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The IHSS Community: Shared Ideals, Challenges, and Support

IHSS is more than a paycheck. It’s a lifeline that allows over half a million Californians — seniors, people with disabilities, and families — to live at home with dignity. For caregivers, it’s both work and a calling. For recipients, it’s the difference between independence and institutional care. But just as important, IHSS has grown into a community: people who share struggles, victories, and a belief that compassionate care matters. This community is not bound by county lines or wages on a paycheck. It exists in every late-night message board post, every county board meeting where caregivers testify, and every family that gets to remain together at home because IHSS makes it possible. It’s proof that while caregiving is often invisible to the wider public, it is a deeply human connection that holds enormous social value.

Caregivers lifting each other up

Caregiving can be isolating. Long hours at home, constant responsibility, and little public recognition make it a heavy load. That’s why online forums like Reddit and Facebook groups are so valuable. They’re spaces where caregivers vent frustrations, trade advice, and encourage one another. A single post about burnout often brings dozens of replies: “You’re not alone.” “We’ve all been there.” “Hang on, you’re stronger than you know.” That sense of solidarity doesn’t fix every problem, but it keeps people going. Over time, these groups become more than chat rooms — they become support networks. People swap timesaving hacks, compare experiences with different counties, and share strategies for self-care. Even small exchanges, like someone offering words of comfort at 2 a.m., can make the difference between feeling crushed by the work and remembering that others are carrying the same weight and surviving it too.

“When I post about being exhausted, other caregivers tell me I’m not alone. Sometimes that’s what keeps me going.” – an IHSS caregiver

Practical advice: Navigating timesheets, county paperwork, and reassessments.
Moral support: Encouragement from peers who truly understand the job.
Celebrating wins: Raises, protective supervision hours, and respite approvals spark community cheers.

Shared ideals

What unites IHSS caregivers is more than shared frustration. It’s a common set of values: respect, compassion, and independence. Caregivers talk about the pride they feel in keeping clients safe at home. Many describe caregiving as “the hardest job I’ve ever loved” — a phrase that captures both the difficulty and the deep meaning of the work. The community is not only about surviving but also about protecting dignity, for clients and themselves. In conversation after conversation, respect comes up first. Caregivers see themselves as guardians of independence, ensuring that the people they serve remain in charge of their lives. Compassion comes up just as often — not as weakness but as strength, the fuel that powers providers through exhaustion. And solidarity emerges naturally, as workers recognize that their struggles are shared, and their victories, when they come, are collective ones.

“We are the backbone of this program, but many of us can’t afford to care for ourselves.” – one caregiver in Los Angeles

Respect and dignity: Protecting independence is at the core of IHSS values.
Compassion as strength: Love drives the work, but fair pay keeps caregivers standing.
Solidarity: A union spirit thrives even in informal online spaces.

Shared challenges

IHSS empowers families, but it doesn’t erase the obstacles. A 2020 audit found that more than 40,000 recipients each month did not receive all of their approved hours. Counties report that low pay makes it difficult to recruit and retain caregivers; only about one-third believe they have enough workers to meet the need. The results are felt at home: missed shifts, caregivers stretched thin, and families struggling to fill the gaps. Yet even here, caregivers turn to one another to cope. Some describe working extra hours unpaid to keep clients safe, while others share how the stress impacts their own health. And while the challenges are heavy, the fact that they are openly discussed online shows the strength of this community. By naming the problems, caregivers are not only finding emotional release but also documenting the reality policymakers cannot afford to ignore.

“Sometimes I’m awake at 4 a.m. with my client, and I know tomorrow will be the same. Other caregivers tell me, ‘Hang on — we’ve been there too.’” – an IHSS provider

Isolation: Many providers feel cut off from the outside world.
Financial strain: Caregivers speak openly about housing insecurity, lack of health care, and retirement worries.
Emotional toll: Burnout, sleepless nights, and the stress of being “always on” take their toll.

