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The Aging Workforce and Your Benefits Strategy
Watch Time: 2 Mins Reading Time: 3 Mins Presented by Hollowtree Updated April 27, 2026
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Insurance Specialists
Ready to review these numbers for your organization?
By 2030, one in five American workers will be 55 or older. That's not a demographic footnote. That's your management layer, your senior individual contributors, your institutional knowledge.
And it's the cohort most likely to be managing a caregiving situation at home while also thinking seriously about their own long-term care needs.
Here's what that means for your benefits strategy.
Younger workers are increasingly evaluating the full benefits package when making employment decisions -- not just salary and health insurance. Supplemental benefits like long-term care access, disability coverage, and financial planning tools are moving from nice to have to expected among high-earners changing jobs.
At the same time, your 55-plus employees face a decision point. Individual long-term care insurance is expensive, medically underwritten, and difficult to qualify for without an employer plan. Without access through work, many of your senior employees will simply go without coverage -- until a health event makes it too late.
Group long-term care access changes both of those dynamics. It gives your younger employees a benefit that signals long-term thinking. It gives your senior employees coverage access they cannot get on their own at a comparable price. And it does both without requiring a significant per-employee investment.
The employers building these benefits into their stack today are not large enterprises with unlimited HR budgets. They are mid-market organizations that understand talent retention is a financial strategy, not just an HR function.
At Hollowtree, we design group LTC programs that work for organizations of 50 to 5,000 employees.
Book a 15-minute briefing with our team. Let's talk about what this looks like for yours.
About the Presenter
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Hollowtree
Insurance Specialists