Feb 04,2026
More employees are balancing work and eldercare. Major employers and national organizations are recognizing caregiving as a workforce issue and expanding support for working caregivers.
The Rise of the Working Caregiver
For decades, American workplaces have recognized the needs of working parents. Benefits such as childcare subsidies, paid leave, flexible schedules, and Dependent Care FSAs became mainstream as employers sought to retain talent and support work-life balance.
But another demographic has been growing quietly and quickly: the working caregiver -adults caring for aging parents, spouses, or relatives while maintaining employment.
According to AARP and the National Alliance for Caregiving, more than 60% of family caregivers are employed. Many are also part of the sandwich generation, simultaneously supporting children and aging parents.
The impact is both personal and economic. Caregivers report juggling medical appointments, dementia care, transportation, medication management, behavioral changes, and supervision, often while trying to remain productive, engaged, and reliable at work.
Caregiving Is No Longer Just a Family Matter
What was once viewed as a private family responsibility has become a workforce issue.
Consider the implications:
Harvard Business School’s landmark report, The Caring Company, estimated that caregiving-related turnover and productivity loss costs U.S. companies billions each year – particularly as experienced employees exit roles prematurely to support aging loved ones.
Why Employers Are Paying Attention
Several factors have converged:
Together, these trends make caregiving a strategic workforce issue rather than a personal one.
Major Employers Are Leading the Shift
Large employers have begun expanding caregiver-related benefits in response to retention and well-being concerns. Companies such as Microsoft, Google, Meta, Deloitte, Cisco, Salesforce, PwC, and Bank of America have adjusted policies around leave, flexible work, or dependent care.
Others, including New York Life, Johnson & Johnson, and IBM have invested in caregiving-focused wellbeing and resource programs.
National organizations are amplifying the movement, including:
Their collective research, advocacy, and policy efforts signal a clear message: caregiving affects workforce participation, productivity, and retention.
The Transition from Childcare to Eldercare Support
For years, employer support focused almost exclusively on childcare, but demographic change is shifting attention toward eldercare and dementia support.
The result is an expansion of benefits beyond parenting into:
This evolution acknowledges that employees caring for aging parents face challenges comparable to those caring for young children, often with greater unpredictability and emotional complexity.
What This Means for Families and the Future of Caregiving
The rise of the working caregiver is reshaping how aging, family support, and employment intersect. It also opens the door for new solutions including respite, day programs, care coordination, and dementia-friendly services that help families continue working while caring.
Organizations like Elder-Well® are part of this evolving ecosystem by offering daytime enrichment, engagement, and support for older adults, allowing caregivers to maintain employment, manage wellbeing, and preserve family stability.
As the population ages and workplaces adapt, the question is no longer “Will employers support caregivers?” but “How fast will this shift occur?”
The rise of the working caregiver is here – and it is redefining the modern workforce.
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