Although certain career paths ebb and flow as far as demand goes, the need to provide care and assistance to seniors tends to be a stronghold. And with the U.S. population of older adults expected to nearly double in the next 40 years, there’s a solid chance that strong, skilled caregivers will be more in-demand than ever before in the coming years.
Trouble is, caregiving — which requires considerable time, effort and skill — is one of the more underrepresented and underpaid jobs in the country. And the job is getting increasingly complex. According to a 2020 report from the National Alliance for Caregiving (NAC), caregivers for older folks are doing more jobs than they were in 2015, including helping with medical and nursing tasks and often for longer periods of time.
That said, while receiving adequate pay is top priority, employment benefits — from paid time off to sick leave to health insurance — are also crucial for caregivers. Here, experts help outline what the employment benefits you should go to bat for with a potential employer.
How to bring up benefits with a potential employer
For Amy Cameron O’Rourke, senior care manager and author of “The Fragile Years,” jumping into a contract negotiation and simply saying you need benefits — as opposed to why you deserve those benefits — is a surefire way to get a solid “no” from employers.
“I like to demonstrate that I have longevity in the [caregiving field],” she notes. For example, O’Rourke will explain that she has a decade’s worth of experience caring for senior folks, paired with two to three solid reference letters. (One of the primary things she always spotlights in a reference letter that she says employers often look for: stellar attendance.)
But what if you’re brand-new or relatively new to caregiving? List off your best qualities. “What special traits do you have that the employer would feel motivated to give those benefits to you?” This might include special trainings and certifications (we’ll talk about that below!), in addition to previous jobs that have related duties (say, you used to work at a daycare). You’ll want to list off those qualities in a résumé — asking to see examples of fellow caregiver resumes (or just poking around online) can help to build yours.
Another pro tip from O’Rourke? Do your research. “Show [a potential employer] what the competition is doing,” she explains, noting that it’s plausible you could head to another employer who might give you these types of benefits no questions asked.
1. Clearly-defined job expectations
While this isn’t necessarily an employment benefit per say, having set job expectations, hours and pay is the first step toward tacking on other types of employment perks, says Stuart Schoenfeld, an attorney specializing in elder care.
The quickest, and most concrete way of doing this, he says? Get everything in writing. For example, notes Schoenfeld, will you be expected to cook, shop or drive and accompany an elderly person to and from their medical appointments?
He explains that having a firm comprehension of what the job entails can help prevent disputes from occurring later on (which mostly stem from miscommunication, in his experience). “Most eldercare attorneys have experience reviewing these types of [documents],” he says, noting that it also might be worthwhile to have an employment attorney take a peek, too.
But what if you’re caring for a family member? Although Schoenfeld says that a signed agreement might not be entirely practical, there still needs to be a thorough discussion (and understanding) of what duties you’ll perform as the caregiver.
A few other questions Schoenfeld recommends taking into consideration:
- Will you have backup if you call in sick?
- Are there any special certifications you’ll need to acquire, like CPR, to keep the person you’re caring for safe?
- On the compensation side, will you be paid hourly or on salary?
- What will your tax withholdings look like?
For O’Rourke, set, guaranteed hours are a must when negotiating a contract. Often, when a client changes their mind on hours, the caregiver loses out, she explains.
Of course, every situation and agreement will be different, says Schoenfeld. The key point to keep in mind? Communication, communication, communication.
2. Paid time off
Time away from caregiving — that doesn’t require a pay cut — is one of the most sought-after job-related benefits, according to O’Rourke. And that goes for paid child care, too.
“If I don’t get paid, I can’t pay my bills and I live paycheck to paycheck,” she explains, noting that she, and most other caregivers, tend to be parents who need money for multiple people to live on. “When my child is out of school, I have to choose between taking care of my child or going to work.”
Integrating sick leave into your contract is an absolute must.