Why this matters

The IHSS community is about resilience. Even in the face of shortages, stress, and financial strain, caregivers come together to support one another and push for change. Their conversations don’t stop at venting — they fuel petitions, rallies, and testimony before county boards. The same groups that provide late-night encouragement are also building a movement for respect and fair treatment. IHSS is often described as invisible labor, but within the community itself it is anything but invisible. Caregivers see each other. They recognize the strength it takes to show up day after day, and they carry one another when the burden gets too heavy. This is what transforms IHSS from a state program into a living, breathing community of care — one that reflects not just work done in private homes, but a collective commitment to dignity and compassion.

“Caregiving is more than labor — it’s a movement rooted in compassion and dignity.” – a long-time IHSS provider

Peer-to-peer support: Only another caregiver truly “gets it.”
Building a movement: Online groups often become organizing hubs.
Community resilience: Caregiving is more than labor — it’s a calling rooted in compassion and dignity.

Together, IHSS workers and recipients are proving that caregiving is not invisible work. It is essential, deeply human, and central to California’s future. In a state where the population over 60 will nearly double by 2030, this community’s strength will matter more than ever. Their voices — both in person and online — are shaping the future of long-term care, one story and one act of solidarity at a time.

AB 283 (Haney) — IHSSEERA in Plain English

AB 283, also called the In-Home Supportive Services Employer-Employee Relations Act (IHSSEERA), is a bill that would change how IHSS collective bargaining works in California. Right now, wages and benefits are negotiated county by county. This bill would move bargaining to the state level, while keeping consumer-directed care in place. Below, I’ve broken down the key parts of the bill, shared the exact quotes, and explained what they mean for caregivers and IHSS recipients.

Key Quotes & What They Mean

State becomes the bargaining “employer of record”

Bill text:
“This bill would, for purposes of collective bargaining, deem the state to be the employer of record of individual providers in each county. The bill would grant the in-home supportive services recipient with the right to hire, fire, and supervise the work of the individual providers providing services to them.”

What this means:
Today, 58 counties all bargain separately. That’s why providers in one county may make $18/hour while another county is stuck at minimum wage. AB 283 would end that patchwork system by making the State of California the “employer of record” for bargaining. In plain English: the state becomes the one employer that unions bargain with for wages and benefits.

For caregivers: You gain bargaining power because everyone is at one table. Raises and benefits don’t have to crawl through county-by-county negotiations.
For recipients: You don’t lose control in your home. You still choose who to hire, supervise, and fire. This protects consumer-directed care.
Why it matters: Moving bargaining to the state level makes it possible to raise standards across California, instead of leaving some counties far behind.

One statewide contract (with local add-ons)

Bill text:
“This bill would require all recognized employee organizations, as of January 1, 2026, to negotiate jointly on behalf of all bargaining units they represent to reach a single memorandum of understanding with the employer. The memorandum of understanding may contain addenda reflecting regional or county-level terms and conditions.”

What this means:
Instead of 58 separate county contracts, there will be one master statewide contract (MOU). Counties and regions can still add side agreements (addenda) if they need to address local issues like transit stipends, training, or special program rules.

For caregivers: You’re guaranteed the same baseline wages and benefits no matter what county you’re in.
For recipients: Services will be less dependent on county politics. But local flexibility remains if something unique is needed in your area.
Why it matters: This is about fairness and consistency. A caregiver in Riverside shouldn’t make several dollars less than one in San Mateo for doing the same job.

Dispute process (mediation → binding arbitration → Legislature can override)

Senate Floor Analysis:
“Requires mediation for the state and IHSS employee unions to resolve differences but provides a binding arbitration process if mediation fails. Permits the Legislature to reject the arbitration panel’s decision by a majority vote of the Legislature.”

What this means:
If bargaining stalls, first there’s mediation. If that doesn’t work, an independent arbitrator makes a binding decision. The Legislature has the power to overturn that decision with a majority vote.

