Another growing trend in this space is the introduction of autism-specific riders in critical illness insurance. Some insurers now offer policyholders a lump-sum payout if their child is diagnosed with autism, which can help cover out-of-network therapies, specialized education programs, and other costs not typically covered by traditional health plans.

Typical with supplemental health insurance, there is the added advantage of flexibility on how paid benefits are used. Instead of limiting payouts strictly to medical bills, supplemental health benefit payments can be used for:

• Educational services and sensory tools.
• Home modifications to accommodate a child’s needs.
• Delivery of respite care.

These enhancements provide financial relief for families navigating the complexities of autism care.

2. Enhancing paid family leave policies

Parents of children with autism often need to take time off for therapy appointments, school meetings, and unexpected emergencies. However, standard parental leave policies rarely account for the ongoing demands of long-term caregiving.

Leading employers are addressing this by offering:

• Paid leave for employees caring for dependents with chronic conditions, including autism.
• Flexible work arrangements, such as hybrid schedules or compressed workweeks.

Yet for paid family leave enhancements to have a meaningful impact on an employee’s wellness, they cannot be done in a vacuum. For example, having a solid paid family leave program that also provides back-up and respite care services enables parents to take time for self-care or personal obligations, if needed.

Most standard paid family leave programs provide time off for employees to take care of their loved ones. However, caring for an autistic child or adolescent can often take an emotional toll on the caregiver, which is why back up and respite care services should be integrated into an employer’s paid family leave program. Respite care can enable an employee to recharge and rejuvenate, reducing the risk of caregiver burnout.

Providing paid family leave is not just a perk—it has tangible business benefits. According to an article from New America, businesses, especially smaller businesses with paid family leave policies report a positive impact on employee morale, retention and cost savings.

By supporting caregivers, companies can foster a healthier, more engaged workforce.

3. Offering specialized financial planning services

Navigating the financial aspects of raising a child with autism can be overwhelming. From government benefits to tax-advantaged savings accounts, parents often struggle to maximize available resources.

To bridge this gap, employers are expanding financial wellness programs to include:

• Access to special needs financial advisors who specialize in Achieving a Better Life Experience (ABLE) accounts, special needs trusts, and long-term care planning.
• Debt management and savings programs, such as emergency savings accounts or low-interest loans for autism-related expenses.
• Education on public assistance programs, including Medicaid waivers and Social Security Disability Insurance (SSDI) benefits.

An employee financial wellness survey by PwC (2023) found that 1 in 3 full-time employees say money worries have negatively impacted their productivity at work. By offering financial planning support, employers can help autism caregivers secure long-term stability, reduce debt-related stress, and maximize their benefits.

Related: Caregiving responsibilities pose big threat to employee retention

4. Introducing autism-specific employee assistance programs (EAPs)

Traditional EAPs provide general mental health and financial support. However, many employers are now enhancing their EAPs to specifically support families raising children with autism.

An autism-specific EAP can include:

• Direct access to autism specialists, such as licensed therapists and social workers.
• Counseling services tailored to caregiver stress and emotional wellbeing.
• Referrals to advocacy organizations and autism service providers.
• Legal and financial consultations for special needs planning.

Expanding EAPs to address autism-related challenges ensures employees receive holistic support—both emotionally and financially—so they can remain productive and resilient in the workplace.

A new era of inclusive benefits

As autism diagnoses continue to rise and neurodiversity awareness grows, offering comprehensive, financially protective benefits is fast becoming a necessity for employers.

Companies that partner with group benefits providers to expand non-medical offerings—such as flexible critical illness insurance, enhanced paid family leave, specialized financial planning, and autism-specific EAPs—will be better positioned to support working caregivers. These proactive measures enhance employee wellbeing, improve retention, and foster a culture of genuine inclusion and support.

By evolving their benefits strategies, employers can make a meaningful difference in the lives of employees raising children with autism—while also strengthening their workforce for the future.

Stephanie Shields is Head of Employee Benefits at Equitable. In her role, she oversees Equitable’s growing market presence and innovative offerings in Employee Benefits, overseeing strategy, distribution, product development and partnerships.

Equitable is the brand name of the retirement and protection subsidiaries of Equitable Holdings, Inc., including Equitable Financial Life Insurance Company (Equitable Financial) (NY, NY), Equitable Financial Life Insurance Company of America (Equitable America), an AZ stock company with an administrative office located in Charlotte, NC, and Equitable Distributors, LLC. Equitable Advisors is the brand name of Equitable Advisors, LLC (member FINRA, SIPC) (Equitable Financial Advisors in MI and TN). All group insurance products are issued either by Equitable Financial Life Insurance Company or Equitable Financial Life Insurance Company of America, which have sole responsibility for their insurance and claims-paying obligations. Some products are not available in all states. GE-7873597.1(exp.4/29)