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Debra Whitman’s father was admitted to a hospital in eastern Washington state with severe pain while she was traveling on business. Returning home to Maryland, she quickly discovered the challenges faced by the more than 63 million Americans who provide care for an adult family member, a number cited by AARP.

Fortunately, Whitman, chief public policy officer at AARP, had access to a benefit increasingly offered by employers: paid time off specifically for caregiving. This allowed her to take several days to care for her father and arrange for a motorized lift chair to assist him. “Instead of having to take all my vacation, I could take several days of caregiving depart while I was out there,” Whitman said. “That’s been a huge godsend for a lot of my staff.”

The growing demand for caregiver benefits reflects an aging U.S. Population, according to experts. The average caregiver spends approximately six hours a day providing care, according to Meghan Shea, vice president at New York Life Group Benefit Solutions, which administers leave programs for employers. “The challenge is that leave isn’t unlimited,” Shea said. “The average caregiving role spans about six years. So really, it’s a life change for these employees, and they need to figure out how to balance responsibilities in a new way, and that’s very stressful.”

Currently, the Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid leave per year to care for immediate family members. The law mandates that employers with 50 or more workers maintain health benefits and job protections during this leave, according to the Department of Labor. However, the FMLA doesn’t address the financial hardship of unpaid leave, and doesn’t apply to all workplaces.

More than a dozen states now mandate some form of paid leave for caregiving, whether for a newborn child or a family member with a serious illness. These state laws typically provide a portion of an employee’s regular pay, though the duration and specific benefits vary.

The lack of support can force individuals to leave the workforce. “Many people have to quit their jobs in order to care for somebody, and that not only affects their income but their retirement benefits, and then there’s a loss of productivity for the employer who may have lost a great person,” Whitman said. “Finding ways to support family caregivers is a huge employment issue right now.”

Employers are responding with a variety of benefits beyond leave, including flexible scheduling and resources to help caregivers navigate complex systems. During job interviews, prospective employees can ask specific questions about caregiving benefits, according to Shea. These include inquiries about the amount of leave available, whether it must be taken consecutively, and the details of both federal and state benefits.

Employers are offering between two to six weeks of paid caregiving leave, with some providing as much as 12 weeks, said Meghan Pistritto, a vice president in Prudential Financial’s group insurance division. “Caregiving is a reality for a significant portion of the workforce,” Pistritto said. “The positive news is that employers are stepping up and they’re supporting their teams here. We’re seeing a lot of growth both in the employer-provided as well as in state-mandated paid leave programs that are showing up across the U.S.”

AARP, for example, provides eligible employees with up to two weeks of paid time off annually to care for family members or domestic partners with serious health conditions, or those over 50 needing assistance with daily tasks.

Beyond time off, flexible scheduling and remote work options are valuable, particularly when actively promoted and normalized, Pistritto added. Managers can foster a supportive environment by openly discussing caregiving needs and proactively checking on employee well-being. “Comprehensive paid leave is just the starting point. Genuine caregiver-friendly employers also provide practical resources such as access to counseling, backup care services, and caregiver support groups,” Pistritto said.

Some companies offer “care concierges” to help employees locate healthcare providers, understand benefits, and navigate systems like Medicare. Whitman utilized this AARP benefit to obtain a list of caregivers in her father’s area. “Just having that list was a really important step,” she said. These concierges can also assist with locating durable medical equipment and coordinating home modifications.

Technology is also playing a role. Susan Hammond, who runs a nonprofit while caring for her mother with dementia in Vermont, uses cameras and motion detectors to monitor her mother’s safety when she is working or traveling. The system alerts Hammond to potential issues, such as her mother wandering outside. During a recent health issue while Hammond was away, the monitoring system allowed her to communicate with both her mother and emergency medical technicians.