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As the global population ages and family dynamics evolve, caregiving has become a central issue for millions of working professionals. Whether it’s caring for aging parents, children with special needs, or a sick partner, many employees are managing dual responsibilities at work and at home. These responsibilities can significantly affect productivity, well-being, retention, and finances, yet they are often overlooked in corporate policies and culture.
Caregiving responsibilities lead to absenteeism, presenteeism (working while distracted), and even turnover. Studies show that U.S. businesses lose an estimated $50 billion annually in productivity due to caregiving-related issues.
The Caregiving Crisis at Work: By the Numbers
- Over 63 million Americans provide unpaid care to family members (a nearly 50% increase since 2015), according to AARP.
- 1 in 6 employees in the U.S. also serve as caregivers.
- Caregivers often spend 20+ hours per week on caregiving duties, affecting productivity, stress levels, and job satisfaction.
- Women, particularly in mid-career, are disproportionately affected—contributing to retention and gender equity challenges in the workplace.
- 29% of adult caregivers are sandwich generation caregivers, supporting both children and adults.
- 7 in 10 family caregivers are employed, but many face disruptions and lack access to supportive benefits, especially the 18 million hourly wage workers.
Discover more impacts of caregiving in the recently published 2025 edition of Caregiving in the U.S., released by AARP and the National Alliance for Caregiving.
Caregiving Tactics Companies Should Consider (and Do)
- Recognize Caregiving as a Workplace Issue
Caregiving is not just a private matter, it’s directly tied to performance, mental health, and turnover. Leaders need to understand that supporting caregivers is smart business strategy, not just charity.
Action: Train managers to recognize the signs of caregiver stress and build empathy into leadership.
- Create (and Promote) Caregiver-Friendly Benefits
Offer benefits such as paid family leave, backup care services, Employee Assistance Programs (EAPs), access to counseling or caregiver support groups, and subsidized eldercare or childcare.
Action: Conduct a benefits audit to ensure caregivers are included—and make sure employees know what’s available.
- Avoid the “Ideal Worker” Myth
The expectation that the “best” employees are always available, never distracted, and can work long hours is outdated—and unfair. Supporting caregivers requires dismantling this myth.
Action: Redefine success metrics to focus on impact over hours.
What Employees Should Know and Do
- Know Your Rights
Depending on your location, you may be entitled to Family and Medical Leave (FMLA) in the U.S., protected caregiver status under anti-discrimination laws, sick leave or personal leave policies.
Tip: Consult HR or legal counsel to understand your options and protections.
- Explore Flexible Work Options
Flexibility is one of the most valuable tools for caregiving employees. This includes remote work, flex hours, and compressed workweeks—options that help caregivers meet both personal and professional responsibilities.
Tip: Ask about adjusted hours, job sharing, remote work and temporary workload reductions.
- Take Care of Yourself
You can’t pour from an empty cup. Burnout is common among caregivers—make sure you’re prioritizing your own health and mental well-being.
Tip: Schedule non-negotiable self-care time each week. Sustainable caregiving requires your health too.
Bridging the Gap Together
The rise in caregiving is not a temporary issue, it’s a structural shift. As people live longer and healthcare systems evolve, more working adults will juggle both professional duties and caregiving.
Companies that recognize and respond to this reality will not only retain top talent—they’ll build a more humane, resilient, and productive workplace. Together, employers and employees can turn caregiving from a silent struggle into a shared opportunity for growth, empathy, and innovation.