For caregivers: There’s a clear path forward if talks stall. You’re less likely to be stuck in years of deadlock.
For recipients: Faster resolutions mean your caregiver is less distracted or burned out waiting for raises or benefits to be settled.
What’s tricky: Politics can still override an arbitration award. That means advocates will need to keep pressure on lawmakers not to block fair agreements.

Costs & county shields

Bill text:
“This bill would require the state to also pay 100 percent of the nonfederal share of county administration and public authority administration costs for each county of any administration costs resulting from the provisions of any memorandum of understanding…”

“This bill would prohibit the rebased County IHSS MOE from being adjusted based on any provision of any memorandum of understanding…”

What this means:
Counties often claim they “can’t afford” higher wages or benefits. AB 283 removes that excuse by having the State cover the new admin costs from bargaining. It also protects counties from higher MOEs (Maintenance of Effort) because of a statewide deal.

For caregivers: Your wage fight won’t be blocked by county budget excuses.
For recipients: Counties won’t fight against raises as hard, because they won’t be on the hook financially. That makes faster agreements more likely.
Why it matters: This shifts responsibility where it belongs: to the State, not to 58 underfunded county systems.

Consumer direction stays intact

Bill text:
“The in-home supportive services recipient shall be the employer of an individual provider with the unconditional and exclusive right to hire, fire, and supervise the provider.”

What this means:
Even though bargaining is centralized, consumer-directed care remains untouched. Clients still decide who comes into their home, how care is delivered, and whether a provider keeps their job.

For caregivers: Your paycheck may come from a state-negotiated contract, but your actual boss is still the client you serve.
For recipients: You don’t lose independence or control over your home care. The State doesn’t decide who works in your living room — you do.

Quick Pros & Cons (for IHSS Providers)

One statewide contract = more consistency and fairness.
Potential for faster wage increases and benefits.
State covers new admin costs; counties can’t block raises by crying poor.
Recipients keep control in the home.
No automatic fix for health insurance or the Social Security/FICA gap for live-in caregivers.
Legislature can still overturn arbitration results.

Status (as of Today)

Inactive File (Sept 9, 2025): The Senate moved AB 283 to the inactive file. This is a procedural pause, not a defeat. Bills are placed on the inactive file when there likely aren’t enough votes yet, when leadership wants to delay action (often to line up budget money or negotiations), or when the author prefers to park it rather than force a losing vote. It does not mean lawmakers didn’t read it. The author can ask to bring it back off the inactive file in a future session, so it’s paused—not dead.

Quick Summary

AB 283 did not pass in 2025; it’s on hold in the Senate inactive file.
“Inactive file” = parked for timing/votes/budget—not a comment on length or merit.
The bill can be revived next session if support or funding improves.

Quick Links to the Actual Documents

The Illusion of Support

On paper, California’s In-Home Supportive Services (IHSS) program looks like one of the most compassionate programs in the country. It allows elderly and disabled residents to remain at home instead of being forced into institutions. It saves counties millions every year. And it employs more than 500,000 caregivers statewide — making it one of the largest workforces in California.

But peel back the layers, and you’ll find a system deliberately structured to keep caregivers poor today and destitute tomorrow. We don’t get employer health insurance. We don’t build Social Security credits if we live with our recipient. And our paychecks — which show zero deductions across the board — are proof that the state has designed IHSS not to protect caregivers, but to save money at our expense.

The Health Insurance Loophole

Under the Affordable Care Act (ACA), any large employer with 50+ full-time employees must provide affordable health insurance to workers averaging at least 30 hours a week. IHSS dwarfs that threshold — half a million providers is not just “large,” it’s massive. So why don’t IHSS caregivers get employer health insurance?

