Caregiving is the benefit Valley employers need to focus on

OPINION - At 27 years old, I never imagined that I would spend so many days in the hospital.

But when my grandma had a series of emergency room visits this year, I stepped into a role I thought was decades away: caregiving. As the oldest grandchild, I was experiencing all of the emotions of seeing a loved one in pain and trying to be there to support my family. As a fundraiser working in health care, I quickly became their greatest asset for navigating complex insurance systems and identifying resources for her recovery.

The workday suddenly incorporated attending medical appointments and learning to find my voice in bedside advocacy, as well as coordinating a rotating schedule of family members and paid caregivers to ensure someone was always by her side.

Through this journey, I realized how fortunate I am to work for an organization that understands the realities of caregiving. 

When my family needed help, my colleagues in the resource navigation department connected us with a home care agency covered by my grandma’s insurance. Our leadership team not only understands but respects and appreciates the value of family caregivers. They are flexible when I need to drive my grandma to an appointment or work from her house for the day — without guilt or hesitation. My boss jokes that my grandma is an honorary AllThrive 365 team member with how many meetings she listens to behind my laptop at the breakfast table!

All of this support made me wonder: how do caregivers without an understanding workplace cope?

According to the Caregiving in the U.S. 2025 report, more than 1 million adults in Arizona are caring for a loved one with a complex medical condition or disability. That’s up from 850,000 just two years ago. The caregiving crisis is here, and coming from firsthand experience, employers must prepare and adapt to a different kind of workforce.

Research shows caregiver-friendly policies aren’t just compassionate, they’re smart business practice. In fact, organizations that invest in caregiver support see higher retention, improved productivity, and stronger employee engagement. AARP estimates that replacing a caregiver who quits can cost six to nine months of their salary, and even when caregivers stay, companies without caregiver support systems in place lose $2,700 per employee annually in absenteeism and decreased productivity.

Caregiving isn’t a personal problem, it’s a workforce reality. Employers who recognize that will be the ones who thrive.

Here are proven strategies employers can adopt:

• Flexible work arrangements: Allowing employees to adjust their schedules or work remotely builds trust and helps caregivers manage their dual roles.
• Paid caregiver leave: Separate from vacation or sick time, this acknowledges the unique demands of caregiving and reduces burnout.
• Caregiver stipends or FSAs: Financial support for family caregivers supporting aging loved ones or people with disabilities can ease the burden and improve morale.
• Mental health and peer support: Counseling services and caregiver resource groups help employees manage the emotional toll of caregiving.
• Training for managers: Equipping supervisors to support caregiving employees fosters a culture of empathy and inclusion.

Rosalynn Carter once said, “There are only four kinds of people in the world: those who have been caregivers, those who are currently caregivers, those who will be caregivers, and those who will need a caregiver.”

Arizona businesses must take this to heart. State 48 is set to see the number of older adult residents aged 65+ rise by 41% by 2030, and employers can no longer afford to ignore the implications this will have on a sustainable workforce.

I couldn't anticipate when my grandma would need me, but I am so grateful for the gift of time spent with her this year, and the humanness displayed by my family coming together to navigate this caregiving journey.

Thanks to a workplace that saw me as a whole person, I was able to show up for them fully. Arizona employers have the opportunity and responsibility to make that possible for thousands more. Imagine the impact if every caregiver in Arizona felt that same support.

Tatumn Zale is the assistant director of development at AllThrive 365, where she oversees strategizing and executing the annual fund strategy, including corporate partnerships and major gifts