No one plans to become a caregiver overnight. Yet, for millions of Americans balancing careers and family responsibilities, that’s exactly what happens. Let’s cut through the platitudes and get real about what unexpected caregiving truly costs your career—and what can be done about it.

The Hidden Workforce Crisis You’re Not Hearing About

You’re not imagining it—caregiving is crushing careers across America, particularly for the sandwich generation juggling careers, children, and aging parents simultaneously. The numbers tell a stark story that many workplaces are only beginning to acknowledge.

According to a 2023 survey conducted by AARP and S&P Global, 67% of family caregivers report significant difficulty balancing their jobs with caregiving duties. That struggle isn’t just emotional—it translates to concrete career sacrifices:

• 27% of working caregivers have shifted from full-time to part-time work or reduced their hours,
• 16% have turned down promotions, and
• 16% have stopped working entirely for a period of time.

This isn’t just a personal problem—it’s a massive economic issue. As of 2021, family caregivers in the United States provided an estimated $600 billion worth of unpaid care, according to AARP research. That figure represents countless interrupted careers, decreased earnings, and depleted retirement savings.

The Real-World Career Impact: By the Numbers

The career penalties for unexpected caregiving are severe and quantifiable:

• Caregivers are twice as likely as non-caregivers to experience a layoff
  (6% versus 3%)
• 20% report that caregiving responsibilities have limited their career growth and job opportunities
• 29% of caregivers have had to reduce their work hours compared to only 14% of non-caregivers
• 27% of caregivers were out of work last year for an extended period of at least 30 days due to a condition, illness, or injury—nearly double the rate of non-caregivers (14%)

Perhaps most troubling is the economic security that’s sacrificed. On average, family caregivers spend more than $7,200 annually to handle their loved ones’ needs. This financial burden comes precisely when earning potential is compromised, creating a devastating double-whammy effect.

The time commitment is equally staggering. In 2023, caregivers spent an average of 26 hours per week providing care—nearly triple the 9 hours reported in 2020. Almost half spend 10-29 hours weekly on caregiving, while 27% devote 30+ hours—essentially an unpaid part-time or full-time job.

The Mental Toll That Affects Performance

Beyond the tangible career impacts, there are psychological consequences that affect workplace performance. Only 23% of caregivers report “good” mental health, and 40% say their caregiving responsibilities negatively impact their stress levels. Almost half (47%) have experienced increased anxiety, depression, or other mental health issues—62% more than non-caregivers.

These mental health challenges inevitably affect professional performance, concentration, and the ability to advance in one’s career. They create a vicious cycle: caregiving leads to stress, stress affects performance, diminished performance limits opportunities, and limited opportunities increase financial stress.

The Uncomfortable Truth: Workplace Stigma

Many caregivers face an additional hurdle: workplace stigma. Half of employers admit that workers’ caregiving responsibilities negatively impact their health and productivity. Yet, many employees are afraid to disclose the full extent of their caregiving duties for fear of career repercussions.

This creates a dangerous silence where caregivers struggle without support, employers lose productivity without understanding why, and neither side addresses the core issues.

Solutions That Actually Work: What Employers Can Do

Forward-thinking employers are beginning to recognize that supporting caregivers is not just compassionate—it’s good business. Here are solutions that have demonstrated real impact:

1. Flexible work arrangements​
   Access to flexible work schedules for caregivers increased from 32% in 2020 to 45% in 2023, according to AARP and S&P Global research. While this represents progress, it still means over half of caregivers lack this critical support.
2. Comprehensive caregiver-specific leave policies​
   Best practices include offering paid leave specifically for caregivers and/or flexible leave that can be used to help with caregiving duties, rather than forcing employees to exhaust sick or vacation time.
3. Support resources and education​
   Leading employers host sessions to help caregiving employees optimize benefits and policies, addressing the lack of awareness about available support. They also offer access to support groups, career coaching, and financial advising resources.
4. Senior leadership advocacy​
   When senior leaders share their own caregiving stories and how they’ve utilized company benefits, it signals to managers and employees that using these resources is encouraged and acceptable.
5. Manager training​
   Training people managers on caregiver-inclusive practices helps create a supportive environment where employees feel comfortable discussing their needs.

What Individuals Can Do: Practical Steps

While systemic changes are essential, individual caregivers need immediate strategies:

1. Know your legal rights​
   Familiarize yourself with the Family and Medical Leave Act (FMLA) and any state-specific protections.
2. Document everything​
   Keep detailed records of your work accomplishments, feedback, and any discussions about your caregiving situation.
3. Build a support network​
   Connect with other caregivers in your organization or industry who understand your challenges.
4. Explore all available benefits​
   According to a 2024 Bank of America Workplace Benefits Report, 81% of employers say they offer caregiving support, but 61% of employees aren’t aware of what’s available.
5. Consider professional caregiving assistance​
   While costly, occasional professional help can prevent career-damaging absences during critical periods.
6. Practice radical transparency (when safe)​
   In supportive environments, clear communication about your situation can lead to collaborative solutions.

Policy Solutions That Could Change Everything

Beyond workplace initiatives, larger policy changes could transform the landscape for working caregivers:

1. Tax credits for caregivers​
   AARP has endorsed the Credit for Caring Act, which would provide a new federal tax credit of up to $5,000 to eligible family caregivers who remain in the workforce.
2. Using pre-tax dollars for parent care​
   The Lowering Costs for Caregivers Act would allow people to use pre-tax flexible spending accounts or health savings accounts for their parents’ medical expenses.
3. Reducing administrative barriers​
   The Alleviating Barriers for Caregivers (ABC) Act aims to reduce red tape and improve customer service for family caregivers navigating Medicare, Medicaid, and Social Security for their loved ones.
4. Better Medicare support for caregivers​
   The Connecting Caregivers to Medicare Act would require making Medicare resources more accessible to family caregivers helping their loved ones with coverage.

The Path Forward: A New Framework

The growing recognition of caregiving as a workforce issue is beginning to drive change. The National Strategy to Support Family Caregivers, delivered to Congress in 2023, provides a roadmap for implementation at federal, state, and local levels to deliver meaningful support to family caregivers.

This isn’t just about individual households—it’s about our entire economic structure. With over 60% of the nation’s 48 million family caregivers also working either full-time or part-time, supporting caregivers isn’t optional; it’s essential for workforce stability.

Conclusion: The Courage to Care Differently

The career impact of unexpected caregiving is severe, but it doesn’t have to be devastating. With proper support, policy changes, and a shift in workplace culture, we can create an environment where caregiving and career advancement aren’t mutually exclusive.

As a society, we need to recognize that caregiving isn’t a personal failing or a private burden—it’s a fundamental human responsibility that deserves structural support. The question isn’t whether we can afford to help caregivers maintain their careers. The real question is: can we afford not to?

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Sources:

1. AARP and S&P Global, “Working While Caregiving: It’s Complicated” Report, May 2024
2. Guardian’s 12th Annual Workplace Benefits Study, 2023
3. AARP Public Policy Institute, “Valuing the Invaluable” Report, 2023
4. Bank of America Workplace Benefits Report, January 2024
5. Bipartisan Policy Center and Morning Consult Caregiving Poll, June 2024
6. National Strategy to Support Family Caregivers Progress and Impact Report, 2024