5 Ways Businesses Can Support Employees Who Are Caregivers

Chad Birt

Written by Chad Birt on Tue Nov 29 2022.

Mother and adult daughter laughing.

Up to 73% of employees have some type of caregiving responsibility, according to a recent report. With such a large number of caregivers contributing to the American workforce, you might think more companies would offer benefits to support them. But up until recently, that wasn’t the case. 

“The COVID-19 pandemic shined a light upon the caregiving crisis in our country and its impact on the workforce,” said Max Mayblum, a Certified Senior Advisor (CSA) and the founder and CEO of Givers, a caregiver savings and support platform. 

“Even after the pandemic subsided, caregiving remains the second-largest factor keeping people out of work, only behind early retirements,” said Mayblum. “A recent Givers study of over 1,000 caregivers found that 1 in 3 plans to leave their jobs in the next 2 years to focus on caregiving."

Here are 5 ways businesses can support caregiver employees to help them retain talented individuals and support the needs of their workforce.

Why Don't Companies Include Caregiver Support in Their Benefits Packages?

It’s not that companies don’t want to support employees who are caregivers –– most do! “One of the primary reasons companies are hesitant to include caregivers in their benefits packages is due to cost,” said Matt Teifke, a real estate investment professional committed to supporting his team members and the founder of Teifke Real Estate. “Often, these benefits are expensive to provide, and smaller companies don’t have the funds to make the investment.”

Other times, companies have the budget but aren’t familiar with the struggles their employees deal with on a daily basis.

“Many employers don’t have a clear understanding of the value of offering caregiving benefits,” Teifke said. “or, they underestimate the amount of caregiving work that’s actually being done.”

“I think it's important to note that caregiving benefits don't have to be expensive or complicated. Even small gestures can make a big difference in helping your team members balance their work and caregiving responsibilities.”

How Can Businesses Support Employees Who Are Family Caregivers?

There are various ways businesses can support employees who are caregivers, including:

1) Offer flexible scheduling

Many businesses offered remote work and/or flexible scheduling during the peak of the COVID pandemic. Many companies are now calling employees back to the office. Unfortunately, a rigid work schedule can be especially challenging for family caregivers. 

Accommodating your team members’ busy schedules shows compassion and empathy. Plus, there’s no specific way to do it. You can get as creative as you want!

For example, flexible scheduling might mean:

  • Allowing team members to work from home

  • Implementing 4-day workweeks

  • Offering co-working positions (where two people perform the same duties in part-time shifts)

  • Allowing hybrid schedules (i.e., letting employees work a number of days in the office and a number of days at home)

Don’t be afraid to try different things. You can even create a questionnaire and ask team members for feedback.

2) Include respite services in your corporate benefits plan

More than 1 in 5 Americans provide unpaid care for a friend or family member. So, there’s a good chance many of your employees can benefit from respite services. 

Respite services provide short-term relief for primary caregivers. And, with programs like Papa, you can offer these services as part of your corporate benefits package.

Papa provides flexible family care to employees. It pairs professionals called “Papa Pals” with your team members to promote a healthy work/life balance.

Respite benefits are ideal for:

  • Working parents

  • Employees with older loved ones at home

  • Employees who are injured or recovering from surgery

  • Employees with pets

Including respite services in your corporate benefits package shows a commitment to your workforce’s well-being. Plus, it can help prevent turnover and give your team members peace of mind.

3) Provide free resources and support 

You don’t need to spend a fortune to make a difference in the lives of your team.

“Even small gestures, such as providing employees with access to online resources and support can make a big difference in helping them balance their work and caregiving responsibilities,” Teifke said.

For example, you could host a support group for employees who are parents or family caregivers. Schedule a meeting once a month or every other week, and use the time to share your experiences and feelings, coping strategies, or tips and suggestions.

Host virtual get-togethers over Zoom, Google Chat, or FaceTime if your team is remote. Consider creating a caregiving portal on your company website if you have the budget. Employees could use their login info to access helpful resources, including:

  • National Family Caregiver Support Program

  • Family Caregiver Alliance

  • Elder Care Locator

  • Information about where to find emotional support

  • Information about transportation access

  • Access to mobility devices (i.e., wheelchair or walker rentals)

Don’t be afraid to start small, and make sure to include your team members in the conversation. They may be able to suggest local resources that you haven’t heard of.  

4) Offer logistical support

Did you know 83% of employee caregivers use sick days to provide care? Offering some type of logistical support can prevent this common scenario from happening. Take a program like Wellthy, for example. 

Wellthy works with employers, families, and health plans to tackle the administrative and logistical tasks of care. It combines cutting-edge technology and experienced care professionals to deliver affordable, compassionate, and scalable care. 

Logistical support services may include:

  • Legal (i.e., power of attorney, advance directives, and wills)

  • Financial (i.e., social security)

  • Medical (i.e., doctors, prescriptions, lab results)

  • Social and emotional (i.e., memory care and support groups)

  • Transportation (i.e., rides to and from appointments)

5) Offer financial support

Family caregivers spend an average of $7,242 annually on caregiving supplies and related expenses. Wouldn’t it be nice if there was a way to give some of that money back? With an employer program like Givers, you can. 

Many states offer financial support to family caregivers, but they can be hard to find if you don’t know where to look. When employees sign up and provide their personal information to Givers, the program goes to work, saving them money. 

With Givers, employees can:

  • Identify care-related purchases and get tax write-offs

  • Find tax credits, state programs, and Medicaid reimbursements they qualify for

  • Enroll in entitlements programs that most people don’t know about

“We also offer the first flex card made specifically for family caregivers,”  Mayblum said. 

There’s even a private community for members. Family caregivers can support one another,  commiserate, or message directly with a caregiving coach.


Today’s tight job market and economic uncertainty present various challenges for business owners. But you can reduce turnover and keep team members happy by fostering an inclusive environment that supports caregivers. Supporting the caregivers on staff may give your business a competitive advantage.

“Offering caregiver benefits shows you value your employees and recognize the difficulties of managing both work and caregiving responsibilities,” Teifke said. “Providing these benefits sends the message that your organization cares about its employees and is willing to make the necessary investments in their wellbeing. This can help to attract and retain top talent.”

“Additionally, it can help foster goodwill and loyalty among your employees, resulting in higher morale and increased productivity.” 

Parents and other unpaid family caregivers are superheroes. Make sure your team members know it!

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Chad Birt
Chad Birt

Chad Birt is a freelance medical writer who resides in Astoria, Oregon. When he isn't behind a keyboard, you can find him hiking, camping, or birdwatching with his wife Ella and their two dogs, Diane and Thoreau.