Starting a practical conversation about caregiving at work

What we found in the research

An AARP and S&P Global research summary published November 1, 2024 (opens in a new tab) examines how employed caregivers and human resources professionals describe workplace support.

“Benefits are not available to all and can still fall short”

— AARP Research and S&P Global

The underlying surveys included 1,200 employed caregivers in 2023 and 505 HR professionals in 2024, all at large US companies. They describe reported experiences and policies, not every workplace. The findings cannot determine what a particular employee is entitled to receive.

What stands out is the distance that can remain between a benefit on paper and an arrangement that works during an ordinary week.

Why this matters to us

Caregiving does not always fit neatly into a predictable absence. A person may need a recurring late start, a private place to make a call or clarity about whom to contact when a family arrangement changes.

At genus, we think a useful conversation begins by making the practical need understandable. That does not require sharing every detail of a relative’s health.

There is also a family side to the discussion. When one person’s work commitments are treated as flexible by default, a care arrangement can depend on time that has never actually been agreed.

Prepare one specific request

Our suggestion is to write down the recurring difficulty before the workplace conversation.

Describe when it happens, how it affects the workday and one possible arrangement. For example, someone might ask whether a regular appointment could be accommodated through an agreed schedule adjustment.

Then ask which policies or benefits apply and who can explain the process. A manager may need help from HR; a policy may have requirements the employee has not yet seen.

If an arrangement is possible, clarify its scope, how changes will be communicated and when it will be reviewed. Keep the conversation focused on what can realistically be agreed.

Separately, talk with the family about which responsibilities other people can accept. Avoid promising the employer uninterrupted availability while privately assuming another relative will step in.

No single script can resolve every workplace situation. The purpose of preparation is to make the next conversation clearer, including where an answer or specialist guidance is still needed.

The genus connection

Today, the genusConnect Care App (opens in a new tab) supports enabled conversations, events and tasks for invited community members. Features and access depend on the organization’s configuration.

Within the care circle, an agreed schedule and accepted tasks can help relatives understand when someone is available. The employer’s processes remain separate. Our mission connection is helping families coordinate support around the actual lives of the people providing it.

One question to take away

What is the specific work arrangement you need to discuss, and what family assumption needs checking alongside it?