In today’s economic climate, every line item is under scrutiny. HR leaders and CFOs are facing immense pressure to optimize spend and prove the ROI of every program. Outside of a retirement account and health insurance, employee benefits are often seen as a “soft” expense, and are one of the first areas on the chopping block.
So when funds are tight, why would any leader choose to invest in caregiving benefits?
It’s because caregiving isn’t just another siloed benefit—it’s the central driver connected to everything you and your CFO already care about.
More than 1 in 5 employees are juggling work while caring for a loved one, and many don’t even identify as “caregivers”—they’re just trying to manage. Their needs go unnoticed until it’s too late.
Here’s a look at why a strategic investment in caregiving is one of the most effective cost-containment and retention strategies you can deploy.
When an employee is struggling to manage care, they aren’t just “distracted.” They are facing a cascade of challenges that directly impact your organization’s health, stability, and bottom line.
Caregiving is a powerful predictor of health outcomes. Because caregivers notoriously put themselves last, the toll is staggering:
Failing to support employees with caregiving responsibilities creates a significant and costly workforce drain. It manifests when employees are forced to perform non-job tasks while on the clock, such as scheduling doctor’s appointments or coordinating elder care. It’s seen in mounting absenteeism, as caregivers miss hours or entire days to handle family emergencies.
Even when physically present, their minds are often elsewhere, grappling with stress and logistics. This understandable lack of focus makes it impossible for them to be fully engaged, innovative, or perform at the top of their game, impacting not only their own work but the effectiveness of their entire team.
What happens when the juggling act becomes impossible? The employee stops juggling. Unsupported caregivers are one of the top populations to reduce hours, turn down promotions, or go on extended leave. About 15% of caregivers have had to take a leave of absence. By the time they officially ask for help, they are often already burned out, and these leaves become disruptive, costly, and a direct result of a gap in support.
Here’s the strategic shift: Stop viewing caregiving as one of many benefits. A one-off resource for new parents or a link to an elder care website treats symptoms, not the root cause. Start seeing caregiving as the central hub that connects employees to all your other benefits.
A major caregiving need—like a new baby, a child’s diagnosis, or an aging parent’s fall—is a trigger point. It’s the moment they most need help.
When you provide a robust caregiving solution, you create a trusted, single point of entry. It navigates the employee to the right, low-cost resources before they escalate into a crisis. You already pay for the EAP and the wellness app. Caregiving support is the key that unlocks their engagement and proves their value.
In a tight budget, you can’t afford the high costs of burnout, turnover, and absenteeism. By supporting caregivers holistically, you will:
Investing in caregiving isn’t an added expense; it’s a strategic reallocation. It’s the most effective way to protect your workforce and maximize the ROI of your entire benefits package.
The CFO’s Guide to Caregiving Benefits offers a full-spectrum view of how our solution connects caregiving to total employee wellbeing and can improve outcomes and organizational impact.
