A Comprehensive Checklist to Boost Caregiving Support for Employees

Why It Matters

Supporting employee caregivers reduces absenteeism, burnout, and turnover, directly protecting a company’s bottom line. As caregiving responsibilities grow, proactive policies become a competitive advantage in talent acquisition and retention.

Key Takeaways

• U.S. caregivers contributed $873.5 billion in unpaid labor in 2025.
• 44.6 million Americans act as caregivers, up from 38 million in 2023.
• Half of employee caregivers expect responsibilities to intensify in coming years.
• Free AARP‑NEBGH resources provide guides, checklists, surveys for caregiving‑friendly workplaces.
• Flexible schedules, remote work, and manager training boost retention without extra budget.

Pulse Analysis

The United States is confronting an unprecedented caregiving wave. Recent research from Columbia University and AARP shows that 44.6 million adults now provide unpaid care, a figure that eclipses the 38 million reported two years earlier. The collective effort is valued at roughly $873.5 billion each year—more than the GDP of many mid‑size economies. As the population ages and chronic conditions rise, the average employee caregiver is shouldering the equivalent of a part‑time job, creating hidden costs that ripple through workplaces across every industry.

Employers can mitigate these hidden costs with actions that require little or no budget. The NEBGH‑AARP partnership supplies free toolkits—checklists, fact sheets, and a 15‑minute benchmarking survey—designed to help HR and managers identify gaps. Simple measures such as training supervisors on flex‑time policies, designating private rooms for medical calls, and facilitating peer support groups have been shown to lower absenteeism and boost morale. By demystifying FMLA navigation and curating reliable caregiver resources, companies turn a compliance obligation into a tangible employee‑experience advantage.

From a strategic perspective, caregiving‑friendly policies translate into measurable business outcomes. Organizations that embed flexibility and manager support see higher retention rates, reduced turnover costs, and stronger employer branding—critical factors in a tight talent market. Moreover, normalizing conversations about caregiving helps identify at‑risk staff before burnout escalates into health‑related expenses. As the caregiver population continues to expand, companies that act now will not only safeguard productivity but also position themselves as leaders in inclusive workplace culture, attracting the next generation of talent.