How Inflation Is Impacting Home Care Pay Rates: Understanding Wage Changes and Cost Effects

Inflation directly increases the cost of goods and services that underpin in-home care, and that upward pressure is translating into both higher care prices and shifting caregiver pay rates in 2026. This article explains how inflationary forces—rising input costs, wage pressure, and administrative overhead—affect home care financing and caregiver wages, and why family caregivers should understand these mechanisms. Readers will learn how inflation drives provider decisions, what to expect from Medicaid and state waiver adjustments, which government programs can help offset costs, and practical steps families can take to manage expenses. The discussion covers projected wage changes for caregivers in 2026, how Medicaid reimbursement timing can lag behind price inflation, and concrete budgeting and application strategies to pursue paid family caregiving. Throughout, the article uses comparisons, EAV-style tables, and step-by-step lists to make complex policy and market interactions actionable for families. By the end, caregivers will have a clearer map of pay sources, trade-offs, and where to seek localized assistance such as the Paid.care information hub.

How Is Inflation Driving Up the Cost of In-Home Care?

Inflation raises in-home care costs by increasing the price of inputs providers use, creating wage pressure in the labor market, and inflating administrative and overhead expenses that are passed through to pay rates. As fuel, supplies, insurance, and benefits become more expensive, agencies and family-payers face higher per-visit and per-hour costs, which in turn create pressure to raise caregiver pay or to shift costs onto consumers. The practical effect is a mix of higher private-pay rates, squeezed agency margins, and calls for Medicaid reimbursement adjustments; understanding these pathways clarifies why wages and out-of-pocket costs move together. Below we map primary cost drivers, mechanisms, and how each one affects caregiver pay to help families anticipate changes and plan accordingly.

The main factors increasing home care costs include input price rises and wage competition, both of which push provider pricing decisions and influence retention. These drivers also create policy pressure for adjustments in public programs, which may respond unevenly across states. Understanding these contributing factors leads into how specific cost items translate into direct effects on caregiver pay and budgeting for care.

Inflation-Adjusted Expenditures and Wages in Home Care Services This study examines expenditures on home- and community-based services from 2008 and 2019 after adjusting for inflation and the number of home care workers. It also considers minimum wage and overtime protections for home care workers. Increasing expenditures on home‐and community‐based services: Do home care workers benefit?, KEM Miller, 2008

What factors contribute to rising home care costs during inflation?

Several concrete cost drivers push home care prices higher: increased prices for transportation and fuel raise travel reimbursements, supply-chain disruptions raise the cost of PPE and medical supplies, and rising insurance and benefits costs increase total employment expense. Providers must allocate additional funds for worker compensation and liability coverage when inflation raises premiums, and those higher operating costs either reduce provider margins or raise client rates. Labor market tightness compounds the effect: when general wages rise, caregivers seek higher pay, forcing employers to adjust or risk turnover. These linked mechanisms show why inflation that begins in consumer goods often propagates into caregiving costs and wages.

• Primary cost drivers during inflation include transportation, supplies, benefits, and insurance.

• Each driver increases either per-shift operating cost or per-hour wage pressure.

• Labor shortages amplify the pass-through from input inflation to caregiver compensation.

These factors set the stage for provider choices about wages and service levels, which we explore next.

Introductory context for the comparison table below clarifies relationships between cost driver entities, inflation factors, and their effects on caregiver pay. The table uses an EAV format to make trade-offs explicit so families and policymakers can scan impacts quickly.

What Are the Projected Caregiver Wage Increases for 2025?

Projected caregiver wage increases in 2025 reflect a mix of market responses: across-the-board raises in some employers, targeted bonuses in others, and regionally driven adjustments where cost-of-living or policy mandates demand higher pay. Employers are balancing short-term retention measures with longer-term budget constraints, and projections show average wage bumps concentrated in regions with the tightest labor markets. These employer responses shape recruitment and retention outcomes, and families should expect local variability in both advertised pay and real compensation after benefits and taxes. The following subsections describe employer approaches, leading regions, and the retention implications that matter to families planning care.

How are employers responding to inflation with wage adjustments?

