Be an Innovator: Address the Need for Long-Term Care Planning

School districts play a vital role in supporting their employees' well-being, both personally and professionally. Among the benefits that can be invaluable to staff is long-term care (LTC) insurance—a safeguard that covers the expenses of extended personal care services needed due to chronic illnesses, disabilities, or age-related needs. Offering LTC insurance to employees can be a game-changer, especially considering the caregiving responsibilities that many employees currently face.

Why Long-Term Care Planning is Important for School Districts

School districts rely on dedicated and resilient employees. Yet, long-term care planning remains a largely overlooked benefit within many school systems, even though it’s crucial for several reasons:

1. Health insurance and Medicare do not provide benefits for long-term care. Medicaid only covers long-term care after someone has depleted most of their assets. Long-term care insurance can help reduce financial stress on family members.
2. The average cost of long-term care in Texas1 is $5,339 per month for a home health aide and $4,915 per month for assisted living.   
3. There are currently more than 53 million family caregivers nationwide, and that includes employees in your district who are filling those roles. They are beginning to understand the issues with not taking responsibility to plan for their long-term care and they do not want to leave that burden to their families. 
4. Long-term care isn’t just an age issue, it’s a situation issue. That means it’s not just for seniors. Without LTC insurance, employees who require long-term care often turn to their families to provide the care. This leaves family members with steep out-of-pocket expenses and a life-changing impact on their careers and earning potential. Supporting LTC coverage can provide staff with a financial safety net that reduces financial and emotional stress for families.
5. LTC can enhance employee retention and morale. Offering LTC insurance as a benefit demonstrates a district’s commitment to the long-term well-being of its employees. It strengthens morale, encourages loyalty, and helps districts retain seasoned staff with innovative and forward-thinking benefits.

What is Long-Term Care?

Long-term care refers to a range of services and support designed to help people who are unable to perform everyday activities on their own due to chronic illness, disability, or aging-related conditions. Unlike traditional medical care, which focuses on diagnosing and treating illnesses, long-term care provides assistance with daily tasks that allow individuals to maintain a level of independence and quality of life.

• Types of Services: LTC includes a variety of personal care services that help people with activities of daily living (ADLs), such as bathing, dressing, eating, using the bathroom, and mobility assistance. It can also include "instrumental" tasks like housekeeping, managing medications, preparing meals, and transportation.
• Where it’s Provided: Long-term care can be provided in multiple settings. This includes in-home care (by family members or paid caregivers), community programs (like adult day care), assisted living facilities, and nursing homes for more intensive, round-the-clock care.
• Who Needs Long-Term Care? Most people who need long-term care are older adults, but young people with disabilities, chronic conditions, or injuries may also require it. With aging, many people experience physical and cognitive decline, leading to a greater likelihood of needing LTC support.
• Duration of Care: The need for long-term care can range from short-term support (such as after an injury) to long-term or even lifelong care for those with chronic, progressive conditions.

The Reality: Low Rates of Long-Term Care Planning Among Employees

Despite its importance, only a small fraction of Americans have long-term care insurance. According to a recent survey, less than 10% of U.S. adults hold any form of long-term care insurance. This number is likely even lower within school districts, where budgets for benefits are often limited, and LTC insurance remains an unfamiliar option to many. This gap leaves many employees—and their families—financially unprepared for the future.

Addressing Caregiver Needs: The Untold Story of Educator Burnout

Approximately 25% of adults in the United States provide unpaid caregiving for loved ones, and many of these caregivers are school district employees juggling work and family care demands. They could be spending 20+ hours per week in their role as a caregiver for a loved one. For those who work in education, this challenge is compounded by the demands of high-stress jobs.

Did you know that there is a benefit that can help employees manage the everyday stress that comes with being a caregiver? This benefit can reduce burnout and give employees some immediate relief and a plan to manage their caregiving responsibilities. Without a solid plan and resources, that can create a ripple effect, impacting not only the individual but also their family, their finances, and their workplace performance.

By offering caregiver resources along with a long-term care insurance benefit, districts acknowledge these needs and provide a pathway for employees to secure a current benefit for themselves (caregiver benefit) and a financial safety net for family members who may pay an emotional and financial price as future caregivers for them. The emotional support and sense of security of knowing they have caregiver resources for current challenges and the protection of a long-term care benefit can make a world of difference. 

Addressing this gap is a forward-thinking benefits strategy that can help level the playing field, providing employees with the support and resources they need for long-term security. By making LTC insurance available alongside a caregiver benefit, districts empower staff to be proactive about their well-being and protect their financial futures.

Be the Hero. Offer a Long-Term Care Benefit.

School districts have a unique opportunity to stand out as leaders in employee wellness by offering long-term care insurance. Investing in long-term care insurance doesn’t just protect employees—it’s a step toward creating a supportive, sustainable work environment where all staff feel valued and prepared for the future. 

By embracing long-term care planning, school districts can ensure that their employees, who work tirelessly to shape the future of countless young people, are well prepared.

Read more about this unique benefit for district employees. For information on adding a long-term care or caregiving option to your benefits package, contact the TASB Benefits Cooperative team today.

1. Genworth Cost of Care Survey, 2023