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What is the Impact of Parental Care on your Relocating Employees?

February 22, 2012 by Susan Maylone

The world has changed; the “Baby Boomers” have put their retirement goals on hold in an effort to recoup from financial losses, they may have experienced during the recent economical crisis. Employers may be benefiting by the longevity; utilizing this seasoned workforce in key positions even if it requires a move to a new location. However, relocating the “Boomer” may create some unforeseen obstacles for both the employee and the employer.

1.     The Caregiver Dilemma

Making a move to a new area, regardless of age and experience, can be a daunting task for the transferee and their family. Selling, buying, moving and adjusting to the new community can be both an exciting and stressful event. However, what if in addition to their own relocation, they are also responsible for the care of an elderly parent?

As caregiver, they face the dilemma of taking their parent with them to the new location or leaving them behind. The employee must face the costs associated with the sale of a parent’s home, movement of their personal belongings, finding appropriate housing or a senior community and much more. In addition, the time factor involved may create undue stress for the transferee who is also trying to manage the challenges of his immediate family’s relocation.

2.     The Employer’s Dilemma

The cost to relocate the employee has been substantial; the employer is anxious to get the transferee in place and settled in the new location with as few “hick-ups” as possible. The employee may be requesting exceptions to policy to help cover the costs of moving their elderly parent thus creating additional financial strains to the relocation budget. The company needs this employee in the new location… however at what price?

3.     No Easy Answers

There are solutions - however each with a steep price tag attached. Does a company cover the cost of relocating a parent, who does not currently live with the employee, however due to health issues, depends on their daily assistance? Should the corporate relocation policy be re-written to include situations such as this, understanding that the likelihood of recurrence due to the aging workforce may come about more frequently? At what cost is a company willing to bear? As an employee, do they pass up a career opportunity or risk their current position by declining the relocation? Do they accept the move under the premise that all parental moving costs will fall solely on them? 

There are many scenarios that could be visited here. The purpose of this blog is to provide awareness to a topic that is destined to become more prevalent each year. According to the US Census Bureau, between 2010 and 2050 the United States is projected to experience a rapid growth in its older population. In 2050 the number of Americans aged 65 and older is projected to be 88.5 million due to the aging of the “Baby Boomer” generation and their parents are getting older every day…