Employers are using several strategies to offset inflationary pressure: implementing across-the-board raises for baseline competitiveness, offering retention bonuses to reduce turnover risk, and introducing targeted premium pay for evening, weekend, or high-need shifts. Some agencies re-balance benefits—improving paid leave or scheduling flexibility—which can complement modest wage increases while controlling long-term payroll costs. Each strategy has trade-offs: permanent raises raise ongoing labor costs, while bonuses can help short-term stability but may not reduce future turnover. Understanding these employer tactics helps families judge whether higher wages are systemic or temporary, and whether a provider is likely to sustain staffing levels.

• Employers often use blended approaches: base raises plus targeted incentives.

• Non-wage benefits are increasingly part of total compensation packages.

• Temporary bonuses can stabilize staffing quickly but may not solve long-term shortages.

These employer choices affect which regions see the fastest wage growth, which we discuss next.

Which regions or states are leading in caregiver pay raises?

1. High-cost metro regions often offer higher nominal wages to match living costs.

2. States that adjust Medicaid reimbursement more frequently can translate increases into caregiver pay.

3. Local labor shortages accelerate wage growth faster than national averages.

These geographic differences feed directly into recruitment and retention outcomes, which is the next topic.

How do wage increases impact caregiver retention and recruitment?

• Wage increases reduce turnover and recruitment time.

• Complementary measures (scheduling, training) amplify retention effects.

• Temporary pay measures have smaller long-term retention impact.

These workforce dynamics intersect with public pay sources like Medicaid, which we examine next.

How Does Inflation Affect Medicaid Family Caregiver Pay Rates?

Medicaid family caregiver pay rates are affected by how reimbursement rates are set, whether states adjust those rates to match inflation, and the administrative lags that often delay policy responses. Medicaid reimbursement is typically driven by state rate-setting processes and waiver authorities, which may not automatically index to consumer price indexes, so caregivers can experience real-terms pay declines even when nominal rates stay constant. Variability across states means inflationary impacts on family caregiver compensation are uneven; understanding the mechanisms clarifies where advocacy and application timing can matter most. The subsections below explain expected reimbursement changes, policy levers that enable family caregiver pay, and practical challenges caregivers face.

Medicaid adjustment mechanisms frequently rely on scheduled reviews or ad-hoc legislative action, creating timing mismatches with rapid inflation. This mismatch can produce retroactive adjustments or temporary supplements, but families must often manage short-term income volatility while waiting for policy shifts.

Inflation's Impact on Resident Wages: A 2021-2023 Analysis From 2021 to 2023, the rate of monetary inflation was the highest it has been in decades. We examined whether resident wages respond appropriately to inflation. During a similar inflationary period in the 1970s, resident wages did not keep pace with inflation. Impact of inflation on real resident wages, MS Dworkin, 2021

What changes are expected in Medicaid reimbursement rates due to inflation?

Medicaid reimbursement changes in response to inflation generally occur through scheduled rate reviews, temporary emergency allotments, or targeted legislative actions, and the timing can be slow relative to market inflation. Some states may implement modest across-the-board rate increases or targeted boosts to HCBS waiver rates to retain providers, but many adjustments lag behind CPI changes, producing a gap between care costs and reimbursement. A hypothetical comparison shows that a 5% annual reimbursement increase will not fully offset a 7% inflation spike, producing a net erosion in purchasing power for caregivers funded through Medicaid. Families should expect incremental policy shifts rather than immediate, full compensation for inflationary effects.

• Rate adjustments often lag inflation, causing temporary real-terms pay declines.

• Emergency or targeted increases can partially close gaps but are not universal.

• Families should monitor state announcements for timing and scope of adjustments.

Understanding program rules clarifies which caregivers are eligible for paid Medicaid roles, covered next.

Introductory note: the table below compares Medicaid-related factors across waiver and state scenarios to show how policy design affects likely caregiver pay outcomes. This EAV-style table helps families and advocates scan key levers quickly.

How do Medicaid policies influence family caregiver compensation?

Medicaid policies that permit self-direction, employer-authority models, or state-funded caregiver stipends create pathways for families to pay relatives, but each policy contains limits—hourly caps, training requirements, and allowable employer structures—that influence actual compensation. When waivers allow hourly rates tied to provider pay scales, family caregivers can receive compensation closer to agency wages; conversely, fixed caps or restrictive payroll rules limit earnings even when cost pressures rise. Administrative complexity and verification requirements can further delay payments or adjustments, affecting take-home income. Families need to map policy provisions—hourly caps, allowable employers, and billing processes—to understand realistic compensation levels and the documentation required.

