The Future of Flexibility: Supporting Caregivers in Deskless Roles

Everyone knows that working caregivers need flexibility, but here’s what most leaders miss: Most workers are in roles for which “flexible” working feels nearly impossible. These employees aren’t sitting at desks. Rather, they’re on the front lines, keeping businesses running on the floor of shops, warehouses, restaurants, hospitals, and jobsites. To retain this critical subset of the workforce, leaders need better solutions.  

Deskless workers, those operating outside of traditional desk-based office environments, make up an estimated 70% to 80% of the global workforce — and millions provide vital care for children, older adults, and adults with chronic conditions. According to SHRM research, 61% of the 53 million family caregivers across the U.S. manage full- or part-time jobs.

Despite deskless workers’ critical role, they often contend with inflexible schedules, little control over their hours, and limited access to HR communications. While remote or hybrid work arrangements can help office workers navigate caregiving responsibilities, they’re not an option for those whose roles require them to be onsite. Additionally, because many of these workers earn lower wages, services such as day care, after-school programs, elder care, or even dog walking may be financially out of reach.

The lack of support and flexibility exacerbates caregiving challenges faced by tens of millions of deskless workers, disrupting professional performance and work/life balance and diminishing engagement and morale. Now, businesses are paying the price in absenteeism, turnover, and lost productivity.

Fortunately, there’s a cost-effective solution: Adopting better scheduling practices can significantly improve flexibility and boost the satisfaction and retention of deskless caregivers. By implementing targeted strategies to support these employees, organizations can reduce turnover and boost productivity to foster a stronger, more engaged workforce. 

The Impact of Scheduling on Caregiver Productivity and Retention

According to SHRM’s Care and Careers: Navigating Caregiving and Work Responsibilities report, 42% of respondents said caregiving responsibilities hinder their career. While this study was not limited to deskless workers, common challenges reported include:

• Unpredictable care needs interrupting their work (32%).

• Trouble balancing caregiving responsibilities with job responsibilities (26%). 

In the past year alone, respondents said caregiving challenges have led them to:

• Reduce their work hours (28%).

• Scale back their workload (21%).

• Change jobs for more flexible opportunities (14%).  

Business Impact

Caregiving responsibilities also take a costly toll on productivity and retention. The report revealed caregivers lose an average of 1.2 workdays per month due to inadequate support for their responsibilities, resulting in an estimated $17.5 billion in lost wages every month.

The Unique Challenge of Retaining Deskless Workers 

Research from SHRM and Fidelity Investments showed that deskless workers have a turnover rate 1.6 times higher than that of office-based employees. With a staggering turnover rate of 26%, the data showed that more than 1 in 4 employees in this group are likely to leave their roles within a 12-month period. 

Organizations are grappling with this issue: 75% of HR professionals reported that retaining deskless workers is significantly more challenging than retaining office-based employees. “High turnover rates among deskless workers present a significant challenge for organizations, but we have the power to make a difference,” said Jim Link, SHRM-SCP, CHRO at SHRM. “Retaining this vital workforce requires a collective effort. By addressing the root causes of this issue, we can create workplaces where everyone feels supported and empowered to thrive.”

Like those working in traditional office-based roles, many deskless workers juggle caregiving responsibilities alongside their jobs. They, too, require better work/life balance, more flexible scheduling, and greater adaptability to meet their needs.  

While employee turnover remains a challenge, nearly half of deskless workers who plan to remain in their roles over the next six months highlighted two key factors: a strong work/life balance (46%) and satisfaction with scheduling and work arrangements (43%). Still, this group often has fewer resources than office workers to support their caregiving needs. Irregular schedules and limited flexibility make it especially difficult for deskless employees to balance caregiving responsibilities without putting their jobs at risk.

“Achieving work/life balance isn’t just a benefit reserved for office employees — it’s a fundamental need for everyone,” Link said.

Implement Better Scheduling Practices to Retain Deskless Workers with Caregiving Duties

Scheduling practices are among the most successful strategies for retaining deskless workers. Insights from SHRM and Fidelity Investments revealed that five of the top seven most effective strategies for this group focus on scheduling. 

Effectiveness is among those who use the retention strategy. Note: The two most common strategies for retaining deskless workers are highlighted in blue. Strategies related to scheduling practices are highlighted in green.

However, not all scheduling strategies are equally implemented. While 51% of organizations said they prioritize consistent hours and predictable schedules, fewer take steps to provide advance notice for schedules (33%), offer flexible work schedules (31%), or consider employee input when creating schedules (15%).

Benefits of Flexibility and Improved Scheduling

Prioritizing these three key areas can significantly improve the engagement and productivity of deskless workers managing caregiving responsibilities, ultimately driving stronger business outcomes.

For employees: Improved scheduling practices provide greater stability, better work/life balance, and flexible arrangements tailored to individual needs. These enhancements address the top three reasons why deskless workers remain in their roles while also easing the challenges of caregiving responsibilities.  

For businesses: Effective scheduling drives retention, boosts engagement, and enhances productivity. Employers who prioritize empathy and embrace flexibility will cultivate a more loyal and resilient workforce.

Practical Strategies for Enhanced Flexibility and Smarter Scheduling

A majority of HR professionals (56%) said their organizations are taking active steps to reduce turnover among deskless employees. Although often overlooked, effective scheduling practices can be a powerful and cost-efficient tool for achieving this goal.  

To better support deskless workers — especially those with caregiving responsibilities — employers can take the following steps:

1. Audit current scheduling practices.

Analyze instances when scheduling rigidity, unpredictability, or last-minute changes may be increasing absenteeism, caregiver strain, or burnout. Additionally, examine how scheduling issues may have impacted employees who left due to poor work/life balance.

2. Use scheduling tools that enable flexibility and visibility.

Scheduling software allows for employee input, part-time shift management, and advance notice — especially for caregivers juggling unpredictable responsibilities. If you already use a tool, explore whether you’re fully using its features to accommodate caregiver needs (e.g., shift-swapping, availability feedback, coverage alerts). If you don’t yet have a tool, consider an industry-specific solution.

Well-designed tools can increase scheduling transparency, support flexible hiring (like more part-time options), and even help reduce turnover costs by better managing workforce availability.

3. Implement flexible schedules where feasible.

Use insights from your audit and scheduling tools to offer flexible shift structures, job sharing, or cross-coverage options that allow employees to accommodate caregiving needs.

4. Provide support benefits alongside scheduling changes.

Combine flexible scheduling with supportive benefits such as backup child or elder care, mental health resources, and financial wellness tools to help employees manage life’s broader challenges.

5. Train leaders and managers on the importance of supporting flexibility.

To ensure the success of scheduling practices, it’s essential to provide managers and front-line supervisors with the right training. Focus on addressing caregiver needs, mastering the use of scheduling tools, and fostering a supportive environment — such as by eliminating penalties for employees requesting accommodations.

Supporting Deskless Workers and Caregivers 

Deskless caregivers play an essential role in our economy and our communities — yet they’re often left out of the flexibility revolution reshaping the modern workplace. By addressing the real-life needs of these vital workers, employers can work toward proactive talent retention and create workplaces where no one must choose between their jobs and the people who depend on them. Supporting employees with caregiving responsibilities is no longer optional — it’s essential for organizations striving to cultivate a resilient and competitive workforce.

Access the toolkit: Managing Flexible Work Arrangements

Access the toolkit: Supporting Employees with Dependent and Elder Care Responsibilities