily access as they need it. Examples of resources include adult care programs, transportation services, respite care options and caregiver support groups. Along with a list, consider hosting information sessions with local eldercare experts and support providers.

3. Create caregiver-focused ERGs.

One of the best ways to recognize caregiving pressures is to sponsor an Employee Resource Group (ERG) for employees who are caregivers for loved ones. These types of employee-led groups facilitate connections, support and information-sharing.

4. Enable flexibility.

Employees rank flexible scheduling options at the top of the list of the most helpful caregiving benefits employers can provide. Even when remote or hybrid work isn't possible, caregivers value the ability to take time off during the day for caregiving tasks and appointments by tapping into a Paid Time Off (PTO) bank or making up the time later.

5. Offer leave options for caregivers.

Caregivers may need extended time away from work to provide or arrange care. The Family Medical Leave Act (FMLA) provides unpaid, job-protected leave for approved reasons, including caring for a family member. FMLA does not, however, cover workers at companies with fewer than 50 employees. Adding caregiver leave – paid or unpaid – can significantly enhance an employer's benefits offerings.

6. Provide a care concierge.

Managing the logistical and administrative burdens of care is time-consuming and stressful. Offering a care concierge benefit gives employees an expert resource that does more than provide information. Care coordinators help people navigate the health care system, explore caregiving options, vet specialists, schedule appointments and handle paperwork.

7. Highlight benefits that support caregivers.

A lack of awareness of available benefits is often the biggest barrier for employees who need caregiving support. Create communications that educate employee caregivers about the support available through health insurance plans – both theirs and their loved ones.' Highlight relevant benefits, such as care management programs, social workers, mental and behavioral health resources, Employee Assistance Programs (EAP) and wellness programs.

As the population ages, creating a caregiver-friendly culture will remain in the spotlight. By 2060, there will be 95 million Americans age 65 and older – and more employees taking on caregiver roles. As a result, caregiver support offered through the workplace will become even more valuable for employees and employers alike.

With options like nurse care managers, social workers and resources for caregivers, learn more about how Point32Health companies Harvard Pilgrim Health Care and Tufts Health Plan can help deliver benefits to support employees balancing work while caring for an aging loved one.