• Self-direction can enable family payments but often includes hourly caps.

• Employer-of-record models affect tax and benefit implications for family caregivers.

• Training and documentation requirements can restrict immediate pay increases.

These policy features create practical challenges for caregivers managing fluctuating Medicaid pay, which we address next.

What challenges do caregivers face with fluctuating Medicaid pay during inflation?

Caregivers often face unpredictable income when Medicaid reimbursements change slowly or retroactively, creating budgeting stress and making it hard to plan household expenses during inflationary periods. Administrative burdens—paperwork, time-consuming enrollment processes, and delayed payments—compound financial instability, and retroactive rate adjustments may not help families who need immediate cash flow. To cope, caregivers should keep meticulous documentation of hours, earnings, and expenses, and prepare contingency budgets for periods of reimbursement uncertainty. A short documentation checklist helps caregivers track what Medicaid and waiver programs commonly require for timely payments and audits.

1. Keep a clear log of hours and tasks performed for verification.

2. Save supporting documents (physician orders, care plans) tied to eligibility.

3. Maintain a simple monthly income/expense ledger to manage variable reimbursement timing.

These coping strategies help families navigate the practical effects of policy lags and administrative complexity as they seek stable caregiver income.

What Government Programs Support Paid Family Care Amid Inflation?

A range of federal and state programs can support paid family caregiving, including Medicaid HCBS waivers, state caregiver stipend programs, and employer-provided caregiver supports; each program type has distinct eligibility and coverage limits. During inflationary periods, some programs offer emergency supplements or temporary rate increases while others remain constrained by statutory caps. Families should know which program categories are most likely to help and how eligibility criteria typically function to identify realistic options for paid caregiving. Below we list program types and provide a compact EAV table to compare their eligibility and benefits so readers can quickly scan potential supports.

Major program categories that offer financial support for family caregivers include Medicaid HCBS waivers, state-funded caregiver allowance pilots, and some employer-sponsored caregiver benefits such as paid leave or subsidies. Understanding these types helps families prioritize applications and appeals when inflation raises household care costs.

Which federal and state programs offer financial support to family caregivers?

Program categories that commonly pay family caregivers include Medicaid HCBS waivers that allow self-directed services, state-funded caregiver allowance pilots, and some employer-sponsored caregiver benefits such as paid leave or subsidies. HCBS waivers are the primary federal-state vehicle that often permits family members to be paid under self-direction or employer-authority models, subject to state rules. State pilot programs and targeted stipend efforts may offer additional supports but vary widely in scope and availability. Each program type requires different documentation and has trade-offs between coverage breadth and administrative complexity.

• Medicaid HCBS waivers often enable paid family caregiving under state-specific rules.

• State stipend programs can supplement household income but are not uniform across states.

• Employer programs provide leave or subsidies but may not substitute for direct caregiver pay unless employer designs benefit.

These program categories frame how governments adapt to rising care costs, which is discussed next.

How are government initiatives adapting to inflation-driven cost increases?

Government responses to inflation range from temporary emergency supplements to legislative rate-setting changes that incrementally increase base reimbursements; administrative agencies may also speed approval of targeted increases for critical workforce retention. Some states adopt short-term bonuses or temporary enhanced rates to retain providers, while others pursue longer-term adjustments to reimbursement formulas. Policy trajectories suggest a mix of temporary patches and structural reforms, but outcomes depend on legislative priorities and budget constraints in each state. Families should monitor announcements from state Medicaid agencies and advocacy groups to catch timely opportunities for increased support.

• Temporary supplements can provide immediate relief but may not change baseline pay.

• Structural rate-setting changes require legislative action and longer timelines.

• Administrative flexibility (waiver amendments) can speed targeted increases in some cases.

Knowing how initiatives evolve helps families time applications and appeals for the best chance of receiving support, and Paid.care can be a helpful information hub for localized program details.

What eligibility criteria affect access to paid family care programs?

Common eligibility criteria for paid family care programs include documented functional need (care recipient’s assessed level of assistance required), residency and income requirements, relationship restrictions, and compliance with training or background checks for paid caregivers. Documentation typically includes physician orders, functional assessments, proof of residency, and identity verification for both caregiver and care recipient. Eligibility can be disqualifying where programs restrict pay to non-family members or impose hourly caps that limit meaningful earnings. A short self-assessment checklist helps families determine which programs to prioritize and what paperwork to assemble before applying.

