You Have Employees That Are Caregivers: Here’s What It Means for Your Workplace

‍She’s leading the team check-in, camera on, virtual background up, and smile steady, while mouthing “I’ll be right there” to a loved one just outside the frame. Sound familiar?

Let’s be real: work-life balance has always been a bit of a unicorn. Balance looks different for each of us, and even for one person it can shift and evolve over time. But for employees who double as caregivers, especially those caring for aging parents or loved ones, that balance isn’t just elusive, it’s exhausting. If we’re honest with one another, it becomes clear that work and life aren’t always neatly divided. More often, they’re intertwined in ways that are complex and challenging. 

The Work-Life Balance of Caregivers

As HR professionals, team leads, and just humans who care about our coworkers, it’s time we recognize caregiving for what it is: another job that many people are doing in addition to the one we hired them for.

And here’s the thing: most of them aren’t talking about it. They’re quietly rescheduling meetings to make doctor’s appointments, slipping out early to manage medication mishaps, and somehow showing up with smiles on their faces even when they’re running on fumes. Perhaps I’m getting ahead of myself, but I have no doubt this message strikes a chord for you or you just pictured someone on your team that you’re rooting to succeed in the workplace. 

So let’s talk about it. Let’s make caregiving a part of the employee experience and not a career-ending confession.

The Quiet Reality: Your Workplace is Full of Caregivers

If you look around your office (or your virtual gallery in Zoom, Teams, or Google Hangout), chances are that 1 in 5 of your coworkers is providing regular care for an aging loved one. In addition, according to Harvard Business School, 73% of people report having some type of current caregiving responsibility. That number is only going up at a startling rate. 

A few numbers that may surprise you:

• Over 53 million Americans are unpaid caregivers.
• 61% of these caregivers also hold full-time jobs.
• They’re spending an average of 24 hours a week caregiving on top of their paid work.
• 1 in 3 have left a job or scaled back hours because of caregiving duties.

Let that sink in. A third of our workforce is burning the candle at both ends, and many are quietly choosing between their job and their family. That’s a choice no one should have to make.

And what’s even worse is that many of them believe that choosing their family means losing credibility, promotions, or even their job, without ever having the conversation. This could be one of your top performers right now. The person who always delivers, who keeps the team afloat, who says “yes” even when they already know they have a date with their computer at 11PM after putting their loved ones to bed. Not because they’re fine, but because they’re afraid to be honest. And unless we create cultures where care isn’t hidden but honored, where asking for support is a sign of trust, not weakness, we risk losing them.

I don’t know about you, but I don’t want to lose them. 

How Caregiving Shows Up at Work

Sometimes caregiving is obvious: your employee’s mom is in the hospital and they’re open about needing time off. But more often, it’s subtle: frequent early log-offs, mental fog, stress-related sick days, and turned down promotions they didn’t feel they could handle.

Here’s what the data tells us:

• 70% of working caregivers experience work-related difficulties.
• Productivity dips by up to 20%, not from lack of dedication, but from sheer overload.
• Companies lose over $38 billion a year in productivity due to caregiver absenteeism.
• And let’s not forget the emotional toll: nearly half of caregivers report symptoms of depression and anxiety.

Now imagine these stats apply to someone on your team. Maybe it’s the person who always turns in great work, but lately seems stretched thin. Maybe it’s the one who never takes PTO unless there’s a family “emergency.” Odds are, you already know a caregiver, you just may not know they’re a caregiver.

What We Can Do as Employers (and Humans)

No one took their job because they were pumped about paperwork. Most of us are here because we care about people or are driven by a mutual mission. We want to build workplaces where folks can grow, thrive, and feel like they matter, not just for what they get done, but for who they are.

“When we make space for caregiving, we create something better: a workplace where people can bring their whole selves.”