Employer of Record Loophole

Legally, IHSS caregivers are considered employees of the care recipient, not the county or state.
Counties are only the “employer of record” for the purpose of collective bargaining. They negotiate contracts, but they don’t take on day-to-day employer obligations like health insurance.
And since grandma isn’t running a business, counties argue the ACA requirement doesn’t apply.

Fragmented Employment Status

Even if you work 70 hours a week, the state counts you as working for multiple “employers” (your recipients), not as a full-time employee of one large entity.
That technicality sidesteps the ACA mandate.

Patchwork “Benefits” Instead of Insurance

Counties offer stipends or limited health coverage in union contracts, often with strict hour thresholds (74, 80, even 85 hours per month).
Many plans don’t cover dependents. Some counties cap enrollment, leaving workers on waitlists.
Fall below the threshold one month, and you lose coverage.

State Acknowledgment

California admits that IHSS wages, when excluded from taxable income, help caregivers qualify for Medi-Cal. Translation: instead of offering employer insurance, the state pushes us into poverty-based health coverage.

A System Built Before the ACA — and Maintained After It

When IHSS was created in the 1970s, lawmakers wanted recipients to have control: hire, fire, and supervise their own caregivers. This “consumer-directed” model was supposed to empower families and limit county liability.

That was decades before the ACA. But when the ACA passed in 2010, California had a choice:

Redefine IHSS caregivers as employees of a single, large employer (the county or state) and provide health insurance, or
Keep the legal fiction that we’re employed by our 90-year-old mother or disabled child — and avoid the ACA mandate.

The state chose the second option. That wasn’t an accident. It was a deliberate policy decision to save money.

The Retirement Trap: IRS Notice 2014-7 and Family Employment

If the health insurance loophole traps us in Medi-Cal today, the tax loophole ensures we’ll face poverty tomorrow.

IRS Notice 2014-7

Allows live-in caregivers (parents, children, spouses) to exclude IHSS wages from federal and state income tax.
Paychecks show $0 in federal and state withholding.

Family Employment Exemption

Federal law says wages paid by a parent to a child, or by a child to a parent, are not subject to Social Security (FICA) or Medicare taxes.
IHSS applies this across the board for family live-in providers.

The Result

No income tax withheld.
No Social Security credits.
No Medicare credits.
No state disability or unemployment insurance.

Proof: My Own Social Security Record

Here’s what this looks like in real life. I’ve been an IHSS caregiver for decades. I work full-time hours — 70 per week. But when I look at my Social Security record, entire years of my work vanish.

Item	What My Record Shows
Paychecks	FICA 0 • Medicare 0 • SDI/DI 0
SSA Credited Earnings	2016–2022: $0 each year (no credits) • 2023: $5,625 • 2024: $9,611
What It Means	Those $0 years do not count toward Social Security retirement or disability eligibility.

And I’m not unique. This is the reality for every family caregiver living with their recipient.

The Consequences

No Retirement Security

Social Security requires 40 credits (about 10 years of covered work) to qualify.
Every year with $0 is a year lost forever.

No Disability Coverage

If caregivers become disabled, they can’t qualify for Social Security Disability without recent work credits.

No Survivor Protection

Our families may not receive survivor benefits because our work wasn’t credited.

No Safety Net

No state disability. No unemployment. Nothing to fall back on if caregiving ends.

Why This Matters

IHSS was designed to save the state and counties money by keeping people out of institutions. And it works — institutional care is far more expensive than in-home care.

But the savings come directly from our sacrifice:

By denying us employer health insurance, they shift the cost to Medi-Cal.
By excluding our wages from Social Security, they erase our future security.
By keeping us in legal limbo, they exploit our love for our family members.

What Needs to Change

1. Recognize Caregivers as Real Employees

The state must be the employer for all purposes, not just bargaining.

2. Provide Employer Health Insurance

IHSS is the largest workforce in California. We deserve the same ACA protections as any other full-time employee.

3. Count IHSS Wages Toward Social Security

Caregiving is work. It should build retirement and disability credits.

