The majority of parents are balancing work and caregiving, with 74% of mothers and 93% of fathers participating in the workforce in 2023. And those numbers don’t even account for those balancing work and an aging parent. Yet, many of these caregiving employees feel unseen at work.
National Caregivers Day on February 21 is the perfect opportunity for HR leaders to recognize and support the caregivers on their teams.
Supporting employee caregivers isn’t just the right thing to do—it’s good for business. When companies take steps to help, they see higher engagement, increased retention, and a stronger workplace culture. Here’s how you can show up for the caregivers in your workforce—not just on National Caregivers Day, but all year long.
Recognize caregivers and make their work visible
Many caregivers don’t talk about their responsibilities at work. They might worry about bias, career setbacks, or the perception that they aren’t as dedicated to their jobs. HR leaders can help by normalizing conversations about caregiving and creating an environment where employees feel comfortable being open.
Simple ways to acknowledge caregivers:
- Send a company-wide message on National Caregivers Day recognizing the contributions of working caregivers.
- Provide an anonymous feedback channel. Let caregivers share what support would be most valuable without requiring them to self-identify.
- Encourage leadership to set the tone. When managers share their own caregiving experiences, it creates a culture of openness and support.
A simple “we see you, and we appreciate you” can go a long way in helping caregivers feel valued.
Offer flexibility that actually works
Caregivers don’t need empty gestures—they need real flexibility that helps them manage their work and personal responsibilities without burning out. While big policy changes can take time, there are immediate steps HR leaders can take to create a more caregiver-friendly workplace.
Ways to build flexibility into your workplace:
- Encourage results-driven performance. Instead of measuring success by hours clocked-in, focus on outcomes.
- Train managers to support caregivers. Ensure that direct supervisors understand how to provide flexibility without making employees feel like they’re asking for a favor.
- Implement core meeting hours. A set block of hours for meetings and collaboration gives caregivers more control over their schedules.
- Offer remote or hybrid options when possible. Many caregiving tasks happen during the 9-to-5—giving employees control over their location can make a huge difference.
Make time off more accessible
Even the most dedicated employees need time away from work to handle caregiving responsibilities. But if your time-off policies are unclear, rigid, or difficult to use, caregivers may not take the time they need—leading to stress, exhaustion, and even resentment.
What HR leaders can do:
- Reevaluate your PTO and leave policies. Do they provide enough support for caregivers? Are they easy to use without jumping through hoops?
- Ensure employees know their options. Many employees don’t realize they qualify for Family and Medical Leave Act (FMLA) protections or other caregiver benefits. Make this information accessible and easy to understand.
- Consider offering a caregiving leave policy. Some companies are implementing additional paid time off specifically for caregiving needs, separate from vacation or sick days.
Even if your company isn’t in a position to expand leave policies, making the existing ones easy to understand and access can make a huge impact.
Provide resources that lighten the load
Caregiving responsibilities don’t end when employees log in for work. That’s why some companies offer care benefits that help employees manage their responsibilities without sacrificing career growth or personal well-being.
Workplace resources that support caregivers:
- Employer-sponsored memberships to Care.com, making it easier for employees to find qualified caregivers.
- 24/7 access to a care concierge who can provide expert guidance in life’s challenges—big or small.
- Backup care for kids, adults, and pets can help support employees when their regular care plans fall through.
- A Care Spending Account to help employees offset the costs of child care, senior care, tutoring, pet care, and more.
Even if your company doesn’t have formal care benefits, providing a list of trusted resources—such as local caregiving organizations, legal aid, or financial planning services—can be a meaningful way to help.
Create an employee caregiver network
Sometimes, the best support comes from others who truly understand. Employee resource groups (ERGs) for caregivers provide a safe space for employees to share experiences, swap advice, and find emotional support.
How to start an employee caregiver group:
- Find an executive sponsor to support the initiative.
- Provide a dedicated space (virtual or in-person) for caregivers to connect.
- Encourage knowledge-sharing. Caregivers often have insights into useful tools, services, and coping strategies.
- Promote the group year-round. National Caregivers Day is a great kickoff, but consistent support is key.
ERGs can be incredibly effective, and they don’t require a big budget—just a commitment to fostering connection.
Take action this National Caregivers Day
Recognizing and supporting caregivers in the workplace doesn’t require massive policy overhauls. Small, meaningful steps—like fostering open conversations, offering flexibility, and making time-off policies more accessible—can have a profound impact on employee well-being and retention.
If you’re looking for additional ways to support working caregivers, we offer tailored solutions to help companies provide care benefits that truly make a difference. Get in touch to learn more about how you can create a more supportive workplace.
