Supporting Today’s Caregivers

Helping Employees Balance Work and Family Responsibilities

Workers with caregiving responsibilities face growing demands, especially those in the “sandwich generation” caring for both aging parents and young children. SHRM research found that about nearly 1 in 4 (23%) full-time workers balance work alongside caregiving for children, parents, other family members, or friends.

Organizations are responding by offering benefits like flexible work arrangements and paid leave. However, addressing these complex challenges requires a strong public-private partnership to build a caregiving infrastructure that truly supports workers and their families.

Caregiving responsibilities — including elder care, child care, and support for family members with disabilities — are placing unprecedented strain on employees and employers. SHRM research shows most working caregivers expect these duties to be long-term, with many anticipating additional responsibilities in the years ahead.

Through research, policy advocacy, and organizational resources, SHRM is committed to supporting caregivers, recognizing that the impacts on workers and workplaces can no longer be ignored.

“Business leaders and HR professionals are crucial in designing benefit plans that meet the evolving needs of today’s workforce. As people live longer, many employees are juggling the dual responsibilities of caring for both children and aging parents. Unfortunately, caregiver support is often overlooked.”

Emily M. Dickens, Chief Administrative Officer, SHRM

Recognizing that access to care for older adults, people with disabilities, and children affects workers and families, SHRM seeks to raise awareness, promote advocacy, and drive action to support workers with caregiving responsibilities.

Awareness

Understanding the full scope and impact of caregiving in the workplace.

Elevate caregiving as a workforce issue through research, executive engagement, and data-driven insights.

Advocacy

Promoting policies and partnerships that strengthen caregiving infrastructure nationwide.

Advance federal and state policies that support caregivers, FMLA modernization, and programs that reduce financial and logistical burdens.

Action

Taking meaningful steps to support caregivers and build sustainable workplace solutions.

Provide employers with practical tools, case studies, and programs to implement caregiving support, enhance retention, and strengthen workforce outcomes.

The U.S. Workforce Is Aging, and Caregiving Demands Are Increasing.

Watch SHRM’s webinar to explore practical strategies for HR professionals to support employees caring for children, aging parents, or spouses, boosting engagement, retention, and organizational resilience.

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$17.5 billion lost every month in wages due to caregiving responsibilities leading caregivers to unexpectedly miss work, show up late or leave early, and not perform to the best of their abilities.*

80% of employees with caregiving responsibilities say the care they provide is long-term.*

42% of working caregivers report that their caregiving responsibilities hinder their career advancement.*

35% of HR professionals say their organization is effective at addressing the long-term needs of employees with caregiving responsibilities.**

In the short term, more than half of working caregivers (53%) report that caregiving has negatively affected their finances. In the long term, caregiving responsibilities also influence retirement planning: 20% of working caregivers do not contribute to retirement funds at all, and another 28% contribute less than they otherwise would.*

*Care and Careers: Navigating Caregiving and Work Responsibilities, SHRM, 2025

**The Caregiving Imperative: Organizational Solutions for Supporting Caregivers and Elevating Business Performance, SHRM, 2025.

Policy Priorities

SHRM’s vision for policy priorities emphasizes practical, bipartisan policy solutions that support both workers and businesses in today’s caregiving landscape. Key principles include:

Retention and Workforce Stability

According to SHRM, nearly 7 in 10 organizations (69%) reported difficulty filling roles in 2025. Caregiving has emerged as a key workforce issue, with 42% of working caregivers reporting hindered career progression. Employer best practices must be reinforced by a care infrastructure to reduce turnover, stabilize the workforce, and retain experienced talent.

Flexible Work and Benefits Access

Caregivers miss an average of 1.2 workdays per month, contributing to $17.5 billion in lost wages monthly. Flexible scheduling, paid leave, and accessible benefits improve engagement and productivity. Public policy should enable these offerings by improving affordability, reducing administrative complexity, and supporting scalability, allowing employers of all sizes to adopt practices that keep caregivers attached to the workforce.

Dog is sleeping while his owner is working from home

Health Insurance Policy brochure with paperwork. There is also a mobile phone and digital tablet in the image. The included image can also be found in my portfolio. Image # 22268159

Policy and Financial Support

Many caregivers forgo retirement savings due to caregiving costs and disrupted employment. Targeted federal policies, such as tax credits and savings incentives, alongside employer programs can reduce financial strain and strengthen long-term security. By lowering caregiving-related expenses and supporting retirement contributions, these policies help caregivers remain in the workforce and recover from financial setbacks.

HR Leadership and Tools

HR professionals sit at the intersection of benefit design, implementation, and talent management. They equip managers with training, policies, and practical guidance to support caregivers while maintaining operational performance. Strong HR leadership ensures caregiving supports are integrated into workplace strategy, enabling organizations to meet business needs while supporting a diverse workforce.

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Contact SHRM Government Affairs

We are committed to responding to your inquiries promptly and look forward to connecting with you. Thank you for your interest in our work and your support in shaping the future of work, workers and the workplace.

General Inquiries, Public Policy and Collaboration Opportunities

For general questions, public policy-related inquiries, information about our advocacy efforts, or collaboration opportunities, please contact our team at: governmentaffairs@shrm.org.

Media Inquiries

For members of the media seeking information, interviews or press-related inquiries, please reach out to our media relations team at press@shrm.org.