Caring for the Caregivers: How Organizations Can Support Employees Balancing Work and Caregiving

In today’s workplace, there’s a quiet crisis happening behind the scenes.

Many of your top performers are not just leaders on your team — they’re also caregivers at home. Whether they’re supporting aging parents, a sick spouse, or a child with special needs, they’re juggling intense responsibilities — often without saying a word.

And while they may appear to be holding it all together, the cost of silence is burnout, disengagement, and ultimately, turnover.

Here’s What Organizations Need to Know

1. Caregivers Are Everywhere — and They're Not Always Talking About It

Roughly 1 in 5 employees is a caregiver. But many don’t disclose it out of fear of being seen as less committed or capable.

Watch for these signs in high performers:

• Sudden dips in performance or missed deadlines

• Increased absenteeism or frequent schedule changes

• Avoiding travel or late meetings without explanation

• Showing up tired, distracted, or emotionally withdrawn

• Pushing back on promotions or leadership roles they once pursued

  
  

These behaviors don’t always mean disengagement — they often signal someone who is overwhelmed and unsure how to ask for help.

2. Don’t Wait for a Crisis — Create a Culture of Support

Here’s what leaders and HR teams can do proactively:

• Normalize caregiving conversations: Bring it into the open. Host a panel or lunch-and-learn where employees (especially leaders) share their caregiving stories.

• Train managers to listen differently: Equip them with language and curiosity to ask about what’s going on outside of work without crossing lines.

• Build psychological safety: Make it clear that disclosing caregiving responsibilities won’t affect growth or performance reviews.

  
  

3. Offer Tangible Benefits That Actually Help

If you want to improve retention, engagement, and loyalty, invest in benefits that reflect the reality of your team’s lives.

Here are some powerful support options:

✦ Flexible Scheduling & Remote Work Options

Allow employees to shape their schedules or work remotely when caregiving demands increase. Autonomy is everything.

✦ Backup Care or Eldercare Referrals

Partner with services that offer vetted, emergency caregiving help for adults or children.

✦ Caregiver Leave Policies

Offer paid or unpaid leave for caregiving, not just maternity/paternity leave. Even 5–10 extra days per year can make a huge difference.

✦ Mental Health & Respite Services

Caregivers carry a heavy emotional load. Expand EAP offerings to include therapy, support groups, and burnout prevention tools.

✦ Financial and Legal Planning Tools

Provide access to estate planning resources, power of attorney information, or financial planning tailored to caregiving.

✦ Coaching or Navigation Support

Offer access to coaching or support programs that help employees manage the demands of caregiving while maintaining their careers.

Final Thought

Your people bring their whole lives to work, not just their resumes. If you want to retain the heart of your organization, show them they don’t have to choose between being a great employee and a great caregiver.

Want to support caregivers in your workplace? Contact us to explore potential solutions that address your team's needs.