Blog Posts

For decades, employee benefits have largely fallen into one of two categories: benefits sponsored by employers or programs administered by government. WA Cares introduces a different way of thinking. Rather than replacing private insurance or expecting employers to solve the long-term care challenge alone, Washington has established a public foundation that can be enhanced through private solutions.

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.

Five Questions Every HR Director Should Ask About WA Cares Supplemental Benefits Every emerging benefit creates questions. That's healthy. Before considering any new voluntary benefit, HR leaders should evaluate how it fits within their broader employee benefits philosophy and workforce needs. Here are five questions worth asking. 1. Does this solve a real employee need? Long-term care planning affects nearly every employee eventually—either personally or as a caregiver. The

Employee benefits have always evolved alongside workforce needs. Retirement plans became commonplace as life expectancy increased. Wellness programs emerged as employers recognized the value of prevention. Financial wellness initiatives expanded as organizations looked beyond traditional compensation to support employees' long-term security. Long-term care is following a similar path.

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.