Supporting Caregivers Is a Retention Strategy, Not Just a Wellness Program

When we talk about workforce retention, we often focus on salary, culture, or career growth. But there’s a quiet reason employees are walking out the door that no one wants to talk about:

They’re caregiving. And they’re burning out.

According to AARP and the National Alliance for Caregiving, over 1 in 4 adults are juggling responsibilities for aging parents, children with medical needs, spouses with chronic illness, or other loved ones requiring ongoing care. And most of them never tell their manager.

They just try to power through… until they can’t.

Why This Matters to Leaders

When employees silently shoulder caregiving responsibilities, they may:

• Miss deadlines

• Seem distracted

• Decline promotions

• Use more sick days

• Eventually… quit

From the outside, it may look like disengagement or poor performance. But beneath the surface, it’s often the strain of an invisible second job, one that involves emotional, physical, and logistical labor.

Leaders who don’t recognize this reality risk losing their highest-performing team members.

Wellness Perks Aren’t Enough

Many companies offer wellness programs: yoga classes, meditation apps, maybe an EAP hotline.

But most caregiver-employees don’t need more wellness perks.

They need workplace cultures that acknowledge their reality and equip them to thrive.

That means:

• Flexible schedules without shame

• PTO policies that account for care crises

• Managers who know how to have supportive conversations

• Access to resources that lighten the caregiving load

A Retention Issue in Disguise

Let me be clear: supporting caregivers isn’t just a moral or wellness decision: it’s a retention strategy.

Caregivers are more likely to:

• Decline promotions if they feel unsupported

• Leave roles that lack flexibility

• Take lateral moves, or step back entirely, to manage burnout

But when they feel seen, equipped, and valued?

They stay. They grow. They lead.

What Leaders Can Do Now

Here are three simple steps you can take to turn this awareness into action:

1. Normalize the Conversation

Create psychological safety by naming the reality:
“We know many of our team members are also caregivers. We want to support you.”

A single line in a staff meeting or internal newsletter can open doors.

2. Audit Existing Benefits Through a Caregiver Lens

You might already offer tools that help—but they’re buried in HR documents.

Pull them forward. Create a simple resource guide just for caregivers.

3. Train Your Leaders

Supervisors and managers don’t need to be therapists—they just need to know:

• What to say (and what not to)

• How to listen without judgment

• Where to direct people for support

A little training goes a long way in creating a culture of trust.

Your People Are Your Strategy

Caregivers aren’t asking for special treatment. They’re asking for understanding and support that allows them to stay and thrive.

In today’s workforce, that’s not extra, that’s essential.

Because at the end of the day, people stay where they feel seen, supported, and set up for success.

Let’s build that kind of workplace—together.

Want to Go Deeper?

✅ Start with our Organizational Caregiver Culture Assessment
✅ Bring the Why Leaders Must CARE workshop to your team
✅ Grab the book Balancing Care While Working for practical tools

You’ll find all of that—and more—at LifeCareLeadHership.com

The views and opinions expressed in this post are solely my own and do not reflect the views of any past or present employer of Dr. Thomas. This content is for educational and informational purposes only and is not intended as medical or legal advice.