Written by Maria Trapenasso, SVP, National Practice Leader of Human Capital Solutions, NFP
Gaps in family caregiver leave offerings are negatively impacting businesses and employees. Forward-thinking employers are closing those gaps.
Family caregiving is one of the most pressing challenges for today’s workforce. For employees balancing both child-rearing and aging parents, workplace support and resources remain insufficient, leaving many talented professionals struggling to manage their careers alongside critical family responsibilities.
The scale of this gap in support is striking. With only 28% of employers offering family caregiver leave, most organizations have yet to implement meaningful policies, leaving employees in the lurch. Given that the historical boundaries between work and personal life have been erased, employers can no longer afford to treat caregiving as a purely personal matter.
The Impact Is Real
In today’s interconnected work environment, caregiving responsibilities are often the source of significant ripple effects affecting many organizations. Employees in the “sandwich generation” – those juggling childcare and eldercare while maintaining their careers – are often experiencing increased stress, burnout and reduced productivity. Unsurprisingly, without adequate support, these challenges can further lead to absenteeism, disengagement and even workforce attrition.
This issue disproportionately affects employees at the peak of their careers — when their experience and leadership are most valuable — forcing many to make difficult choices between professional advancement and family obligations. Without some type of support, talented professionals, particularly women, are forced to step back from leadership roles or leave the workforce entirely when caregiving demands become overwhelming.
The Business Case for Caregiver Support
Organizations that prioritize caregiver support not only enhance employee wellbeing but also strengthen their long-term business success. Caregiving is more than just a logistical challenge — it carries physical, emotional, social and financial burdens that can impact employee performance and retention. A comprehensive caregiver support strategy goes beyond basic leave policies by integrating flexible work arrangements, wellness initiatives and access to specialized resources.
As our colleagues at Aon have noted, forward-thinking employers are increasingly adopting solutions like ramp-up, ramp-down policies for expectant parents, expanded employee assistance programs (EAPs) that offer virtual healthcare navigation, and partnerships with third-party providers for child and eldercare services. Investing in these initiatives reduces absenteeism, enhances productivity and fosters a culture of empathy and inclusion. Additionally, caregiver-friendly policies help attract and retain top talent, positioning organizations as employers of choice in a competitive labor market.
By proactively addressing caregiving challenges, organizations not only support their workforce through critical life transitions but also drive stronger engagement, morale and overall business resilience.
A Comprehensive Caregiver Support Framework
Successful caregiver support programs typically include several key components:
- Clearly defined eligibility criteria
- Flexible leave use options
- Integration with other leave benefits (e.g., FMLA, PTO, state PFML programs)
- Fair and consistent administration
- Flexible scheduling options
- Remote work opportunities
- Modified work arrangements for caregiving employees
- Emergency leave options for unexpected caregiving needs
- Employee assistance programs (EAPs) offering mental health and caregiving resources
- Caregiver support groups to foster peer connection
- Resource referral services for eldercare, childcare and medical assistance
- Manager training programs to ensure leadership understands and supports caregiving employees
Implementation Challenges
Despite the clear benefits, organizations continue to face several challenges when developing caregiver support programs:
- Overcoming stigma around caregiving responsibilities
- Addressing concerns that caregiving accommodations may hinder career progression
- Encouraging leadership buy-in and normalization of caregiver benefits
- Structuring equitable and legally compliant policies
- Balancing flexibility with consistency across departments
- Ensuring seamless integration with existing leave programs
- Understanding the short-term investment required
- Measuring ROI through improved retention, engagement and productivity
- Balancing immediate financial costs with long-term workforce sustainability
- Considering state-paid leave options to supplement costs
Moving Forward
As workforce demographics continue to evolve, the question isn’t whether to implement caregiver support but how to do so effectively. With nearly two-thirds of employers offering less than three weeks of paid leave, there is clear room for growth in both generosity and scope of these programs.
Organizations that act now have an opportunity to differentiate themselves in the talent market while creating a more resilient and engaged workforce. By implementing comprehensive, equitable caregiver policies, employers can reduce turnover, enhance workplace morale and support employees through critical life transitions.
As the competition for top talent intensifies, caregiver support will no longer be a "nice-to-have" but a strategic imperative. NFP’s Human Capital Solutions team can help organizations develop and implement tailored caregiver support programs that align with both business goals and employee needs.
To learn more about building effective caregiver policies, contact NFP’s Human Capital Solutions team. Our experts will help design and implement tailored programs that drive employee engagement, retention and overall business success.
