Caregiving: Employer-sponsored benefits for

Statistic # 2244

According to the 2008 National Study of Employers, 75 percent of employers say that they provide paid or unpaid time off for employees to provide elder care without jeopardizing their jobs. Another 31 percent provide employees with information about elder care services or Elder Care Resource and Referral and 23 percent offer Dependent Care Assistance Programs for elder care. (Table 11).

Galinsky, E., Bond, J. T., & Sakai, K. (2008). 2008 national study of employers. New York, NY: Families and Work Institute. Retrieved from http://familiesandwork.org/site/research/reports/2008nse.pdf

The 2008 National Study of Employers (NSE) sample includes 1,100 employers with 50 or more employees--77 percent are for profit employers and 23 percent are nonprofit organizations; 40 percent operate at only one location, while 60 percent have operations at more than one location. Interviews were conducted on behalf of Families and Work Institute by Harris Interactive, Inc. This is the third NSE; previous studies were conducted in 1998 and 2005.

Caregiving: Employer-sponsored benefits for

Statistic # 823

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), 1% of HR professionals strongly disagreed with the statement "eldercare and related employee issues are likely to cost our organization more money over the next five years;" 7% of HR professionals disagreed, 22% of HR professionals were neutral, 62% of HR professionals agreed, and 9% HR professionals strongly agreed. (Table 4, p.7)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 815

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 17% of HR professionals reported their organization provided "literature or education on eldercare issues," 75% of HR professionals reported their organization did not offer the benefit, and 8% of HR professionals reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 814

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 21% of HR professionals reported their organization offered "eldercare referral service," 75% of HR professionals reported their organization did not offer the benefit, and 4% of HR professionals reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)





Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 812

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 40% of HR professionals reported their organization allowed "employees to work part time for eldercare reasons," 59% of HR professionals reported their organization did not offer the benefit, and 1% of HR professionals reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 811

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 45% of HR professionals reported their organization offered "flextime for eldercare reasons," 54% HR professionals reported their organization did not offer the benefit, and 1% of HR professionals reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 810

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 54% of HR professionals reported their organization offered "paid sick leave for eldercare issues," 46% of respondents reported their organization did not offer the benefit, and 1% of respondents reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 809

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 29% of HR professionals reported their organization offered "paid family leave for eldercare reasons," 71% of HR professionals reported their organization did not offer the benefit, and 1% of HR professionals reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 808

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 35% of HR professionals reported their organization allowed "compressed work schedules for eldercare reasons," while 65% of HR professionals reported their organization did not offer the benefit. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 807

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), 1% of HR professionals strongly disagreed with the statement "providing eldercare resources and benefits to employees is too costly to be feasible for my company;" 22% of HR professionals disagreed, 37% of HR professionals were neutral, 30% of HR professionals agreed, and 9% of HR professionals strongly agreed. (Table 4, p.7)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 1083

The National Study of Employers, which surveyed workplaces with 50 or more employees, found that 77% of employers allow some employees to take time off for important personal and family needs without loss of pay in comparison to 60% of employers that allow all or most employees to take time off for important personal and family needs without loss of pay. (Table 3, p.6)


Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse

“Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.”

Caregiving: Employer-sponsored benefits for

Statistic # 1091

The National Study of Employers, which surveyed workplaces with 50 or more employees, found that in 2005, 20% of companies assisted in obtaining public benefits for potentially eligible employees-such as tax credits, child care subsidies, food stamps, housing subsidies, and transportation subsidies. (Table 18, p. 25)

Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/eproducts/2005nse.pdf

“Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.”

Caregiving: Employer-sponsored benefits for

Statistic # 2243

According to the 2008 National Study of Employers, 11% of employers with 100 or more employees offered fewer than 12 weeks as the maximum job-guaranteed leave for employees to care for seriously ill family members, while 76% offered 12 weeks, and 13% offered more than 12 weeks. The average was 13.4%. These rates are not significantly different from those reported in 1998. (Table 6, p. 18)

Galinsky, E., Bond, J. T., & Sakai, K. (2008). 2008 national study of employers. New York, NY: Families and Work Institute. Retrieved from http://familiesandwork.org/site/research/reports/2008nse.pdf

The 2008 National Study of Employers (NSE) sample includes 1,100 employers with 50 or more employees--77 percent are for profit employers and 23 percent are nonprofit organizations; 40 percent operate at only one location, while 60 percent have operations at more than one location. Interviews were conducted on behalf of Families and Work Institute by Harris Interactive, Inc. This is the third NSE; previous studies were conducted in 1998 and 2005.

