Roughly 70% of the nation’s 63 million caregivers also have jobs, meaning that for most organizations, a significant portion of the workforce is balancing professional responsibilities alongside care for children, aging parents, or both.
While this isn’t a new reality, the strain is becoming harder to ignore. According to recent Bright Horizons research, 6 in 10 parents say their work suffers when their personal life becomes overwhelming, highlighting how frequently caregiving responsibilities disrupt focus, productivity, and performance.
At the same time, workforce expectations are shifting. 8 in 10 younger workers say employers should provide customized benefits that address needs at different life stages, signaling growing demand for more flexible, human-centered support.
Together, these pressures reveal a clear disconnect. Employees feel stretched thin — struggling to meet the competing demands of work and life without the support they need to succeed in either. The result is a cycle of stress, disengagement, and productivity loss that affects both people and performance.
Caregiving sits at the center of this challenge. And as its impact becomes more visible, it’s also becoming a defining factor in employee experience and business outcomes.
For employers, the question is no longer whether caregiving matters, but where it shows up most in the workplace. Its effects are visible across productivity, attendance, retention, and culture.
AARP claims that half of working caregivers report arriving late, leaving early, or taking time off to manage family responsibilities. These disruptions ripple across teams, requiring colleagues to step in and slowing overall productivity.
Without reliable care, stepping away from work is often unavoidable. Back-up care solutions help employees stay at work when unexpected gaps arise — whether due to school closures, care breakdowns, or urgent family needs. The result is fewer missed days, more consistent performance, and less strain on teams.
Daily disruptions — from a sick child to gaps in elder care — pull employees’ attention away from work, fragmenting focus and slowing output. Over time, these interruptions add up to meaningful productivity loss.
Beyond the immediate need for care, many employees are also navigating the complexity of finding and coordinating the right support. Identifying appropriate providers, understanding options for specialized needs, and making informed decisions about care can be time-consuming and overwhelming. Access to expert guidance — often referred to as care advising — helps employees navigate these decisions more efficiently by connecting them with personalized, vetted resources and support tailored to their specific situation.
When employees have both dependable care solutions and the guidance to make confident care decisions, they spend less time troubleshooting and more time focused on their work. The result is reduced disruption, improved productivity, and greater peace of mind throughout the workday.
Research from AARP shows that 75% of employees say they would consider leaving their job due to caregiving challenges. When employees feel unsupported outside of work, they are far more likely to seek out employers who recognize and accommodate their needs.
The cost of turnover is significant. Gallup estimates it can range from 40% to 200% of an employee’s salary depending on the role.
On the other hand, support has a powerful impact on retention. In a Bright Horizons survey of employees, 90% say access to back-up care increases their commitment to their employer, making it one of the most effective levers for building loyalty. That impact extends to child care as well. Among employees with access to employer-sponsored child care, 86% say it increases their likelihood of staying with their employer.
When organizations recognize and support the realities of caregiving, they send a powerful signal about what their culture stands for. Not just performance, but people.
Caregiving benefits make that commitment tangible. They demonstrate that employees are valued as whole individuals — not just for the work they produce, but for the lives they lead outside of it.
That distinction matters. It’s what strengthens trust, reinforces belonging, and ultimately creates a culture where employees can sustain high performance over time.
While this isn’t a new reality, the strain is becoming harder to ignore. According to recent Bright Horizons research, 6 in 10 parents say their work suffers when their personal life becomes overwhelming, highlighting how frequently caregiving responsibilities disrupt focus, productivity, and performance.
At the same time, workforce expectations are shifting. 8 in 10 younger workers say employers should provide customized benefits that address needs at different life stages, signaling growing demand for more flexible, human-centered support.
Together, these pressures reveal a clear disconnect. Employees feel stretched thin — struggling to meet the competing demands of work and life without the support they need to succeed in either. The result is a cycle of stress, disengagement, and productivity loss that affects both people and performance.
Caregiving sits at the center of this challenge. And as its impact becomes more visible, it’s also becoming a defining factor in employee experience and business outcomes.
For employers, the question is no longer whether caregiving matters, but where it shows up most in the workplace. Its effects are visible across productivity, attendance, retention, and culture.
Caregiving drives absenteeism and disrupts team performance
Caregiving challenges are a leading driver of absenteeism — and the impact extends beyond individual employees.AARP claims that half of working caregivers report arriving late, leaving early, or taking time off to manage family responsibilities. These disruptions ripple across teams, requiring colleagues to step in and slowing overall productivity.
Without reliable care, stepping away from work is often unavoidable. Back-up care solutions help employees stay at work when unexpected gaps arise — whether due to school closures, care breakdowns, or urgent family needs. The result is fewer missed days, more consistent performance, and less strain on teams.
Caregiving shows up in productivity through constant disruption
Employee disengagement is one of the costliest challenges organizations face, with global losses reaching $8.8 trillion. Yet for many employees, the issue isn’t motivation, it’s the strain of managing caregiving responsibilities without reliable support.Daily disruptions — from a sick child to gaps in elder care — pull employees’ attention away from work, fragmenting focus and slowing output. Over time, these interruptions add up to meaningful productivity loss.
Beyond the immediate need for care, many employees are also navigating the complexity of finding and coordinating the right support. Identifying appropriate providers, understanding options for specialized needs, and making informed decisions about care can be time-consuming and overwhelming. Access to expert guidance — often referred to as care advising — helps employees navigate these decisions more efficiently by connecting them with personalized, vetted resources and support tailored to their specific situation.
When employees have both dependable care solutions and the guidance to make confident care decisions, they spend less time troubleshooting and more time focused on their work. The result is reduced disruption, improved productivity, and greater peace of mind throughout the workday.
Caregiving influences retention more than many employers realize
Caregiving challenges aren’t just personal. They’re a major factor in employee turnover.Research from AARP shows that 75% of employees say they would consider leaving their job due to caregiving challenges. When employees feel unsupported outside of work, they are far more likely to seek out employers who recognize and accommodate their needs.
The cost of turnover is significant. Gallup estimates it can range from 40% to 200% of an employee’s salary depending on the role.
On the other hand, support has a powerful impact on retention. In a Bright Horizons survey of employees, 90% say access to back-up care increases their commitment to their employer, making it one of the most effective levers for building loyalty. That impact extends to child care as well. Among employees with access to employer-sponsored child care, 86% say it increases their likelihood of staying with their employer.
It shapes culture and how employees experience work
Caregiving doesn’t just impact how employees work; it shapes how they experience work.When organizations recognize and support the realities of caregiving, they send a powerful signal about what their culture stands for. Not just performance, but people.
Caregiving benefits make that commitment tangible. They demonstrate that employees are valued as whole individuals — not just for the work they produce, but for the lives they lead outside of it.
That distinction matters. It’s what strengthens trust, reinforces belonging, and ultimately creates a culture where employees can sustain high performance over time.
