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Unpaid Caregiver Characteristics Associated With Retirement From the Labor Force: A Matched Case-Control Study Using
Derek R Manis1, Wenshan Li2, Reiko Okamoto2
1Edson College of Nursing and Health Innovation, Arizona State University, Phoenix, AZ, USA; Bruyère Health Research Institute, Ottawa, Ontario, Canada.
Objective:
To examine the caregiving factors, sociodemographic characteristics, and self-reported health of caregivers who retired from the labor force to provide full-time, unpaid care to their care recipient.
Design:
Matched case-control study.
Setting And Participants:
Caregiver respondents from the Canadian Longitudinal Study on Aging baseline (2011-2015), follow-up 1 (2015-2018), and follow-up 2 (2018-2021) cycles. Caregiver respondents who indicated that they retired from the labor force to provide full-time care were matched 1:1 without replacement to caregiver respondents who did not retire to provide full-time care on birth year (±1 year), sex assigned at birth, and region of Canada.
Methods:
Caregiving-related variables (eg, type of care and intensity, care recipient's sex, relationship to the caregiver, co-residence status), sociodemographic variables (eg, income, immigration, race, sexual orientation, marital status), and self-reported health were examined. Conditional logistic regression was used to model adjusted associations with being a caregiver who retired from the labor force to provide full-time care.
Results:
There were 336 caregivers who retired to provide full-time care and were matched to 336 caregivers who did not retire to provide full-time care (mean age 70 years, 73% female; N = 672). Factors related to caregiving burden and type were strongly associated with retirement from the labor force to provide full-time care, whereas caregivers' self-reported physical and mental health and household income were not associated with the decision to retire.
Conclusions And Implications:
Caregivers' decisions to retire from the labor force were mostly driven by their care recipients' care needs. These findings may suggest the need for flexible workplace policies that accommodate varied caregiving responsibilities to support caregivers. Increasing access to congregate residential and respite care may be another strategy that could reduce caregiver burden and retirement from the labor force.
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