Older workers have become an increasingly large part of the labor force. Consider the following:
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In 2023, 19% of people 65 years old and over were employed, according to the Pew Research Center. That’s up from about 12% in the early 2000s.
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In 2022, workers 65 and over accounted for 6.6% of the labor force, an increase from 5% a decade earlier, according to the U.S. Bureau of Labor Statistics (BLS). The BLS projects that figure to rise to 8.5% by 2032.
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The labor force is projected to grow by 96.5% over the next decade among individuals 75 and older, the fastest-growing segment, according to the BLS.
These changing labor force demographics have prompted employers to consider age-inclusive strategies that retain and attract experienced employees while allowing them flexibility and time with their families, particularly their grandchildren. One example is grandparents leave, commonly called grandternity leave.
Grandternity leave allows employees to celebrate the birth of their grandchild and spend time with the newborn without having to take unpaid leave. The leave can also be used for caregiving if the child's parents are unwell. Some organizations allow it to be used for significant milestones, such as graduations, sporting events, plays, and birthday parties.
While relatively new, this benefit is gaining popularity among employers. For example, companies like Booking.com offer 10 days of paid grandparent leave to eligible employees. Other organizations, such as Cisco and Fannie Mae, provide three days and one day of grandparent leave, respectively.
As grandternity leave gains traction, it is worth considering whether your organization will implement this benefit. There are several advantages to offering the benefit, including the following:
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Demonstrating recognition and appreciation of mature workers, which boosts morale and fosters a strong employer brand.
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Leading to a high retention rate for grandparents and women, who often assume the majority of caregiving responsibilities.
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Enhancing talent attraction by providing leave and other benefits targeted at mature workers, which are necessary to remain competitive.
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Bringing new and creative ideas from diverse generations with a range of skills.
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Reducing stress and burnout by helping grandparents manage the combination of work and caregiving responsibilities.
A great way to determine if grandternity leave would be beneficial for your organization is to survey your workforce. Employers Council can work with Consulting and Enterprise members to customize a survey, and we have sample leave policies available to develop a grandternity leave policy. We also offer a variety of trainings to help you create exceptional workplaces for your multigenerational employees. If you need assistance or have any questions, please email our Member Experience Team.
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