As we honor National Caregiver Month this November, it’s time to recognize that caregiving is no longer a peripheral issue—it’s a central force shaping workforce dynamics, employee well-being, and organizational resilience. For over 35 years, the Boston College Center for Work & Family (BCCWF) has driven progress on critical work-life issues related to caregiving, emphasizing the importance of flexible work, paid leave for parents and caregivers of all types, and promoting men as equal caregivers. From our recent conversations with work-life practitioners and thought leaders, it is clear that employers are looking for ways to better understand the care demographics of their workforces and the invisible loads they carry, and respond with supports that make a difference.

The Caregiving Reality: Universal, Invisible, and Intensifying

“Working while caregiving” is a nearly universal experience. Whether supporting aging parents, children with disabilities, spouses with chronic illness, or navigating end-of-life care, employees are managing complex responsibilities alongside their professional roles. Yet many do not self-identify as caregivers, and only 56% report that their supervisor is aware of their caregiving status (AARP 2015).

World Mental Health Day is recognized every October to promote mental health education and advocacy worldwide. This year’s theme, “Mental Health in Emergencies and Catastrophes,” could not be timelier. Over the past decade, studies have shown that experiencing a traumatic event is a major risk factor for the onset of mental health challenges and substance-use conditions. Data show just how high this risk factor is today.

Since October 2023, KGA has experienced a 33% increase in requests for organizational support following a crisis. Within this same time, we have seen a 77% increase in requests for support following a workplace crisis (e.g., violence or accidents in the workplace) and a 300% increase in requests for support following a national or international crisis. These data demonstrate both an increase in frequency of these crises, as well as an increased need for support among employees

Menopause is a natural transition that affects nearly all women. The more we learn about this life change, the more we understand how much it impacts people’s personal and professional lives. Based on recent research, companies must understand menopause better to improve the health of their employees and the bottom line.

What exactly is menopause?

Menopause is defined as 12 months after a woman's last menstrual cycle. While the starting point is known, the length of this hormonal transition — and the severity of symptoms — varies from person to person.

Financial wellness has an immense impact on an individual’s health, life, and work. Because of this, employees are looking to their employer for help managing their financial stressors.

Employers are uniquely positioned to provide support in the form of benefits, education, and other resources to their workforce. As a plan sponsor, you have the ability to offer a suite of resources that meet your employees wherever they are in their financial wellness journey and help prepare them to confidently take their next steps toward better financial wellness today, tomorrow, and long into the future.

Artificial intelligence (AI) is no longer a futuristic concept; it’s a reality. It's becoming a practical tool for HR teams when strategizing compliance and compensation. For professionals navigating pay transparency laws, shifting employee expectations and tight labor markets, AI offers both opportunities and questions.

• How can AI support more equitable, strategic compensation decisions?
• How do we ensure that automation complements, rather than replaces, human insight?

This post explores how AI is changing compensation practices, with a focus on actionable use cases, ethical considerations and tools that balance innovation with accountability.

In the world of Leave of Absence (LOA) administration, each employer must decide whether to insource or outsource their LOA case management process. There are pros and cons for both strategies and even when outsourcing, there will be oversight. This article attempts to explore the factors an employer may consider when deciding on their LOA administration strategy.  

Insourcing LOA administration refers to managing these requests internally within your own organization. Typically, insourced or in-house LOA administration utilizes the employer’s own employees as part of an LOA group or team (i.e., case managers) and LOA case management software. This approach allows organizations to maintain direct control over the administration process, ensuring that policies are consistently applied and aligned with company culture. Alternatively, the outsourcing of LOA administration is exactly what it sounds like – it typically involves hiring a third-party administrator (TPA) or insurer to manage LOA administration on behalf of the organization. This option can take advantage of the TPA/insurer’s scalability, expertise, streamlined processes, and potentially reduce administrative burdens.