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
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.
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.