4. Raise Wages to a Living Level

Even if credits are restored, poverty wages mean poverty retirement.

Conclusion

IHSS caregivers are saving the state billions by keeping loved ones safe at home. But in return, we are being set up for poverty in old age. My paycheck shows it. My Social Security record proves it. And every family caregiver in California is living this same trap.

The state didn’t design IHSS to support us — it designed it to avoid responsibility. That’s why today, the largest workforce in California has no health insurance, no retirement, and no safety net. And unless we demand change, that’s exactly how they intend to keep it.

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The board that governs our negotiations—but not our paychecks.

You’re in negotiations with your county. You’ve laid out the rising costs of rent, food, gas, and medical bills. You’ve explained how impossible it is to keep caring for your client on wages that fall further behind every year. The county listens, delays, and finally offers pennies that don’t even scratch the surface of what’s needed.
So what happens next? Who protects your paycheck? Who makes sure counties can’t keep offering scraps while caregivers sink deeper under the cost of living?

The answer is PERB — the Public Employment Relations Board. It’s the only place these disputes can go. It is our sole resource when counties refuse to bargain fairly. But here’s the catch: PERB doesn’t guarantee fairness or a living wage. It only enforces the rules of bargaining—not the outcomes. That’s why caregivers can play by the book, fight for years, and still end up with wages far below what it takes to survive.

Short version: California’s Public Employment Relations Board (PERB) polices the rules of bargaining, not the outcomes. If counties keep “moving” (even a little), PERB generally won’t force raises. Its tools are process-based (good-faith bargaining, no unilateral changes, fact-finding), and the fact-finding step is non-binding. That’s why wages can lag the cost of living for years.

What PERB is (and isn’t)

What it is: PERB is California’s labor board for public-sector workers. It hears unfair practice cases (e.g., refusing to bargain in good faith, retaliating against union activity) under laws like the Meyers-Milias-Brown Act (MMBA), which covers counties and IHSS public authorities.
What it isn’t: PERB is not a wage commission. It doesn’t set “fair” pay or cost-of-living rates. It enforces process: meet, confer, don’t cheat.

How an IHSS wage dispute actually moves

Bargaining. Union and county/public authority meet and confer.
Impasse. If they’re stuck, either side can declare impasse and request fact-finding (added by AB 646 in 2011).
Fact-finding panel. A neutral panel reviews data and issues recommendations. PERB’s role here is procedural—PERB does not decide whether an impasse is “real” or what the wages should be. Recommendations are advisory, not binding.
After fact-finding. If there’s still no agreement, the public employer can (in some cases) implement parts of its last, best, and final offer—but only after true impasse and good-faith bargaining “from inception through exhaustion” of required procedures.

Why this doesn’t deliver fair wages by itself

Process over outcomes. PERB can order a county to bargain right, but it can’t order “pay $X.” If a county keeps showing up with tiny moves, PERB sees “bargaining,” not a case to take over.
Fact-finding isn’t binding. Panels can urge raises, but counties don’t have to adopt them. (They must publish them publicly, but “publish” ≠ “pay.”)
Post-impasse leverage favors employers. If employers clear the good-faith bar, they may implement parts of their offer—another reason low offers can persist.
PERB’s emergency tool is narrow. PERB can seek injunctive relief to preserve the process (e.g., stop a unilateral change), not to impose wage levels.

How IHSS fits (and what’s changing)

Today (local): By long-standing rules, counties had to act as, or create, an IHSS employer of record (public authority/nonprofit) for bargaining. That’s why your wage fight is county-by-county.
Talk of change in 2025: AB 283 (Haney). This bill would create the IHSS Employer-Employee Relations Act (IHSSEERA) and shift bargaining to the state. On paper, it could reduce county-by-county disparities. But a bill is not a raise. California also promised a high-speed rail back in 2008—have you seen one yet? Until AB 283 is actually signed, funded, and enforced, it’s just talk. And even if it passes, it could take years before caregivers see a dime. Caregivers cannot afford to sit down and wait while wages keep falling behind.

