America is aging, and the way we care for older adults is shifting decisively toward the home and the community. Adult day programs, home care, and the direct care workers who staff them have become the backbone of long-term services and supports — helping millions of older adults stay where they want to be. This guide walks through the aging-services landscape, the Medicaid waiver programs that fund it, the workforce that delivers it, and one trend every care organization needs to plan for: the people receiving that care increasingly include adults with lifelong developmental disabilities who are living longer than ever.

An Aging Nation, Cared for at Home

The demographics are unambiguous. The U.S. population age 65 and older is projected to grow from 57.8 million in 2022 to 88.8 million by 2060, and the number of adults 85 and older — those most likely to need daily support — is expected to nearly triple. Most of these older adults have a clear preference: to age in their own homes and communities rather than in institutional settings. That preference, backed by public policy, has made home- and community-based care the fastest-growing corner of the health system.

Adult Day Services

Adult day services provide structured, supervised care during daytime hours, so older adults can remain at home in the evenings while their family caregivers work or rest. There are broadly two models:

Adult social day programs emphasize socialization, meals, recreation, and light health monitoring.
Adult day health programs add more intensive nursing, therapeutic, and personal-care services for people with significant medical needs who might otherwise be at risk of nursing-home placement.

The benefits are well documented on both sides of the care relationship. For participants, day programs improve socialization, reduce isolation and the risk of falls, support mental health, and delay the need for residential care. For family caregivers, they provide something just as valuable: reliable respite — the freedom to hold a job, run errands, or simply recharge, knowing their loved one is safe and engaged.

Home Care

Home care is the largest and fastest-growing segment of the field. Home care aides and personal care aides help older adults with the activities of daily living — bathing, dressing, meal preparation, medication reminders, mobility, and companionship — while home health aides add clinical support under a nurse's supervision. Together they make it possible for people to remain safely at home even as their needs increase, which is exactly what most families want and what public payers increasingly prefer over costly institutional care.

The Medicaid Waiver Engine Behind It All

Most of this home- and community-based care is funded through Medicaid Home and Community-Based Services (HCBS) waivers — chiefly the 1915(c) waiver authority. These state-run programs are designed to prevent or delay nursing-home placement by financing a wide array of supports in a person's own home, a family member's home, or a community setting. While services vary by state, common HCBS waiver benefits include:

Typical HCBS waiver services: personal care and attendant care · home health aide services · homemaker and chore services · adult day health services · respite care (in-home and out-of-home) · case management and service coordination · home-delivered meals · home and vehicle modifications · personal emergency response systems · non-emergency transportation · skilled nursing and therapies · and, in many states, supported employment and habilitation.

For providers, HCBS waivers are both the funding source and the compliance framework: they define who is eligible, what services are covered, and — importantly — the training and qualifications the direct care workforce must hold.

The Direct Care Workforce — and the Coming Gap

None of this works without people. The direct care workforce — home care workers, residential-care aides, and nursing assistants — already numbers about 5.4 million, including roughly 3.2 million home care workers. And demand is racing ahead of supply. The field is projected to grow about 17% from 2024 to 2034, but once turnover is factored in, employers will need to fill an estimated 8.9 million direct care jobs over the decade.

The strain is real: annual turnover hovers near 75%, and roughly a third of direct care workers live in or near poverty. For provider organizations, the takeaway is that recruiting, training, and retaining a skilled direct care workforce is no longer a back-office function — it is the central strategic challenge of aging services.

A Converging Trend: People With Disabilities Are Living Longer

Here is the shift that too few aging-services organizations have planned for. Thanks to better healthcare, community living, and support systems, people with intellectual and developmental disabilities (IDD) are living dramatically longer. The average age at death for adults with IDD rose from about 45 years (1996–2001) to about 55 years (2003–2012), and their life expectancy has continued to climb faster than the general population's, steadily shrinking a long-standing gap. The number of adults with IDD over age 60 is projected to grow from roughly 642,000 in 2000 to about 1.2 million by 2030.

The practical consequence is profound: the older adults now entering adult day programs, home care, and waiver services increasingly include people who have lived their entire lives with cerebral palsy, Down syndrome, autism, or intellectual disability. A home care aide or day-program worker who was trained only in traditional geriatric care may be unprepared to support an aging client whose communication, behavior, and health needs are shaped by a lifelong developmental disability.

Why this matters for training: Direct care workers serving elderly populations increasingly need grounding in the general characteristics of developmental disabilities — how conditions like intellectual disability, cerebral palsy, Down syndrome, and autism affect communication, mobility, behavior, health, and daily support needs across the lifespan. Aging and developmental disability are no longer separate service worlds; the workforce that spans both must be trained for both.

Training Is the Linchpin

Whether the setting is an adult day center, a home care agency, or a Medicaid-waiver provider, the quality of care comes down to how well the workforce is prepared. That means the compliance basics — safety, infection control, rights and dignity, person-centered support — and, increasingly, a working understanding of the general characteristics and needs of the individuals served, including older adults aging with a developmental disability. Training & eTracking Solutions helps aging-services and disability organizations do exactly that, with a comprehensive library of direct-care courses — from foundational safety and compliance to the general characteristics of developmental disabilities — delivered on a platform built for the realities of a high-turnover, always-hiring workforce.

The Bottom Line

Aging services are growing fast, funded largely through Medicaid HCBS waivers and delivered by a direct care workforce that the country cannot afford to under-prepare. As people with developmental disabilities live longer and enter the aging-services system in greater numbers, the organizations that invest now in training their staff — in both aging and developmental disability — will be the ones ready to deliver safe, dignified, person-centered care for everyone who needs it.

Aging Services at a Crossroads: Adult Day, Home Care, and the Direct Care Workforce