Caregiving: Employer-sponsored benefits for

Statistic # 2057

According to a 2006 MetLife report on caregiving costs, the total estimated cost to employers for all full-time, employed caregivers is $33.6 billion; the average cost per employee is $2,110. For full-time employees with intense caregiving responsibilities, the total estimated cost to employers is $17.1 billion; the average cost per employee is $2,441. (p. 4)




MetLife Mature Market Institute, & National Alliance for Caregiving. (2006). The MetLife caregiving cost study: Productivity losses to U.S. businesses. Westport, CT: MetLife. Retrieved from http://www.caregiving.org/data/Caregiver%20Cost%20Study.pdf

This study estimates the productivity losses to U.S. business of employees who must make workplace accommodations as a result of caregiving responsibilities. These include costs associated with replacing employees, absenteeism, crisis in care, workday interruptions, supervisory time, unpaid leave, and reducing hours from full-time to part-time.

Caregiving: Employer-sponsored benefits for

Statistic # 1661

Among employers participating in a 2007 national study, 30.5% reported that most/all of their full-time employees have the option of taking extended leave for caregiving. (p.16)

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Caregiving: Employer-sponsored benefits for

Statistic # 1651

In a 2007 national study, 22.4% of the employers reported that they allow employees who are grandparents to access at least some employee benefits for the care that they provide to their grandchildren. (p. 13)

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Caregiving: Employer-sponsored benefits for

Statistic # 1647

Benefits related to caregiving responsibilities of employees that were offered by 20% or less of the organizations responding to a 2007 national survey include: pre-tax dependent care spending accounts (20.3%), long-term care insurance plan for employees' parents (15.3%), reimbursement for dependent care when employee travels (12.8%), allowances/subsidies/vouchers for dependent care expenses (11.5%), and respite care (11.1%).

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Caregiving: Employer-sponsored benefits for

Statistic # 1518

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), approximately two thirds of employers indicated that they offer EAP for caregrivers (69%) and dependent care flexible spending accounts (64%) for working caregivers.  In contrast, less than one third of employers offered employee leave sharing (13%), legal services for elder care (13%), or long-term care insurance covering older relatives (16%) for working caregivers.




Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 1124

The National Study of Employers, which surveyed workplaces with 100 or more employees, found that in 2005, 13% of employers provided fewer than 12 weeks of maximum job-guaranteed leave for employees to take care for seriously ill family members, 68% of employers provided 12 weeks of maximum job-guaranteed leave for employees to take care for seriously ill family members, 19% of employers provided more than 12 weeks of maximum job-guaranteed leave for employees to take care for seriously ill family members. (Table 6, p. 11)

Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse

“Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.”

Caregiving: Employer-sponsored benefits for

Statistic # 1109

The National Study of Employers, which surveyed workplaces with 50 or more employees, found that “79 percent of employers say that they provide paid or unpaid time off for employees to provide elder care without jeopardizing their jobs…29 percent provide employees with information about elder care services. Only 6 percent provide direct financial support for local elder care programs.” (Table 11, p. 17)


Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse

“Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.”

Caregiving: Employer-sponsored benefits for

Statistic # 805

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), 1% of HR professionals strongly disagreed with the statement "providing eldercare resources and benefits to employees helps recruit and retain employees;" 12% of HR professionals disagreed, 40% of HR professionals were neutral, 42% of HR professionals agreed, and 5% of HR professionals strongly agreed. (Table 4, p.7)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 796

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), 74% of HR professionals reported their organization allows employees to use eldercare benefits to care for a parent. 57% of HR professionals reported their organization allows employees to use eldercare benefits to care for the parents of a legal spouse. 41% of HR professionals reported their organization allows employees to use eldercare benefits to care for stepparents. 40% of HR professionals reported their organization allows employees to use eldercare benefits to care for grandparents. 29% of HR professionals reported their organization allows employees to use eldercare benefits for anyone in the employee's household/residence. 21% of HR professionals reported their organization allows employees to use eldercare benefits for any blood relative. 19% of HR professionals reported their organization allows employees to use eldercare benefits for the "parents of domestic partner (opposite sex)." 18% of HR professionals reported their organization allows employees to use eldercare benefits for the "parents of domestic partner (same sex)." 10% of HR professionals reported their organization does not allow employees to use eldercare benefits. 4% of HR professionals reported their organization allows employees to use their eldercare benefits for anyone. 6% of HR professionals reported their organization allows employees to use their eldercare benefits for other reasons. (Table 2, p.4)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 782

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 69% of respondents reported their employer offered an "employee assistance program for counseling and support of caregivers," 29% reported their employer did not offer the benefit, and 2% reported their employer planned to offer the benefit in the next 12 months. (Table 1, p.3)




Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 781

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 72% of HR professionals reported their organization offered "leave without pay options for eldercare reasons," while 28% of respondents reported their organization did not offer the benefit. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 780

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 76% of HR professionals reported their organization offered "unpaid family leave for eldercare issues," while 24% of respondents reported their organization did not offer the benefit. (Table 1, p.3)


Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 779

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 88% of HR professionals reported that their organization offered "FMLA leave for eldercare reasons," 11% of respondents stated their organization did not offer the benefit, and 1% of respondents reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 778

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 90% of HR professionals reported that their organization offered "paid bereavement leave," while 10% of respondents reported their employer did not offer the benefit. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 773

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), “almost three-quarters of HR professionals (74%) allow employees to use eldercare benefits to care for a parent, and over half to care for the parent of a legal spouse.” (p.5)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 772

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), “when asked whether their organization’s paid time off policy specifically includes eldercare, 14% of HR professionals reported their organization does not have a paid time off policy. Of the respondents with a paid time off policy, 77% said their paid time off policy does not specifically include eldercare, and 23% said their policy does include eldercare. It may be that for those who responded that their organization’s policy does not specifically include eldercare, the policy does not specifically exclude eldercare either." (Chart 4, p.2)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 771

According to the 2003 Eldercare survey conducted by Society for Human Resource Management (SHRM), “only 6% of HR professionals reported their organization has a specific policy or policies addressing eldercare issues. This number is even smaller than the 25% who offer eldercare benefits�"the discrepancy implies that many eldercare policies, even where offered, are informal.” (Chart 2, p.1)



Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 770

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), “only one-quarter (25%) of HR professionals reported their organization offers eldercare benefits (i.e., benefits designed to allow employees to take care of their parents or other relatives).” (Chart 1, p.1)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 783

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 66% of HR professionals reported their organization offered "paid funeral leave for eldercare reasons," while 34% of respondents reported their organization did not offer the benefit. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 784

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 64% of HR professionals reported their organization offered "dependent care flexible spending accounts," 33% of respondents reported their organization did not offer the benefit, and 3% of respondents reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)




Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 795

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), 100% of HR professionals reported their organization did not offer "subsidized eldercare." (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 794

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), 100% of HR professionals reported their organization did not offer "eldercare on-site." (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 792

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), 7% of HR professionals reported their organization offered "caregiver support groups," 91% of HR professionals reported their organization did not offer the benefit, and 1% of HR professionals reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)


Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 791

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), 10% of HR professionals reported their organization offered "job sharing for eldercare reasons," while 90% of HR professionals reported their organization did not offer the benefit. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 789

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 12% of HR professionals reported their organization offered "periodic information events about eldercare issues," 82% of HR professionals reported their organization did not offer the benefit, and 6% of HR professionals reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 788

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 13% of HR professionals reported their organization offered "legal services for eldercare issues," 85% of HR professionals reported their organization did not offer the benefit, and 1% of HR professionals reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)




Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 787

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 13% of HR professionals reported their organization offered "employee leave sharing (employees donate leave time that can be used by others facing eldercare issues)," 85% of HR professionals reported their organization did not offer the benefit, and 1% of HR professionals reported their employer planned to offer the benefit in the next 12 months. (Table 1, p.3)




Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 786

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 13% of HR professionals reported their organization offered "brown bag lunches on eldercare issues," 13% of HR professionals reported their organization did not offer the benefit, and 4% of HR professionals reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)




Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Caregiving: Employer-sponsored benefits for

Statistic # 785

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 16% of HR professionals reported their organization offered "long-term care insurance covering older relatives," 80% of HR professionals reported their organization did not offer the benefit, and 4% of HR professionals reported their organization planned to offer the benefit in the next 12 months. (Table 1, p.3)








Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size..."

Caregiving: Employer-sponsored benefits for

Statistic # 347

"... employer-provided elder care assistance programs increase the average retirement age of men by eight months, while the same programs increase the average retirement age of women by only one month." (p.15)





Mulvey, J., Nyce, S., Clark, L, R., & Mitchell, S, O. (Eds.). (2004).Strategies to retain older workers in reinventing the retirement paradigm. Pension Research Council: The Wharton School, University of Pennsylvania. Retrieved 09/27/07 from http://rider.wharton.upenn.edu/~prc/PRC/WP/WP2004-13.pdf


"In this chapter we begin we begin by outlining the economic and demographic realities facing employers and spell out how these change the "retirement promise." To understand the process, we qualify the effect of several factors on older workers' retirement patterns, including early retirement incentives in DB plans, retiree medical coverage, and various work/life benefits including phased retirement and eldercare program."