5 key takeaways for supporting employees who are caregivers

Actionable insights to help employers empower and support caregiving employees.

The latest survey from the National Alliance for Caregiving, sponsored by New York Life, sheds light on an often-overlooked reality in the workplace today. Today, 63 million Americans are caring for someone with complex medical or developmental needs. Nearly one in four caregivers also has children at home. And 70% of caregivers under age 65 are balancing that responsibility with paid employment.

As employers, understanding and addressing the unique challenges faced by employees who are caregivers can foster a supportive, productive, and engaged workforce.

Here are five actionable insights from the survey to help employers better meet the needs of their caregiving employees:

1. Caregiving is more common than you realize

The 2025 survey revealed an astounding 45% increase in the number of caregivers since 2015, with 63 million adults now in caregiving roles. Among these, 70% are in paid employment, meaning caregiving responsibilities often directly intersect with workplace obligations. This data highlights the pressing need for employers to acknowledge how pervasive caregiving is and to normalize discussions around it within their organizations.

Actionable tip for employers:

• Conduct surveys or hold confidential conversations to identify caregiving employees and assess their needs. Recognizing their reality is the first step to tailoring support systems.

2. Caregiving is a labor-intensive responsibility

On average, caregivers devote 27 hours per week to caregiving tasks, with nearly a quarter dedicating 40 or more hours weekly. Many (84%) assist with three or more instrumental activities of daily living (IADLs), including tasks like managing finances, preparing meals, and arranging transportation. Alarmingly, only 11% of caregivers report receiving formal training to prepare them for hands-on care.

Actionable tip for employers:

• Offer flexible scheduling or remote work options to help employees better balance caregiving responsibilities with work commitments. Consider organizing caregiver resource sessions and connecting employees to training support or services.

 3. Caregiving has financial impacts

Nearly half of all caregivers report experiencing negative financial impacts. One-third of caregivers have stopped saving money, while 24% have depleted short-term savings. These financial stresses are compounded for employees without robust workplace benefits or programs to ease their burden.

Actionable tip for employers:

• Introduce financial wellness programs and resources. Provide access to an employee assistance program (EAP) or offer stipends or subsidies to offset caregiving expenses like medical supplies, transportation, or home care services.

 4. The mental health toll of caregiving can't be ignored

Nearly two-thirds of caregivers (64%) report experiencing moderate to high emotional stress, making emotional well-being a significant concern. On average, caregivers also report 7 mentally unhealthy days each month, underscoring the ongoing toll on daily life.

Actionable tip for employers:

• Promote mental health counseling services, resilience programs, and peer support groups within the workplace. Normalize conversations around mental health and caregiving through initiatives like wellness webinars or caregiving networks.

5. Caregiving employees want to feel empowered at work

Although 51% of caregivers report that caregiving gives them a sense of purpose, 56% felt they had no choice in taking on the caregiving role. Those who felt they had no choice are significantly more likely to feel isolated, have poor mental health days twice as frequently, and experience a greater toll on their physical health. Employers who empower caregiving employees with choices and a supportive environment can make a profound difference.

Actionable tip for employers:

• Implement caregiver leave policies, incorporate caregiving support into onboarding, and maintain ongoing dialogue about how caregiving intersects with workplace responsibilities. Providing information about how caregiving tools, such as remote monitoring devices, can alleviate responsibilities may also help.

Building a caregiver-supportive workplace

Employees who provide care for loved ones are managing a delicate balancing act, pouring time, energy, and resources into both their personal and professional responsibilities. Organizations that demonstrate understanding and flexibility can play a vital role in helping caregivers succeed across both dimensions.

Supporting caregiver employees isn’t just the right thing to do; it’s also a business advantage. Organizations with inclusive policies for caregivers are more likely to retain talent, foster loyalty, and cultivate higher productivity. To get started, use insights from the National Alliance for Caregiving survey and consider how you can embed empathy and care into your workplace culture.

All data taken from Caregiving in the US 2025, The National Alliance for Caregiving (NAC) and AARP. https://www.aarp.org/content/dam/aarp/ppi/topics/ltss/family-caregiving/caregiving-in-us-2025.doi.10.26419-2fppi.00373.001.pdf

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