Blog Posts

Employers are looking for more than product recommendations. They want perspective. They want to understand how supplemental long-term care fits into their overall benefits strategy, whether employees are likely to value it, and how implementation might affect future enrollment decisions.

HR professionals know that employee participation depends heavily on communication and understanding. For the first time, employers have a workforce that is already familiar with the concept of long-term care.

Many employees spend years preparing for retirement. They contribute to 401(k) plans, build emergency savings, and carefully plan future income. Yet one of the largest potential expenses in retirement often receives surprisingly little attention: long-term care. Unlike many financial risks, long-term care costs are difficult to predict.

For years, long-term care planning suffered from an awareness problem. Most people understood that aging could eventually require assistance, but few considered the financial implications until a parent, spouse, or close friend experienced the need firsthand. WA Cares has changed that dynamic.

Long-term care isn’t just a future issue. It’s already affecting your workforce. 1 in 5 employees is currently a caregiver. Caregiving = higher stress, absenteeism, productivity loss.