One in five adults now provide uncompensated care to loved ones with health problems, and the report provides a comprehensive compilation of insights and research that underscores how the caregivers face a series of financial and professional challenges. On average, the caregivers’ uncompensated expenses – things like housing, healthcare, and transportation – add up to more than $7,000 a year, pushing almost half of them to say they’ve suffered financially. Many feel they have no choice but to withdraw money from savings accounts or retirement nest eggs, take on debt, pay bills late or scale back on their retirement contributions.
The impact also extends into the workplace. Caregiving typically requires 24 hours a week, and about 60% of caregivers have jobs outside the home. As a result, 61% of those caregivers reported at least one work-related consequence, such as arriving late, leaving early, taking time off or retiring sooner than planned.
“Although the emotional and physical toll on family caregivers is well recognized, the financial impact of these roles has received less attention,” said Surya Kolluri, Head of the TIAA Institute. “The impact on lifetime earnings, savings, Social Security benefits and retirement readiness can be severe. Especially today, as people are living longer, caregivers should plan for these costs at various life stages.”
The report comes as the need for caregivers will likely skyrocket. Each day, about 10,000 Baby Boomers turn 65, and they’re living longer than ever. Life expectancy has risen by 17 years since the Social Security program debuted in 1935. The new report also reveals that caregivers have lower levels of financial assets and higher levels of debt compared to those who don’t care for loved ones. One in four caregivers has less than $1,000 in savings and investments, for example. For non-caregivers, the number was closer to one in seven.
The financial burdens of caregiving are often steeper for both women and millennials. Women already have 30% less income than men during retirement, and a disproportionate number of caregivers (60%) are women. In addition, about 25% of the caregivers are in their twenties or thirties. Becoming a caregiver at a young age is especially difficult, because it’s a time when people often have smaller salaries and should be taking the biggest strides in their careers. Many people that age are also raising children, making them part of the so-called “sandwich” generation, which creates even more emotional and financial burdens.
“As younger generations increasingly take on caregiving roles, they face different financial pressures and trade-offs,” said Mary Naylor, PhD, Director of Penn Nursing’s NewCourtland Center for Transitions and Health. “The financial choices made at younger ages have ripples for years to come, as families weigh the relative importance of present spending, saving for large expenses and saving for retirement.”
The new report outlines several ways financial advisors and employers can support caregivers as they cope with their emotions, their finances, and their careers. Financial advisors, for instance, should take a more holistic view of the way they help clients. It’s no longer about simply building a nest egg for retirement. It’s about working with a family to prepare for the emotional, physical, and financial burden of a longer life span, the risks and caregiving issues that could occur at any point and the short- and long-term tradeoffs that come with different decisions.
Financial advisors should also form relationships with social workers, human resource managers or other professionals to make connections when helpful. And they can take professional development courses to meet the new challenges. AgeLab at MIT, for instance, has created a “Preparing for Longevity Advisory Network” of financial advisors and other retirement planners to develop new ideas and ways of thinking about longevity planning, including caregiving, aging in place, work and technology.
There are also several ways employers can support working caregivers, such as:
Help employees navigate challenging caregiving situations by sharing tools like the Caregiving Intensity Index. It’s a two-minute self-assessment that measures how caregiving is affecting someone’s well-being and how they’re coping with potential stressors, including money or family disagreements. It’s already being used by several employers, as well as state governments in New York and Massachusetts. Add benefits, such as flextime, paid family leave, geriatric care management services and emergency backup care. Offer services that help people understand how to avoid running out of income during retirement. Encourage them to make sure their financial plans include the possibility of time off and extra expenses related to caregiving. Create employee networks or caregiver resource groups so employees learn from each other about how to create a better work-life balance. For employees, the report recommends meeting with financial advisors to better understand life expectancy and how to plan accordingly. “Health and wealth are increasingly two sides of the same coin,” Kolluri said. “The traditional role of a financial advisor needs to shift from retirement planning to a more holistic model that includes considerations such as longevity, health, family, finances, caregiving and, indeed, financial caregiving.”
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The new full report can be found on the Institute website.
About the TIAA Institute
The TIAA Institute, the research arm of TIAA, helps advance the ways individuals and institutions plan for financial security and organizational effectiveness. The institute conducts in-depth research, provides access to a network of thought leaders, and enables those it serves to anticipate trends, plan future strategies and maximize opportunities for success. For more information about the TIAA Institute, visit www.tiaainstitute.org.
About TIAA
TIAA is a leading provider of secure retirements and outcome-focused investment solutions to millions of people and thousands of institutions. It is the #1 not-for-profit retirement market provider[1], paid more than $5.6 billion in lifetime income to retired clients in 2022 and has $1.3 trillion in assets under management (as of 6/30/2023)[2].
About the NewCourtland Center at the University of Pennsylvania School of Nursing
The mission of the NewCourtland Center at the University of Pennsylvania School of Nursing is to influence, via rigorous evidence, practices and policies designed to enhance transitions in health and healthcare, improve health and quality of life outcomes and promote wiser use of resources for the growing population of chronically ill adults in the United States and globally. Specifically, the NewCourtland Center generates, disseminates and translates multidisciplinary research related to nursing’s influence on major health transitions for this vulnerable population and their family caregivers. Simultaneously, the Center prepares the next generation of scholars from nursing and other disciplines to pursue this significant agenda by providing leadership in advancing knowledge essential to solve society’s most complex health and social issues. For more information, visit www.nursing.upenn.edu/ncth/
About the University of Pennsylvania School of Nursing
The University of Pennsylvania School of Nursing is one of the world’s leading schools of nursing. For the eighth year in a row, it is ranked the #1 nursing school in the world by QS University. For the third year in a row, our Bachelor of Science in Nursing (BSN) program is ranked # 1 in the 2024 U.S. News & World Report’s Best Colleges rankings. Penn Nursing is also consistently ranked highly in the U.S. News & World Report annual list of best graduate schools and is ranked as one of the top schools of nursing in funding from the National Institutes of Health. Penn Nursing prepares nurse scientists and nurse leaders to meet the health needs of a global society through innovation in research, education, and practice. Follow Penn Nursing on: Facebook, Twitter, LinkedIn, & Instagram.
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