Caregiving Is Affecting My Job

Ask Your Employer Before You Make a Big Work Decision

Start with your supervisor, HR, or whoever handles leave and benefits.

Say:

“I’m providing care for a family member with a serious health condition. I need to understand what leave, schedule changes, or other options may be available before I make any decisions about my job.”

Ask about:

• paid sick or family leave
• unpaid job-protected leave
• vacation or PTO
• intermittent leave
• a reduced or adjusted schedule
• remote work, if the job allows it
• employee assistance or caregiving benefits

Don’t assume your supervisor knows every benefit. Ask who handles leave.

Outside of leave laws and your employer’s own policies, an employer generally doesn’t have to change your schedule for caregiving. Many will if you ask.

Ask About FMLA

The federal Family and Medical Leave Act can give eligible workers up to 12 weeks a year of unpaid, job-protected leave to care for a spouse, child, or parent with a serious health condition. Some other relationships can qualify when one person has acted in the role of a parent to the other. Parents-in-law aren’t covered.

Generally, you’re eligible if you work for a covered employer, have worked there for at least 12 months and 1,250 hours in the previous 12 months, and meet the worksite requirements that apply to your employer.

When medically necessary, FMLA can often be taken in separate blocks of time or on a reduced schedule.

Ask:

“Am I eligible for FMLA leave for caregiving, and can any of it be taken intermittently?”

Your employer may require medical certification.

Check State and Employer Benefits Too

Some states have their own family or medical leave programs, and some cover more relatives than FMLA does. An employer may also offer more than the law requires.

Don’t rely on what a coworker received or what a previous job offered. Ask what applies to you, in this job, now.

Before You Resign or Cut Your Hours

Find out what you’d lose.

Ask what would happen to:

• health insurance
• retirement contributions
• paid leave
• seniority
• disability or life insurance
• your ability to return to your position

Ask whether changing your hours could affect your eligibility for employer benefits before you make the change.

If you’re thinking about leaving work because no one else can provide care, also ask the care team what help could take some of it off you.

See I Need Help Caring for Someone → if the care is becoming more than one person can safely manage.

Can I Get Paid to Be the Caregiver?

Sometimes. There’s no single program that pays family caregivers.

It depends on things like:

• the person’s insurance and benefits
• Medicaid eligibility and the programs where they live
• VA benefits
• the person’s care needs
• your relationship to the person
• whether the program lets the person choose a family caregiver

Don’t quit a job because someone told you Medicaid or another program will pay you later. First confirm eligibility, the amount, the start date, and who actually issues the payment.

If the Person Has Medicaid

Ask the state Medicaid program or the person’s Medicaid plan whether there’s a self-directed or consumer-directed home care program that lets a family member be paid.

Say:

“They need help at home, and I’m providing much of the care now. Is there a program that lets them choose and pay a family caregiver?”

Having Medicaid doesn’t automatically mean paid family caregiving is available.

If the Person Is a Veteran

Ask the VA whether the Veteran may qualify for a program that supports caregivers or gives more control over home and community-based care. Call the VA Caregiver Support Line at 1-855-260-3274.

Some VA programs have specific eligibility and caregiver requirements. Being the Veteran’s spouse, child, or caregiver doesn’t automatically mean you can be paid.

For other VA caregiver and benefits questions, see I Need Help With VA Benefits, Claims, or Family Coverage →

If the Person Can Pay You Privately

A family may decide to pay a relative for caregiving.

If significant money or ongoing care is involved, don’t rely on a handshake. Put it in writing:

• what care you’ll provide
• how often
• how much you’ll be paid
• how expenses will be handled

Before moving money or setting a rate, get legal or tax advice. Paying a family caregiver may affect taxes, benefits, Medicaid eligibility, or family finances. See I Need Legal Help →

If Your Job Is Already at Risk

Don’t wait for another absence.

Ask HR:

“I’m concerned my caregiving absences may affect my job. What leave or protection am I using now, what’s left, and what do I need to do to protect my position?”

Keep copies of leave requests, certifications, approvals, schedules, and important emails.

If you believe your employer is denying a right you have under federal leave law, contact the U.S. Department of Labor’s Wage and Hour Division at 1-866-487-9243.

Before You Rely on the Plan

Know:

• whether your leave is approved
• whether it’s paid or unpaid
• how much time you have
• whether your job and health insurance are protected
• what you must do when you miss work
• whether a paid-caregiver program has actually approved the person and you
• when any caregiver payment will begin