1. Confirm functional assessment and medical documentation for the care recipient.

2. Verify state residency and any income-based eligibility thresholds.

3. Check program rules for allowable caregivers and hourly caps before applying.

These eligibility checks reduce wasted application effort and speed access to programs that can reduce out-of-pocket costs.

How Can Families Manage Rising Home Care Costs Due to Inflation?

Families can manage rising home care costs through targeted budgeting, leveraging government assistance and employer programs, and considering alternative care models that lower expenses while preserving quality. Effective strategies begin with tracking care-related spending, prioritizing essential services, and identifying programs for which the family or care recipient is likely eligible. Combining pragmatic household budgeting with proactive program applications and exploring community-based supports helps families maintain sustainable care long-term. Below we outline budgeting tactics, stepwise program navigation, and alternative care options with pros and cons to guide family decision-making.

A disciplined approach to budgeting and program navigation reduces the immediate financial stress of inflation and positions families to capture available supports, which is described in the next subsections.

What budgeting strategies help offset increased care expenses?

Care-specific budgeting centers on tracking hours of care, isolating care-related expenses, and reallocating household spending to prioritize essential supports; these steps clarify how much assistance is required and where costs can be trimmed. Families should create a simple care budget template that lists caregiver wages, supplies, transportation, and out-of-pocket medical costs, then compare that total to household income and potential program benefits. Example calculations—such as converting weekly paid-care hours into monthly cost projections—help identify funding gaps to address via subsidies or alternative options. Consistent tracking also supports eligibility documentation for Medicaid waivers and state programs.

• Track hours, wages, and care-related expenses monthly to identify gaps.

• Prioritize essential services and defer non-critical expenditures where feasible.

• Use simple monthly projections to plan for reimbursement timing and cash flow.

These budgeting practices make it easier to pursue program assistance and to decide when alternative care models may be necessary.

Intro: The checklist below outlines step-by-step actions families can take to find and apply for assistance, and explains where Paid.care can assist with local program information.

1. Identify care needs and document functional assessments and physician recommendations.

2. Inventory household income and current out-of-pocket care spending to determine eligibility thresholds.

3. Research likely program matches (HCBS waivers, state stipends, employer benefits) and gather required documentation.

4. Complete applications or request navigator help; track submissions and follow up on pending decisions.

Summary: Following these steps helps families produce complete applications, reduces delays, and positions caregivers to receive timely support. Paid.care can be used as a centralized reference for state-specific program descriptions and suggested next steps for enrollment assistance.

How can families leverage government assistance to reduce out-of-pocket costs?

Families can reduce out-of-pocket costs by targeting programs that cover direct care hours or provide cash stipends, prioritizing waiver enrollment where self-direction allows paying family caregivers, and applying for any temporary supplements that cover rising provider costs. The practical path involves identifying the programs most relevant to the care recipient’s needs, gathering documentation, and submitting complete applications with attention to deadlines and follow-up. Families can also consult informational hubs to compare program trade-offs and to learn whether employer benefits (if available) can offset household expenses. A short next-steps checklist helps families move from information to action efficiently.

• Prioritize HCBS waivers that permit family caregiver pay when eligible.

• Apply for available state stipends and emergency supplements.

• Combine public supports with employer benefits where possible to reduce net costs.

These program strategies connect directly to alternative care options families may consider, detailed next.

What alternative care options exist to manage inflation impacts?

Alternative care models that can reduce costs include community-based services (senior centers, adult day care), shared caregiving arrangements among family members, and hybrid models that mix limited paid visits with family-provided assistance. Adult day programs can replace some paid home hours at lower per-hour cost, while shared caregiving can spread the workload across relatives to reduce paid hours. Trade-offs include potential changes in convenience, continuity of care, and the need for transportation to community sites. Families should evaluate cost, quality, and feasibility when comparing these alternatives and combine them with public supports when possible.

• Community services reduce hourly paid-care needs but may require transportation.

• Shared caregiving lowers paid hours but increases coordination demands.

• Hybrid approaches balance cost savings with continuity and quality considerations.

These alternative models often interact with provider choices and supply-side dynamics, which we examine in the next section.

What Are the Long-Term Implications of Inflation on Home Care Pay Rates?