— AMY CAMERON O’ROURKE, AUTHOR OF “THE FRAGILE YEARS”
As for sick leave, there’s a strong possibility that your state requires that employers offer it (California, Arizona, New York, and Vermont all require it, for example). But if you don’t live in one of those states, O’Rourke says that integrating sick leave into your contract is an absolute must.
“Most caregivers are single mothers,” she notes, adding that, if a child gets sick (or the caregiver themselves is sick), there’s often a huge push to continue working (to ensure income isn’t reduced). That can do serious harm, she explains. “If I take a day off without pay, the budget has to be cut elsewhere, from food to gas to medicine to rent. Two-week vacations are routine in most jobs, why isn’t that the norm for [caregiving]?”
3. Reimbursement for your phone and travel
Joe Pecora Jr., the vice president of the Home Health Workers of America, a union representing 32,000 health care aides, says that most members use their own personal cell phones to keep in contact with their employers and patients. “They’ll even clock in their hours on the phone, view their work schedules or receive training,” he explains.
In these situations, Pecora says, ensuring that any time spent working on that device is compensated for is important to bring up with employers, as cell phones are a vital tool to keep you connected to your job.
Same goes for travel, he explains, as it’s not uncommon for you to have to drive particularly far to see your clients.
4. Health insurance and wellness initiatives
According to the NAC report, most caregivers of older adults are older themselves (aged 50 on average). Roughly 20% are over the age of 65, which can often be the same age (or only a few years younger) than the folks they’re caring for.
Throw in the fact that caregiving can be a physically demanding job (23% of caregivers report that the job has made their health worse, as the NAC report states), it’s no wonder that prospective caregivers for Homewatch Caregivers, LLC, tend to seek out a comprehensive health plan, says Kelley Reese, the company’s quality support manager.
“We’ve seen that the most desired benefits are medical insurance, dental and vision insurance and wellness incentives.”
— KELLEY REESE, HOMEWATCH CAREGIVERS, LLC
In order to attract and retain caregivers, it is important that employers offer a variety of benefits, she explains. “We’ve seen that the most desired benefits are medical insurance, dental and vision insurance and wellness incentives,” says Reese.
Of course, negotiating what types of “wellness” benefits beyond the standard dental, vision and general health insurance might depend on the nature of the work you’ll do. For instance, will your position require a significant amount of walking? Money for a solid pair of walking shoes might be negotiable. Will you potentially be exposed to infected folks in hospitals or nursing home settings? Regular COVID-19 screenings might be something to discuss with an employer.
5. Savings for retirement
Setting up a concrete retirement plan is standard for any U.S.-based job. Reese notes that, behind health insurance, retirement planning is a top requirement for prospective caregivers. See what IRS retirement plans might be most beneficial for you here.
6. Special trainings and certifications
For Saili Gosula, executive director for Changing Lives for the Better in San Francisco, having highly skilled caregivers on staff is a non-negotiable. She notes that understanding how to transfer a senior person to and from locations (say, a vehicle or a bathroom), helping them with personal care, and even helping to redirect anger and frustration is key to performing the job, which makes continued education in the field crucial.
And while it always helps to have certain certifications and training under your belt related to caregiving prior to applying, it’s worthwhile asking an employer if they’d be willing to sponsor your education (after all, it’s only bound to enhance your care — and help their loved one).
The Relias Academy, which offers certifications for dementia care and Parkinson’s, each starting at $15, might be worth pitching to an employer if the senior person has either disease. O’Rourke says that any type of memory impairment or dementia training is a top priority. She notes that caregivers could cause a patient’s difficult behavior to escalate from lack of awareness.
For basic care, general health certifications might suffice, like CPR, first aid, Automated External Defibrillator (AED). Check out what other types of training and certifications you might want to look into as a caregiver here.
Ultimately, going to bat for yourself — and for benefits like these — can have you feeling empowered. The last thing you want to do is to not be vocal right off the bat, says O’Rourke. She notes that you’ll be glad you let potential employers know upfront what your salary and benefits requirements are.
