Caregiver-conscious Benefits: An Interview with the Hazelden Betty Ford Foundation

An organization’s overall wellness program reaches not only their employees. It reaches an employee’s loved ones, including their spouses and their dependents. This is why it is essential to think about everyone that may be interacting with the program in order to maximize its impact. For some employees who have family members that may be utilizing various aspects of a wellness program including mental health benefits, they may be tasked with providing additional emotional support to their family members.

With 73% of employees reportedly taking on unpaid caregiving roles in addition to their full-time work, caregiver support is often overlooked when evaluating mental health resources and Employee Assistance Plans (EAPs). AssuredPartners sat down with our partners at Hazelden Betty Ford Foundation to discuss the role of caregiving on mental health, substance use, and how employers can do more to support the caregivers in their organization.

AP: Before we get started, tell us a little about the work that Hazelden Betty Ford Foundation does in the community?

HBF: Hazelden Betty Ford is a mission-driven, community-oriented behavioral healthcare organization supporting individuals, families, and communities struggling with addiction and mental health. With a legacy dating back to 1949, Hazelden Betty Ford provides addiction treatment and mental health care, supported by innovative recovery support services and resources, and most importantly, leading with empathy to overcome the stigma associated with addiction and mental health treatment.

AP: What impact does caregiving have on employers and employees?

HBF: With over 100 million adults in the United States serving in a caregiving role, there is bound to be a business impact. Caregiving adults spend an average of twenty-six hours per week devoted to caregiver duties; for your average full-time employee, these responsibilities often overlap into their professional life. For employers, this can mean a loss in productivity and increased employee absenteeism; however, the implications for employees are even more significant, often delaying or halting professional development, education, and opportunities for advancement due to work performance, increased absenteeism, and overall workload.

AP: How is the mental wellbeing of caregiving employees impacted by these additional responsibilities?

HBF: Employees can be thrust into caregiving or support roles with very little warning and even less training in common caregiver situations, such as caring for an aging parent or special needs children. These added responsibilities can be overwhelming, leading to increased substance use, intense feelings of anger, fear, guilt, desperation, sadness, and even resentment. An estimated 20% of caregivers suffer from depression – nearly twice the rate of the general population.

AP: How can employers support caregiving employees?

HBF: Caregiving employees are dealing with a lot, but they are not powerless. As an employer, you can further empower them to know they are equipped with the support and resources they need to make choices that are conscious of their emotional health and well-being. With employers looking to attract and retain top talent, there are a few things to consider as you look to support your caregiving employees:

• Evaluate your mental health and substance use benefits annually to ensure they are easily accessible for enrolled employees. This includes ensuring accessibility for all languages and providing in-person and virtual options.
• Provide education to your employees throughout the year on their mental health and substance use benefits, including how to access benefits and costs associated.
• Freshen up your paid time off (PTO) and leave policies to ensure they are not only compliant with state and federal laws, but also competitive in your industry.
• Promote the utilization of Employee Assistance Programs (EAP) and provide assistance and education to help access EAP benefits.
• Implement Employee Resource Groups (ERGs) to provide a support network for caregiving employees across your organization.
• Provide an online library with helpful information and supportive resources on mental health, substance use and caregiving-related topics, such as addiction, caring for children with special needs, depression, etc.
• Adopt a wellness-focused workplace culture, including such benefits as:

• Paid mental health days
• Recovery ready workplace support groups
• Meditation or stretching areas in the office
• Healthy-eating or weight loss challenges
• Exercise opportunities in-office, such as yoga classes or walking groups
• Access to gym memberships or similar benefits

In the bigger picture, caregiving is one of the most selfless acts an individual can do and ensuring their health and mental wellbeing remains a priority will ensure their loved ones continue to receive the support they need to get healthy. It is important for employers to support their employees while they’re going through this difficult season of life.

AP: In closing, what message do you have for the caregivers out there who are reading?

HBF: Remember that reaching out for help isn’t easy, and the path to healing isn’t always clear. Respite care relief, positive feedback from others, positive self-talk, and maintaining social and recreational activities are helpful ways to maintain a positive mindset and promote wellbeing. Caregiver support organizations and classes provide effective problem-solving and coping strategies that may be helpful as you navigate your caregiving role and responsibilities. For your health and the health of those around you, be sure to take some time to care for yourself.

If your organization is looking to provide additional support to your employee population who may be in a caregiving role, or for more information on Hazelden Betty Ford Foundation, reach out to your AssuredPartners team.