Sustained inflation can reshape the home care labor market by normalizing higher wages, driving adoption of alternative workforce models, and prompting policy reforms to secure long-term funding for home care services. If inflation persists, economies may see structural changes such as broader wage floor increases, restructured reimbursement formulas for public programs, and investment in technologies that offset labor costs. For families, long-term implications include potential stabilization of caregiver pay levels but also possible increases in out-of-pocket costs if public funding does not keep pace. The following subsections explore labor market scenarios, emerging wage policy trends, and the likely effects on quality and availability of services.

How might sustained inflation reshape the home care labor market?

Sustained inflation may lead to persistent wage increases that attract more workers to caregiving roles, but it may also incentivize alternative workforce models such as part-time flex pools, shared staffing across agencies, or more formalized direct-hire family caregiver programs. Employers facing higher labor costs might invest in efficiencies—scheduling platforms, telehealth supplements, or training that increases productivity—to offset wage pressure. Over time, the market could bifurcate, with well-funded providers offering stable wages and benefits while smaller operators struggle or consolidate. Families should watch for signs of market consolidation and worker shortages that could affect access and cost.

• Higher sustained wages may improve workforce supply but raise service prices.

• Efficiency investments can mitigate cost pressures but require upfront capital.

• Market consolidation may reduce provider choice in some areas.

These labor market shifts connect to policy and employer wage trends discussed next.

What trends are emerging in caregiver wage policies post-inflation?

Post-inflation policy responses may include wage boards, updated minimum wage laws, or statutory changes to Medicaid reimbursement formulas to better reflect labor costs, and employers may adopt standardized wage bands and clearer career ladders. These trends aim to formalize compensation pathways and reduce turnover, but they require budgetary commitments from public payers and strategic planning from private employers. For family caregivers, policy shifts that increase base wages or expand eligibility for paid family caregiving create more reliable income prospects, while stagnant policy environments risk further erosion of purchasing power. Monitoring legislative developments is essential for anticipating future pay norms.

• Wage boards and minimum wage adjustments can raise baseline caregiver pay.

• Reimbursement formula changes require legislative action but create durable effects.

• Employer adoption of career pathways supports long-term stability beyond immediate raises.

These policy trends influence care quality and supply, which we analyze next.

How will inflation influence the quality and availability of home care services?

Inflation-driven cost pressures can reduce the number of viable providers in low-margin markets, potentially narrowing geographic access and creating disparities between regions. Conversely, if wages rise and are sustained through public or private funding, quality may improve as providers can recruit and retain experienced staff. However, temporary or uneven increases risk service fragmentation: some providers may enhance services while others cut back. Families should monitor indicators such as provider vacancy rates, advertised wages, and service waitlists as signals of changing availability and quality. Proactive policy and funding adjustments are necessary to ensure that inflation does not permanently reduce access to high-quality home care.

• Sustained funding supports quality and availability; uneven funding hurts access.

• Vacancy rates and waitlists are useful indicators for families to track.

• Geographic disparities may widen if only some regions secure stable funding increases.

These long-term implications feed into provider-side operational challenges examined next.

How Do Inflation and Caregiver Wage Increases Affect Home Care Providers?

Inflation and rising caregiver wages present operational challenges for home care providers including budget strain, pricing pressure, and the need to renegotiate contracts with payers or clients. Providers must balance service quality with financial sustainability, often adopting strategies such as targeted wage increases, efficiency investments, and redesigned care models to manage costs. Effective provider responses can preserve service continuity and maintain caregiver morale, but misaligned funding can force cuts in hours or service scope. The following subsections detail operational challenges, balancing strategies, and innovations providers are using to navigate inflation while protecting care quality.

Providers that successfully integrate compensation improvements with operational efficiencies are more likely to retain staff and deliver consistent services, which directly benefits families seeking reliable care.

What operational challenges do providers face with rising wages?

Providers face budget pressure as personnel costs make up a large share of total expenses, forcing difficult trade-offs between raising wages and maintaining service volumes. Pricing negotiations with private clients or managed-care payers can be lengthy, and when reimbursements lag behind wage increases, agencies often absorb short-term losses or reduce administrative headcount. Scheduling complexity increases as providers attempt to cover higher-paid shifts without triggering unsustainable overtime, and regulatory compliance costs can compound financial burdens. These operational constraints require strategic financial planning to avoid cutting services or reducing caregiver hours, which would undermine care continuity for families.