Personally, I love helping someone lean into what excites them and what they’re genuinely curious about, and helping them pursue that no matter what may be going on in their personal or professional lives (as many of my admired mentors have done for me). Watching people grow into themselves, on their own terms? That’s the good stuff. And I truly believe that when people feel supported in what matters most to them, they show up with more energy, effort, and ability to execute.

That includes the messy, meaningful parts of life that don’t fit on a résumé…like caregiving. When we pretend those responsibilities don’t exist, we force people to choose between being a good employee and being there for the people they love. But when we make space for it, we create something better: a workplace where people can bring their whole selves.

I’m not saying we need to make work deeply personal all the time, but a few thoughtful shifts in how we show up for each other can go a long way without being a hurdle to getting things done. If you need a little help, SHRM is a great place to start, whether you’re just starting to assess your caregiving support or looking to improve it for your employees. 

Other Solutions

• Flexible hours: Trust people to manage their time. Many already are.
• Normalize the conversation: Let employees know it’s okay to talk about caregiving. Offer listening ears, not just policies.
• Invest in tools: Apps like Caily help caregivers manage meds, doctor visits, family coordination, and more, all in one place.
• Offer caregiver benefits: A monthly stipend, access to professional care planning, or even just a few extra PTO days for caregiving can make a huge difference.

And don’t underestimate the power of a simple “Hey, how are you holding up?” when someone looks like they’ve just run a marathon, reheated their coffee three times, and lived a full day before 9AM hits.

Why It Matters to the Business (Besides Just Being Good Humans)

I know, I know… we’ve all got budgets to justify and EBITDA to protect. So here’s the ROI on caregiving:

• Companies with supportive caregiving policies see higher retention, better morale, and lower healthcare costs.
• Employees who feel supported are 3x more likely to stay and 4x more engaged.
• Replacing an employee who leaves due to caregiving can cost up to 200% of their annual salary. Yep, that hurts. 

So yes, showing up for caregivers is compassionate. But it’s also smart, because pretending life stops at the office door isn’t leadership, it’s denial.

One Tool That’s Helping: Meet Caily

Imagine trying to coordinate doctor’s appointments, track medications, organize insurance documents, and communicate with siblings all while leading a marketing campaign, a sales team in the fourth quarter, or a new product launch. Sound familiar?

Caily is the all-in-one caregiving app that helps employees:

• Set reminders for medications and check-ins
• Log health updates and share with family
• Store legal and medical docs securely
• Coordinate and delegate care tasks between family members
• Monitor emotional well-being for all involved

It’s simple. It’s secure. And it’s built for real people, no matter their comfort with technology.

Let’s Be the Workplace People Don’t Want to Leave

If we want to build workplaces that people can grow in, not just survive, we have to care about their whole lives. That includes the moments they’re not in the office (or the Zoom room).

Let’s build the kind of workplace where people can say with confidence: “I don’t have to choose between my job and the people I love.” Because in the end, that’s what support really looks like.

Caily is the caregiving app that helps employees manage care responsibilities without losing themselves (or their jobs) in the process.

Want to help your team manage the mental load of caregiving? Join the waitlist today or send me a message on LinkedIn as I’m giving early access to a small group of forward-thinking employers, and I’d love to include you.

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FAQs About Caregiving at Work

How common is it for employees to be caregivers?

Very. Nearly 1 in 5 full-time workers are caring for an aging or ill loved one.

Are most caregivers women?

While anyone can be a caregiver, 61% of caregivers are women, and many are mid-career professionals balancing caregiving and career growth.

Can caregiving affect mental health?

Yes. Caregivers experience higher levels of stress, anxiety, and burnout, especially when they feel they have to hide their situation at work.

What’s one thing I can do today to help?

Start the conversation. Let your team know you see them, you support them, and you’re open to helping make it easier for them, during work hours and after.

Are apps like Caily easy to use?

Yes! Caily was designed to be intuitive, secure, and inclusive. If your employees can handle Slack and Word, they’ll love Caily’s all-in-one platform.