As the workforce ages and caregiving responsibilities increase, long-term care (LTC) is becoming a critical issue for employers and plan sponsors. Yet, many organizations still overlook LTC in their benefits strategy. Raising awareness and offering support for long-term care planning can help employees prepare for the future—and protect their financial wellness today.
According to the Administration for Community Living, 70% of Americans turning 65 will need some form of long-term care during their lifetime. Despite this, only a small percentage of employees are actively planning for these costs, and even fewer own long-term care insurance.1
For plan sponsors, this presents both a challenge and an opportunity:
Challenge: Employees may face unexpected caregiving responsibilities or LTC expenses that disrupt their financial plans and productivity.
Opportunity: Sponsors can offer education, resources, and benefits that empower employees to plan ahead and reduce stress.
One of the biggest barriers to LTC planning is misinformation or lack of information. Plan sponsors can help bridge this gap by:
Including LTC topics in financial wellness programs
Hosting seminars or webinars on caregiving and LTC insurance
Providing access to planning tools like savings calculators and cost estimators
Encouraging early conversations about care preferences and legal planning
Approximately 20% of employees are also caregivers for aging family members. This dual role can lead to burnout, absenteeism, and financial strain.2 Plan sponsors can support these employees by:
Offering flexible work arrangements
Providing access to elder care resources
Including LTC insurance options in voluntary benefits
Partnering with local senior service organizations for referrals and support
Integrating LTC into Benefits Strategy
Long-term care insurance (LTCI) is a valuable tool that can help employees protect their retirement savings and reduce reliance on family members for care. While only 20–30% of employers currently offer LTC, interest is growing—especially in hybrid policies that combine life insurance with LTC benefits.3
Plan sponsors can:
Evaluate group LTCI offerings or voluntary plans
Educate employees on the pros and cons of different coverage options
Highlight tax advantages and portability features
Encourage early enrollment to lock in lower premiums
Long-term care awareness is more than a compliance issue—it’s a strategic imperative. By integrating LTC education and benefits into your plan offerings, you can enhance employee well-being, protect retirement outcomes, reduce workplace stress, and demonstrate leadership in holistic financial wellness.
We not only have advisors to help you with your financial planning but benefits professionals who can assist with any long-term care questions you and your family may have.
1 https://acl.gov/ltc/basic-needs/how-much-care-will-you-need
2 https://homethrive.com/blog/beyond-roi-the-true-impact-of-caregiving-benefits/