Mental health is on every HR leader’s radar—and for good reason. Burnout, absenteeism, and rising mental health claims are top concerns across industries. Employers are investing in therapy stipends, mindfulness apps, and emotional wellness programs.

But there’s one critical driver of mental health that’s still hiding in plain sight: caregiving.

Whether it’s a new parent adjusting to life with an infant, a working mom managing a teen in crisis, or an employee trying to support a parent with Alzheimer’s from a thousand miles away—caregiving isn’t a side hustle. It’s a second full-time job.

And it’s the single most overlooked determinant of employee mental health today.

 

The real mental load

You’ve probably heard of the “mental load”—the cognitive effort it takes to keep a household running. But what’s less understood is how that constant, invisible effort follows your employees to work.

• 60% of caregivers report high emotional stress
• 1 in 3 working parents say caregiving affects their mental health “a great deal”
• Caregiving-related stress is strongly linked to anxiety, depression, and sleep disruption—regardless of whether someone wants to be a caregiver or not

This stress isn’t episodic. It’s chronic, compounding, and deeply personal. Left unsupported, it chips away at focus, engagement, and health, which in turn cost employers and health plans money.

 

Surprising ways caregiving affects mental health

You might be thinking: “We already offer therapy. Isn’t that enough?”

Here’s what traditional mental health strategies miss:

1. The Decision Fatigue Spiral

Caregivers make hundreds of micro-decisions every day—What’s the right daycare? Should I take my dad to urgent care or wait it out? What can I do to get my teen to talk to me?—many with no clear right answer. That constant uncertainty can spike cortisol and mimic symptoms of burnout, even if the job itself isn’t overwhelming.

2. The Guilt Gap

Working caregivers often feel they’re failing everywhere—at work, at home, with their kids or parents. This guilt, especially among working mothers, is a direct pipeline to depression and disengagement.

3. Isolation in Plain Sight

Caregiving can be lonely. Many employees don’t talk about it—especially if they’re caring for an aging parent or navigating neurodivergent challenges with a child. Without peer support or a roadmap, they feel like they’re the only one drowning.

4. Preventable Crises

When caregivers are too overwhelmed to schedule their own preventive care—or even their child’s—they’re more likely to face health crises down the line. That means more emergency leave, higher claims costs, and worse mental health outcomes.

In fact, Cleo members are 40% more likely to stay up to date on preventive care—leading to earlier intervention and better long-term outcomes for the whole family.

 

You can’t solve mental health without solving caregiving

Here’s the reality: Caregivers are your workforce.

Over 70% of employees have a caregiving role outside of work—and that number is growing.

If your mental health strategy doesn’t support them, it’s not working. Period.

The good news? When employers do support caregivers, the payoff is immediate and measurable:

• Caregivers with access to Cleo report a 67% improvement in mental health
• 82% of high-risk members engage in coaching or mental health support
• 91% use digital tools that help them manage stress, sleep, and emotional resilience
• Employers see lower leave rates, better retention, and lower downstream healthcare spend

 

The ROI is personal and financial

When you invest in caregiving support, you’re not just offering another perk. You’re giving employees the tools to protect their peace of mind—and their families.

That means:

• Fewer missed deadlines from burnout
• Lower use of short-term disability and mental health claims
• Higher loyalty among your most valuable (and most stretched) employees

Mental health isn’t a product. It’s a system.

Caregiving support might just be the most important lever you haven’t pulled yet.