Caring for the Caregivers, Supporting Employee Caregivers in Small Business

We recently hosted a powerful webinar on a topic that doesn’t get enough attention in the workplace: supporting employees who are caregivers. The webinar was hosted by one of our clients – Caregiving Corner. Their founder and CEO, Jennifer Szakaly, shared that while caregiving has always been part of life, it’s now become what she called “the quiet epidemic of the workforce.”

And the numbers spoke loudly…

On average, a caregiver spends roughly $6,500 of their income per year on caregiving, and that’s not counting lost time, stress, or the impact on their own physical and emotional well-being. What’s more, is that 1 in 4 employees is navigating caregiving responsibilities right now, and often silently.

Jennifer also discussed “the Care Sandwich” which many working adults are experiencing. Picture an employee in the middle, juggling two worlds:

1. One side is children who need ongoing time, energy, and emotional support.

2. And the other side is aging parents who require increased care, medical appointments, and unpredictable emergencies.
   

Between both, the employee is trying to hold everything together – their job, their family, and themselves. And what’s sad is that this isn’t a rare scenario. It’s becoming the norm for many working adults.

Understanding Caregiver Burnout

Caregiver burnout is a state of emotional, physical, and mental exhaustion caused by the ongoing stress of caring for others. It often builds gradually, especially in the workplace when employees are trying to “power through” without revealing the strain they’re under.

For small businesses, the impacts show up in very real ways:

• Productivity dips (not from lack of effort, but from overload)

• Higher stress and burnout across the team

• Increased absenteeism or presenteeism

• Reduced focus and engagement

• Higher turnover, especially when employees feel forced to choose between work and family
  

And here’s the challenge: most caregivers don’t ask for help. They worry about burdening their team, looking unreliable, or being perceived as “less committed.” As a result, the burnout often goes unnoticed until it reaches a breaking point.

How Small Businesses Can Recognize the Warning Signs

Small businesses often have closer teams and more visibility into workloads, making them uniquely positioned to spot early signs of caregiver strain. Some red flags include:

Behavioral Signs

• Increased irritability, stress, or emotional responses

• Withdrawing from team interaction

• Showing signs of fatigue or overwhelm
  

Performance Indicators

• Missing deadlines or needing extensions

• Difficulty focusing on tasks

• More frequent mistakes or rework
  

Attendance Patterns

• More unplanned absences

• Frequent schedule adjustments

• Late arrivals or early departures

Recognizing the signs early allows leaders to offer support before burnout takes root.

Strategies for Supporting Caregivers Effectively

Supporting caregivers isn’t about creating big new programs. It’s about making small, intentional changes that show trust, compassion, and flexibility.

Here are a few actionable strategies small business owners can start implementing today:

1. Offer Flexible Scheduling When Possible. Caregiving rarely fits neatly into a 9–5 schedule. Options like flexible start/end times or adjusted hours can make an immediate impact.

2. Encourage Open, Judgment-Free Communication. Normalize conversations about caregiving. A simple “How can we support you right now?” can go a long way.

3. Train Managers to Spot Burnout and Stress Signals. Front-line supervisors often see changes first. Give them guidance on what to look for and how to respond.

4. Review Leave and Time-Off Policies. Make sure your policies reflect caregiving needs, including intermittent leave, emergency time off, job-protected leave, and short-term flexibility.

5. Provide Connection to External Resources. Share caregiving resources, local support organizations, or EAP benefits. Something as small as a resource list to easily hand out can relieve a huge mental load.

6. Build a Culture of Understanding. Simple practices, like not scheduling meetings at lunchtime, avoiding a culture of “always on,” or offering grace during hard weeks, can help caregivers feel seen instead of stressed.

Why It Matters

Supporting the caregivers in your workforce isn’t just good HR, it’s good business. When employees feel cared for:

1. They stay longer

2. They perform better

3. They engage more fully

4. They trust leadership deeply

5. They can balance work and life without guilt
   

Caregiving touches nearly every family, and therefore nearly every workplace. As Jennifer reminded us during the webinar, behind every deadline, meeting, or project, there are real lives happening in the background. Sometimes, the most impactful thing an employer can do is simply make space.

HERE ARE SOME FREQUENTLY ASKED QUESTIONS WE GET REGURARDING CAREGIVERS:

Q: How can small businesses support employee caregivers? A: Small businesses can support employee caregivers by offering flexible scheduling, open communication, caregiver-friendly time-off policies, and sharing access to helpful external resources.

Q: What are signs of caregiver burnout in the workplace? A: Signs include fatigue, irritability, frequent absences, missed deadlines, withdrawal from team interaction, and decreased focus or productivity.

Q: What policies help employees manage caregiving and work? A: Flexible work hours, emergency leave, intermittent time off, and judgment-free conversations are key policies that help caregivers balance work and life.

At Employers Advantage, we’re grateful to partner with businesses who want to support the whole employee. If you missed the webinar and would like caregiving resources for your team, let us know. We’re always here to help you navigate the real-life challenges your employees are facing.