Where the bias comes from: the laws themselves

The reason PERB doesn’t guarantee “fair” wages or inflation adjustments is simple: the Meyers-Milias-Brown Act (MMBA) and related statutes only require good-faith bargaining. They do not:

Set wage standards.
Require cost-of-living adjustments.
Define fairness beyond the obligation to meet and confer.

PERB enforces those laws as written. That means the system itself was designed to protect county budgets, not worker incomes. As long as counties “bargain” and avoid outright bad-faith behavior, the law is on their side. Caregivers can spend years negotiating without ever catching up to inflation.

In short: the authority comes from state law, and that law is written to privilege counties’ financial control. Changing outcomes requires changing the statute—either by adding cost-of-living floors, binding arbitration, or stronger definitions of good-faith bargaining.

So what would have to change to actually protect caregivers?

Policy ideas that would move PERB from “referee of process” to outcomes that matter:

Make fact-finding binding for IHSS. Convert advisory reports into interest arbitration or binding awards when parties deadlock past a deadline. (Right now, AB 646’s fact-finding is non-binding.)
Statutory wage floors tied to cost of living. Set minimum county (or statewide) IHSS wage benchmarks indexed to regional COL, with PERB ensuring compliance as a legal obligation (not just a bargaining topic).
Hard timelines + penalties. Require mediation → fact-finding → resolution on a clock, with financial consequences for stalling (e.g., interest on retro, state back-fill triggers).
Stronger good-faith standards. Clarify in MMBA/IHSSEERA that token movement on wages does not satisfy good faith where cost-of-living gaps widen; authorize PERB to order make-whole remedies that include retro pay when counties stonewall.
Shift to statewide bargaining (AB 283). One table could reduce “race to the bottom” county comparisons and align wages with state budget choices. But only if it’s passed and enforced.
Transparency upgrades. Keep the current rule that fact-finding recommendations must be made public—and add plain-language fiscal disclosures so communities can see when counties ignore neutrals.

What caregivers should know (and say) right now

PERB enforces the rules, not the raise. If a county meets, moves a little, and doesn’t break the law, PERB won’t order a number. That’s a feature of the current statutes, not PERB “siding with counties.”
Your lever today: document bad-faith patterns (surface bargaining, unilateral changes, data withholding) and use fact-finding to build the public record.
Your lever tomorrow: don’t wait on AB 283. Push for statewide reforms, but keep fighting locally. Real change only comes when caregivers refuse to sit down and shut up.

What exactly does the law say?

Here’s the relevant language from the Meyers–Milias–Brown Act (MMBA)—California’s law governing local public-sector labor relations, including IHSS:
“The governing body of a public agency … shall meet and confer in good faith regarding wages, hours, and other terms and conditions of employment … ‘Meet and confer in good faith’ means … personally to meet and confer promptly upon request by either party and continue for a reasonable period of time in order to exchange freely information, opinions, and proposals, and to endeavor to reach agreement on matters within the scope of representation…”
— Gov. Code §3505 (emphasis added) Code Publishing Rains Lucia Stern St. Phalle & Silver

That’s it. The law:

Defines how the parties must bargain (promptly meet, listen, swap ideas).
Does not define a goal—there’s no requirement to reach agreement, let alone to match inflation or meet a living-wage threshold.
Does not require wages to keep pace with cost of living or inflation.

Why this matters

No inflation guardrails. Even if living costs rise, the statute doesn’t mandate adjustment; it only demands that both sides negotiate.
“Token movement” qualifies as “good faith” as long as the formal steps are followed. PERB can’t enforce fairness—just procedure.
Counties get to control pace and offer levels. Without binding expectations, wage increases can be delayed, watered down, or ignored entirely.