What Our Data Says about Caregiver Burnout in the Workplace

Introduction

Every workplace has unseen stories unfolding behind the scenes. For some employees, those stories involve the quiet, relentless work of caregiving. Millions of people in the U.S. balance jobs with caring for an aging parent, a spouse with chronic illness, or a child with special needs. These dual responsibilities can take a profound toll on health, careers, and productivity.

Caregiver burnout in the workplace isn’t just a personal issue but also an organizational one. Data shows that caregivers are more likely to face stress, career setbacks, and even exit the workforce altogether. For employers, this means higher turnover, absenteeism, and hidden costs that quietly chip away at team performance.

This blog unpacks the numbers behind caregiver burnout, what they reveal about the scope of the issue, and how organizations can step up to create more supportive workplaces.

Unseen Juggling Acts

Caregiver burnout doesn’t always look like a complete collapse. Sometimes it seems like the teammate who’s always “a little tired,” the one declining happy hours, or the one whose camera is on but whose eyes are somewhere else. They’re not disengaged, but they’re carrying two full-time jobs, while just one of them is officially recognized at work.

This hidden reality means many employees are stretched thin without ever saying so out loud. The pressure of caregiving often blends into the background until it doesn’t. Missed deadlines, increased sick days, or sudden departures may be the visible symptoms, but underneath lies the daily grind of people trying to do it all.

Working caregivers are enduring invisible stressors that ripple through productivity, morale, and mental health. And as the data shows, these ripple effects are far more widespread than many organizations realize.

A Quiet Crisis: Caregiver Burnout by the Numbers

The scope of this challenge is staggering. Research consistently highlights how deeply caregiving impacts careers, yet it remains an under-discussed workplace issue. This lack of visibility means many organizations fail to plan or allocate resources, leaving caregivers to struggle silently until burnout takes hold.

So Much to Balance

AARP and S&P Global report that 67% of family caregivers struggle to balance job responsibilities with caregiving demands. Within that group:

• 27% reduced from full-time to part-time work
  
  
• 16% turned down promotions
  
  
• 16% left the workforce temporarily
  
  
• 13% changed employers to manage caregiving duties
  
  

These numbers represent more than statistics; they’re real people reworking careers they once invested years into, often sacrificing advancement to meet the needs of loved ones.

On the Hidden Cost of Silence

Employees often stay quiet about caregiving responsibilities for fear of stigma. Many avoid telling managers because they worry it will make them look less committed. Yet this silence has a cost.

When people feel they must hide such a central part of their life, they disengage. They stop volunteering for stretch projects, avoid career growth opportunities, and eventually burn out or leave. According to SHRM, 42% of working caregivers report career setbacks due to caregiving roles, setbacks rooted not just in logistics but in culture, stigma, and lack of support.

Burnout Isn’t a Buzzword…It’s Real

McKinsey & Company reveals that 37% of adult caregivers report high levels of burnout symptoms: emotional exhaustion, reduced cognitive function, and detachment. These are not abstract concepts; they show up in meetings, in collaboration, and in the overall well-being of the workforce.

The AARP Caregiving in the U.S. 2020 report highlights that emotional stress is the most common strain for family caregivers, with 36% reporting high emotional stress levels. Nearly one in five also report high physical strain from their caregiving role. Burnout is not about dramatic collapse; it’s the slow wearing down of energy, patience, and resilience.

The Ripple Effects Across Industries

Different industries experience the weight of caregiver burnout in unique ways. In healthcare and education, where they are already stretched thin, caregiving responsibilities compound an already high-pressure environment. In corporate sectors, missed meetings or delayed project delivery may become more common, subtly eroding team performance. For frontline workers in retail or hospitality, unpredictable caregiving needs can lead to sudden absenteeism, leaving teams scrambling to fill gaps.

The impact also spans levels of seniority. Entry-level employees may face financial strain when cutting hours, while mid-level managers risk losing career momentum by declining promotions. Senior leaders, too, are not immune. Many face the dual role of caring for aging parents while supporting their own children, a reality that shapes strategic decision-making and stress levels at the top of organizations.

The Economic Toll

The financial effects of caregiver burnout stretch far beyond individual households. Johns Hopkins University finds that nearly 1 in 4 employed family caregivers reported caregiving-related absenteeism or presenteeism (showing up but not fully functioning) in a given month; for those affected, productivity dropped by about one-third, translating to an estimated $5,600 in annual productivity loss per employed caregiver when annualized across the workforce. 

Employees who leave the workforce or step back from promotions reduce not only their own income but also the company’s return on training and investment. At a macro level, AARP estimates the economic value of unpaid family caregiving at $600 billion in 2021, underscoring the scale of care occurring outside of formal systems. This cumulative toll shows why caregiving must be viewed as a core workforce issue, not a private matter.

