We all remember those moments when someone showed us kindness without us asking—when a simple gesture made all the difference. For employees juggling full-time jobs and unpaid caregiving, these moments aren’t just nice to have; they can be life-changing. But how can business leaders offer meaningful support? Where do you start?
This isn’t just about benefits. It’s about embedding real, practical support into your workplace culture. When done with intention, small actions create a work environment where caregivers feel seen, valued, and able to thrive.
My Story: The Power of Small Acts
Caring for my father while managing my career taught me something invaluable: support doesn’t have to be grand to be meaningful. The moments that made the biggest impact weren’t elaborate—they were a warm cup of tea, a simple check-in, or a colleague’s understanding nod when I needed to step away.
That experience fuels my passion for helping business leaders foster that same sense of support. When leaders know their employees—their names, their families, their challenges—real change happens.
I spent years developing technology to help humans be more human, not by replacing compassion but by making it easier to provide. I wanted to help you create a workplace where caregiving employees feel supported in ways that are practical, natural, and impactful, without breaking your budget.
Because this isn’t about adding more benefits. It’s about small, thoughtful actions that not only improve engagement and retention but also build a culture where employees don’t feel they have to choose between their job and their loved ones.
The Hidden Caregiving Crisis at Work
For generations, working parents have had to balance careers with caregiving. And while it’s now widely accepted to talk about the challenges of raising kids while working, the same can’t be said for employees caring for aging parents, spouses, or loved ones with life-limiting illnesses.
Many caregivers keep their struggles quiet, fearing it will affect their career opportunities. I can count on one hand the number of employees who’ve told me they felt confident their manager would be supportive.
At the same time, many leaders don’t know how to start the conversation and, as a result, they lose valuable team members who feel unseen and unsupported.
It doesn’t have to be this way.
Imagine a workplace where employees, especially caregivers, feel valued and understood. Many leaders believe they’ve built that culture because they offer good benefits, but real support goes beyond policies.
What if supporting caregivers was as simple as a manager checking in, human to human? Or offering a private space for an employee to take a sensitive phone call? These small acts don’t require a major budget, but they create a culture of care.
The Financial Case for Supporting Caregivers
Ignoring caregiving employees isn’t just a human issue, it’s a business one.
- U.S. businesses lose an estimated $33.6 billion in productivity each year due to caregiving-related stress.
- Employees with high caregiving stress cost 50% more in healthcare expenses due to increased health risks.
- Companies that fail to support caregivers see higher turnover, leading to expensive recruitment and training costs.
Think this doesn’t apply to your small or mid-sized business? It does. Use Caregiven’s free Caregiver Impact Number calculator to see how unsupported caregivers may be affecting your bottom line.
Small, Meaningful Actions That Make a Big Difference
You don’t need a formal policy to make an impact. Here are some simple, no-cost ways to build a more caregiver-friendly workplace.
1. Notice and Acknowledge Their Reality
If an employee suddenly starts keeping their phone face-up during meetings, they may be waiting for an urgent update on a loved one’s health.
Instead of ignoring it, or worse, making them feel guilty, acknowledge it. Let them know you’ve been there, whether it was waiting for a doctor’s call or refreshing a browser for concert tickets. If coworkers can excuse someone trying to get Taylor Swift tickets, they can understand someone checking in on their aging parent.
2. Open the Conversation Through Vulnerability
You don’t have to ask direct questions. A simple, casual remark about your own experience can open the door.
Mention that you spent the weekend helping your mom with home maintenance or that you’re noticing how lonely your dad seems since retiring. These small comments signal to caregiving employees that they’re not alone and that their struggles are understood.
3. Offer Flexibility Where Possible
Caregiving is unpredictable. A little flexibility, whether in scheduling, remote work options, or adjusted deadlines, can make all the difference.
4. Show Trust
Let your employees know you trust them to manage their responsibilities, both at work and at home.
Support doesn’t always have to be verbal. A simple nod of understanding when they leave early, or a reassuring tap on the shoulder when they stay late, speaks volumes.
5. Lead by Example
If you’ve never been a caregiver, think about another time in your life when outside stress made it hard to focus at work.
You don’t need to have the perfect words. Sometimes, presence and understanding are enough. Be the kind of leader you wish you’d had during a difficult time.
6. Prioritize Mental Health Over Assumptions
Not every caregiver struggles in the same way. Many find deep meaning in caregiving, even when it’s stressful. Keep conversations open-ended so employees can define their needs.
7. Help Employees Navigate Resources
Caregivers are often too overwhelmed to research benefits, so connect the dots for them.
Offer to help them map their benefits to their caregiving situation, showing how their health plan, dental insurance, or 401(k) might have caregiver-specific support.
Want a ready-made Caregiver Benefits Map? I can help you create a customized resource.
Acta Non Verba: Deeds, Not Words
This was my father’s school motto, and it shapes how I approach caregiving advocacy in the workplace.
Anyone can say they support caregivers. But real change happens through action.
- Instead of choosing a random charity for your next fundraiser, pick one with personal significance to a caregiving employee.
- When organizing a company wellness event, tie it to a cause that matters to your team, like a walk for Alzheimer’s awareness.
- Make company events caregiver-inclusive so employees don’t have to choose between participating and caring for a loved one.
Small actions create real change. Even if the impact isn’t immediately visible, it leaves a lasting impression. Employees who feel seen and supported will repay that care with loyalty, engagement, and commitment.
Final Thoughts: Caregiving Support Is a Competitive Advantage
This isn’t about making caregivers a special category. It’s about ensuring employees don’t feel they have to hide their struggles.
You may already have the resources caregivers need, you just don’t realize it.
By taking small, intentional steps, you can foster a workplace where caregiving employees don’t just survive, they thrive. And when employees thrive, so does your business.