• Personnel costs rising faster than reimbursements strain provider budgets.

• Negotiations with payers can be slow, creating short-term margin squeezes.

• Scheduling complexity and overtime risk increase with wage pressure.

These constraints force providers to find balance between cost containment and service quality, explored next.

How are providers balancing cost increases with service quality?

Providers balance cost increases and service quality through a mix of efficiency gains, targeted wage adjustments, and benefit rebalancing that emphasize retention without unsustainable permanent cost jumps. Examples include tiered pay for specialized skills, cross-training to improve scheduling flexibility, and modest benefit enhancements that improve retention per dollar spent. Some providers renegotiate contracts to include inflation-indexed clauses or pursue alternative revenue streams, such as value-based contracts that reward outcomes rather than hours. Each approach requires trade-offs between short-term fiscal health and long-term staff stability; successful providers communicate changes clearly to families to maintain trust and continuity.

1. Tiered pay and targeted incentives focus resources on hard-to-fill shifts.

2. Cross-training increases staffing resilience and reduces costly agency hires.

3. Contract renegotiation can introduce inflation-indexed reimbursement where possible.

These balancing strategies intersect with technological and program innovations described next.

What innovations are providers adopting to manage inflation impacts?

Providers are adopting scheduling and workforce-management technologies to optimize caregiver time, telehealth and remote monitoring to reduce in-person hours for some services, and caregiver support programs that boost retention without large wage hikes. Technology that reduces travel time or administrative burden increases effective caregiver wages by freeing time for paid care, while telehealth can substitute lower-cost monitoring for some routine tasks. Additionally, some providers invest in training and career pathways that improve retention and service quality over time. These innovations can mitigate inflation impacts when implemented thoughtfully, but they require upfront investment and alignment with payer expectations.

• Scheduling tech improves productivity and reduces wasteful travel time.

• Telehealth can complement in-person care and lower overall service costs.

• Investment in career pathways enhances retention and reduces turnover-related costs.

These provider innovations influence how families experience care and where to look for stable, high-quality providers. The article ends here after the last provided heading.

FAQs

• 1. How does inflation affect home care pay rates?

  Inflation raises the overall cost of living, which puts pressure on home care agencies and state programs to increase wages. As prices for food, gas, and medical supplies rise, caregivers often need higher pay to maintain the same standard of living. Many states adjust their Medicaid reimbursement rates to reflect these economic changes, but pay raises do not always keep pace with inflation. This means that even if wages go up slightly, the real value of a caregiver’s income may decline.

• 2. Why do home care wages vary so much between states during inflationary periods?

  Each state sets its own pay structure for caregivers, especially within Medicaid waiver programs. Some states automatically review pay rates when inflation increases, while others rely on legislative approval or annual budget cycles. States with higher living costs, such as California and New York, tend to raise wages faster. In contrast, smaller states or those with limited Medicaid funding may experience slower adjustments, creating a wide pay gap for similar caregiving work.

• 3. What can caregivers do if rising prices outpace their pay?

  Caregivers can start by reviewing whether their pay rate is tied to state minimum wage laws or Medicaid program updates. If the rate has not changed, contacting a case manager or payroll provider can clarify when the next review will occur. Families who manage care privately may consider adjusting the agreed wage to reflect current living expenses. Tracking mileage, supply costs, and out-of-pocket spending can also help show the true financial impact of inflation when requesting a rate increase.

• 4. How does inflation impact state and federal caregiver funding programs?

  Inflation affects both public and private care budgets. As costs rise, state Medicaid programs must stretch funding further to cover the same level of service. This can slow new caregiver pay raises or limit available hours for paid care. Federal support programs may adjust funding levels in response to national inflation data, but there is often a lag between rising prices and new funding releases. This delay can cause short-term strain for caregivers relying on fixed program rates.

• 5. What long-term effects could inflation have on the home care industry?

  Persistent inflation could lead to higher overall wage standards for caregivers as states and agencies compete to retain qualified workers. However, it may also increase costs for families paying privately for care. Over time, inflation could push policymakers to review how home care programs are funded, especially to prevent caregiver shortages. The need for fair pay and sustainable funding will likely remain a major focus as the home care industry adapts to ongoing economic pressure.