If you’re not a caregiver, someone you know likely is.
One in five Americans — 53 million people — serve as unpaid caretakers for vulnerable adults, making them the fastest-growing employee demographic in the U.S.
With people living longer and an aging population, we are in a caregiving crisis, costing workplaces billions in lost productivity.
More than half of Americans in their 40s are part of the “sandwich generation,” juggling care for both older adults and children. Gen Z has not escaped this silent epidemic, with at least 3 million adults under 25 caring for older adults.
Caregiving demands are complex and never-ending. It’s a full-time job that doesn’t pause for holidays or special occasions. The emotional and physical toll of caring for a loved one is immense, often leading to high rates of depression, increased risk of heart disease, and other health issues due to high stress levels and lack of time for self-care.
Nearly 70% of family caregivers report difficulties balancing career and caregiving responsibilities, forcing one in three to quit their jobs. For those who stay working, most have to leave work early, decline additional projects, or miss out on promotions or career growth.
Solving the caregiving crisis falls to many. Federal, state, and local governments can do more to ease the financial and emotional stress on caregivers. AARP is one of many groups fighting for legislation to better support caregivers, including a caregiver tax credit of $5,000 a year.
Workplaces cannot solve all these problems, but they can do more to help through flexible work, mental health support, and a caring culture. Nearly half of caregivers say their managers aren’t aware of their responsibilities, and many hesitate to tell their leaders about their caregiving duties out of fear it will negatively impact their job or career aspirations
It’s time to change that. Normalizing caregiving conversations should be a priority for any leader who champions employee well-being — something every leader can do, no matter the size of their company or budget.
An upcoming two-hour documentary, produced by actor Bradley Cooper and sponsored by Otsuka, will air on PBS on June 24, 2025. It aims to help people better understand the caregiving experience and is a great way to start conversations at your workplace.
It’s not easy for a caregiver to come forward and talk about what they’re going through, so they keep silent. What can you do to help? Start the conversation. Here’s how:
1. Share a message from leadership.
Creating a supportive culture starts with leaders. It’s on them to create an environment where employees feel comfortable discussing their caregiving responsibilities without fear of stigma or judgment.
Ask a senior executive to share their experience or simply acknowledge that caregiving is safe to talk about. For example: “We want to better serve this population of our workplace and hear what might be helpful.”
Normalizing caregiving conversations should be a priority for any leader who champions employee well-being.
When leaders talk about what often goes unsaid — such as caregiving, grief, or mental health — it has a powerful impact.
Ellen McGirt, editor-in-chief of Design Observer, recalled when Chuck Robbins, CEO of Cisco, was moved by the news of Anthony Bourdain and Kate Spade’s suicides a few years ago.
“He asked his senior team, ‘Could people be suffering, and I not know it?’ And he wrote a letter to the organization flagging this and asking people to reach out if they needed help. He got flooded, and it changed the way the organization dealt with mental health,” said McGirt, who was a caretaker for multiple vulnerable family members while working full-time, on the Better podcast from Great Place To Work.
(For the full interview, listen to our Supporting Caregivers at Work episode embedded below, which is also available on your favorite podcast platform.)
2. Talk about it in team meetings.
Emphasize to your team that you support anyone facing challenges, like caretaking, outside of work. Ask how they’re doing and if they need extra flexibility — and be prepared to follow-through on the support you’re extending.
3. Address the topic in 1:1 check-ins.
If employees don’t feel comfortable sharing in a team meeting, bring it up in 1:1 meetings. Ask: “Are you a caretaker for a family member, or anticipate you will be? What are your challenges? How can I support you?”
If this is something they’re facing, follow-up to learn what you can do: Ask: “Would you prefer I don’t ask how you’re doing?” “Do you prefer coming to me if and when you need something?” “Would you’d like me to share this with team members so they understand you might not be able to stick to business as usual?”
It’s not easy for a caregiver to come forward and talk about what they’re going through, so they keep silent. What can you do to help? Start the conversation.
4. Create support networks.
Create an Employee Resource Group, or Teams/Slack channel where employees can share their experiences and get support. Offer to connect them with someone who’s been through something similar. You don’t need to be a therapist to offer support. Sharing your experiences can be invaluable. Beyond the tactical side of caregiving is the emotional side, which can be overwhelming to handle alone, especially in remote environments. Caregiving is complex and difficult to articulate. That burden is relieved if you’re talking with someone who’s been through it.
5. Offer flexible work options.
Offering flexible schedules or remote work options is critical for caregivers. Their journeys can be long or short, and a flexible schedule is essential. According to a survey from the Rosalynn Carter Foundation, the most useful employer benefits are: flexible scheduling, remote work, reducing hours, job sharing, and specialized caregiver services.
6. Help with conversation starters.
Many people don’t know what to say to a caretaker, so they often say nothing. It’s best to show care.
For example: “I hope you’re doing okay. I’m here if you ever want to talk.” Or, “I’m thinking of you. I know this holiday is going to be different for you and your family.”
7. Provide resources.
- Share support services and resources available for caregivers, such as counseling or respite care.
- Consider helping with memberships to Care.com or groups like The Caregivers Journey.
- Offer access to mindfulness apps like Calm or Headspace.
- Curate books, podcasts, and other resources for your employees, as Osaka and Hilton have done.
8. Review and update benefits.
Look at your Employee Assistance Programs to ensure they provide adequate support: Do you offer caregiver benefits, such as paid caregiver leave? Adequate mental health and financial assistance? Emergency care support? Access to a caregiving marketplace to help workers find qualified caregiving help, as Cisco has done?
Every leader today can do more for their employees who are caregivers for vulnerable adults. It’s not always easy to know what to say or do, but doing nothing is not the answer.