The Bigger Picture: Why It Matters

The question isn’t just whether caregivers are burning out, but what that means for businesses and the economy. The stakes go beyond individual well-being. Burnout reshapes the trajectory of careers, alters retention rates, and shifts how entire organizations operate under pressure. For leaders, understanding this bigger picture is essential not only to protect their people but also to safeguard long-term business resilience.

Mental Load and Workplace Impact

“Caregiving is no longer merely a personal responsibility—it has become a structural matter with significant implications for businesses and the workforce.” — Emily M. Dickens, SHRM

Working caregivers miss an average of 1.2 workdays per month, translating into an eye-opening $17.5 billion in lost wages monthly, according to the Caregiving in the U.S. 2025 report by AARP and the National Alliance for Caregiving. Those missed days aren’t just about personal obligations; they reverberate through teams, deadlines, and customer relationships.

What Employers Can (and Should) Do

The data doesn’t just highlight problems; it points to solutions. Employers who acknowledge caregiving as a shared challenge rather than a private one can reshape the culture of work. By integrating supportive policies, leadership training, and transparent communication, organizations can turn a potential vulnerability into a source of resilience and trust. Employers can make strategic choices that protect their workforce while improving loyalty and retention.

1. Offer Flexibility

According to the Caregiving in the U.S. 2025 report, nearly 6 in 10 employed caregivers (59%) said that flexible work schedules would be the most helpful support their employer could offer. Among those who had access, the majority reported it made managing responsibilities far easier. Telework options show similar effectiveness, proving that flexibility is not a luxury but a lifeline.

When organizations adapt scheduling and work-from-home policies, caregivers can manage responsibilities without sacrificing their careers. Flexibility is about convenience and sustainability.

2. Normalize the Conversation

One thing we don’t talk about enough: caregivers are some of the most skilled people in the workforce. They’re masters at multitasking, empathy, and crisis management skills that translate directly into leadership potential.

If companies flipped the script and recognized caregiving as a source of strength rather than a liability, they would not only keep these employees longer but also develop future leaders. Yet stigma persists: SHRM notes that 22% of caregivers perceive a negative stigma at work, and 20% report poor treatment from colleagues or supervisors. Open dialogue can change that.

3. Invest in Care & Connection

Care benefits are no longer optional perks; they’re strategic investments. Cariloop’s Future of Benefits report shows that offering resources such as care specialists who guide employees to tailored support can directly relieve burnout.

MarketWatch further highlights that senior-care benefits like referrals or subsidies are slowly becoming more common, though awareness among employees remains low. Employers who proactively communicate and expand these benefits can set themselves apart.

4. Support Mental & Physical Well-Being

Caregivers often put their own health last. That’s why benefits like respite care, mental health services, and caregiver training, particularly for medical tasks, are critical. These offerings not only protect employees’ health but also reduce turnover and absenteeism, creating a win-win for both sides.

In Summary: Why This Matters to Your Business

Supporting caregivers is a business necessity that benefits everyone. Doing so:

• Reduces absenteeism and turnover
  
  
• Boosts employee loyalty, engagement, and productivity
  
  
• Prevents the hidden costs of burnout, such as disengagement and presenteeism
  
  

We’re at a turning point. Workplaces can no longer treat caregiving as a personal issue that employees solve on their own time. This is a workforce issue, a retention issue, and, ultimately, a humanity issue. Employers who rise to meet it will keep not just workers, but committed, resilient, and grateful team members.

At Caily, we understand these challenges firsthand. Our platform helps families stay organized with tools like shared calendars, task delegation, and health management features. By reducing the stress of caregiving logistics, Caily helps caregivers reclaim time and mental energy, empowering them to show up more fully at work and at home.

Frequently Asked Questions About Caregiver Burnout in the Workplace

How common is caregiver burnout among working caregivers?

According to the Caregiving in the U.S. 2025 report, over one-third of family caregivers (36%) report high emotional stress, and nearly 1 in 5 report high physical strain. This shows that caregiver burnout is widespread and affects both mental and physical well-being.
Source: Caregiving in the U.S. 2025 Report: https://www.caregiving.org/research/caregiving-in-the-us-2025/

How much work time do caregivers miss due to caregiving duties?

The Caregiving in the U.S. 2025 report finds that employed caregivers miss an average of 1.2 days of work per month, translating into billions in lost wages across the workforce.

What percentage of caregivers have had to scale back or leave work?

From the Caregiving in the U.S. 2025 report:

• 27% reduced hours or shifted to part-time
• 16% turned down promotions or stopped working temporarily
• 13% changed employers

Are flexible schedules effective?

Yes. Nearly 6 in 10 employed caregivers (59%) said flexible work schedules would be the most helpful support their employer could offer. Among those who had access, the majority reported it made managing responsibilities far easier. (AARP 2025 Report)

Are most caregivers trained for medical support tasks?

Not nearly enough. The Caregiving in the U.S. 2025 report shows only 11% of caregivers have received training for medical responsibilities, and just 22% are trained for more complex medical tasks.