Supporting caregivers at work
Many employees quietly balance full-time jobs with caring for aging parents, children, or family members or friends with disabilities. Supporting working caregivers helps businesses keep skilled employees, lower employee stress, and build a positive, productive workplace. Use this guide to understand your employees' needs and take simple steps to support them.
Key things employers need to know
1. Caregiving affects many of your workers.
A hidden challenge: Nearly 1 in 5 workers are caregivers, but many feel hesitant to talk about it at work.
Impact on work: Without support, caregivers may struggle with fatigue, stress, or need to cut back hours, which leads to lost productivity and higher turnover.
2. Flexible schedules keep top talent.
Give options: Flextime, compressed workweeks, and remote work options let employees manage doctor visits or home emergencies without missing work.
Focus on results: Base performance on the quality of work done rather than the exact hours spent sitting at a desk.
3. Simple benefits make a big difference.
Offer practical help: Connect workers with Employee Assistance Programs (EAPs) that provide free counseling, legal advice, and eldercare referrals.
Help cover care costs: Offer Dependent Care Flexible Spending Accounts (FSAs) or emergency back-up care programs to ease financial stress.
4. Train managers to be understanding and fair.
Teach supervisors: Train team leaders to listen with empathy, talk openly about available benefits, and avoid discrimination against caregivers.
Protect rights: Ensure caregiver status is never used against an employee during promotions, hiring, or performance reviews.
5. Create a supportive workplace culture.
Start support groups: Encourage Employee Resource Groups (ERGs) where working caregivers can share tips and support each other.
Share resources often: Remind staff regularly about available leave policies, mental health benefits, and local caregiving resources.
6. Offer paid leave for family medical needs.
Provide time off: Give employees access to paid family leave or let them use sick days to care for an ill family member or handle medical emergencies.
Protect their jobs: Clear leave policies give workers peace of mind so they can step away during a health crisis and return to work without fear of losing their jobs.
Supporting working caregivers is good for people and good for business. When employees feel supported during challenging personal times, they are more loyal, less stressed, and better able to do their best work. Small changes in flexibility and empathy can make your company a place where great people stay and thrive.
Where can employers learn how to build caregiver-friendly policies?
Employers can use these guides to build supportive policies that improve workplace culture, prevent discrimination, and retain valuable workers.
AARP Employer Resource Center: Free guides and actionable frameworks to help small and large companies design caregiver-friendly benefits and retention strategies.
SHRM's Resource Guide for Employers: Step-by-step tools created by national caregiver organizations to help HR managers train leaders and improve workplace culture.
U.S. Equal Employment Opportunity Commission (EEOC) Best Practices: Clear rules and proactive steps from the federal government to help employers create fair workplace policies, prevent caregiver discrimination, and support workers with caregiving duties.
What benefits can companies offer to help working caregivers?
To support workers with caregiving duties and keep them from leaving their jobs, companies can offer helpful benefits like pre-tax savings accounts to pay for care, emergency back-up care programs, and free counseling.
Dependent Care FSAs: Pre-tax savings accounts that allow employees to use pre-tax dollars to pay for adult day care, elder care, or child care.
Back-Up Care Programs: Services that provide emergency, subsidized home care or adult day care when an employee's primary caregiver is unavailable.
Employee Assistance Programs (EAPs): Free, confidential services that connect employees with short-term counseling, legal help, and navigation specialists for elder care.
What else can you offer to support caregivers in your employment? Consider surveying your workforce to learn how to better meet their needs.