The Recognition Is Official
Put This Into Practice
CareCade makes it easy to implement best practices for home care management.
The Society for Human Resource Management (SHRM) has named caregiving one of the Top 5 Workplace Issues for 2026. This isn't just about childcare—it includes eldercare, support for family members with disabilities, and the complex juggling act millions of workers face daily.
For the home care industry, this recognition has profound implications—both for the families we serve and the caregivers we employ.
The Scale of the Challenge
According to AARP's Caregiving in the US 2025 report:
- 63 million Americans now provide care to family members
- That's a 50% increase since 2015
- Nearly half of full-time workers also take on caregiving roles
HR Dive reports that full-time working caregivers have increased by double digits in recent years. The trend is accelerating.
The Impact on Workers
SHRM research reveals what caregiving costs workers:
| Area Affected | Workers Reporting Impact |
|---|---|
| Finances | 53% |
| Mental health | 48% |
| Physical health | 49% |
| Career | 38% |
This isn't abstract. Caregivers are:
- Turning down promotions to manage care responsibilities
- Missing work for appointments and emergencies
- Exhausted from double duties
- Financially strained by care costs and reduced earnings
Why This Is Happening Now
Demographic Collision
According to Johns Hopkins:
- By 2034, there will be more seniors than children in America
- People are living longer with more complex needs
- The "sandwich generation" is squeezed between aging parents and growing children
Professional Care Shortage
The caregiver shortage means families can't simply hire help:
- 24 states are in "critical emergency" for caregiver availability
- 9.3 million direct care jobs need filling by 2031
- 43 states report HCBS providers closing due to worker shortages
When families can't find professional care, they provide it themselves—while still working.
Policy Gap
NPR reports that policy relief for family caregivers has stalled at the federal level, though states are experimenting with:
- Paid family leave programs
- Long-term care insurance (WA Cares)
- Respite care funding
- Caregiver tax credits
Progress is uneven, leaving many families without support.
Implications for Home Care Agencies
Your Caregivers Are Caregivers Too
Here's the twist: the people who work as professional caregivers are disproportionately likely to also be family caregivers.
They chose caregiving as a profession because they care about caring. Many entered the field after caring for their own family members. And many still balance work with family caregiving responsibilities.
When you think about caregiver retention, remember:
- Your employees face the same work-care balance as the families you serve
- Flexibility isn't just nice to have—it may determine who stays
- Benefits that support caregivers help your workforce
Flexibility as Competitive Advantage
In a shortage economy, agencies compete for talent. The agencies that accommodate caregiving employees will attract and retain better workers.
Consider:
- Predictable scheduling - So caregivers can plan around family needs
- Flexibility for emergencies - Life happens; can your agency adapt?
- Shift swapping systems - Let caregivers help each other
- Part-time options - Some caregivers can't work full-time
Employee Assistance
Supporting your caregiving employees might include:
- Information about local care resources
- Help navigating Medicaid waivers and other programs
- Mental health support through EAP
- Peer support networks
You know caregiving is hard—you're in the business. Extend that understanding to your own team.
Implications for Employers Generally
According to SHRM's 2026 analysis:
"With nearly half of full-time workers also taking on caregiving roles, today's workforce continues to undergo a profound transformation that will only accelerate in the years ahead."
Employers across all industries need to:
Rethink Benefits
- Backup care programs - When regular arrangements fall through
- Caregiving leave - Beyond FMLA minimums
- Flexible spending accounts - For dependent care expenses
- Caregiver support resources - Information, counseling, navigation help
Embrace Flexibility
- Remote work options - Where roles allow
- Flexible hours - To accommodate appointments and emergencies
- Part-time pathways - That don't kill careers
- Job sharing - Creative arrangements that work
Build Culture
- Manager training - On supporting caregiving employees
- Destigmatization - Make it okay to talk about caregiving
- Career protection - Ensure caregiving doesn't derail advancement
- Community building - Connect caregiving employees with each other
The Healthcare Connection
PwC's Future of Health report connects several trends:
- $5 trillion in annual healthcare spending
- 90% going to chronic and mental health conditions
- $1 trillion shift toward home-based care by 2035
As care moves home, the line between "healthcare" and "family life" blurs further. Employees aren't just dealing with occasional family health crises—they're managing ongoing care coordination, medical appointments, and daily support alongside their jobs.
This is the new normal, not an exception.
What Families Can Do
If you're a working family caregiver:
Know Your Rights
- FMLA provides unpaid, job-protected leave for family care
- Some states have stronger protections and paid leave
- ADA may require reasonable accommodations in some circumstances
- Company policies may exceed legal minimums
Communicate Strategically
- You don't have to share everything, but some disclosure may help
- Focus on solutions, not just problems
- Know your manager's flexibility before you need it
- Document arrangements in writing
Use Available Resources
- EAP programs often include caregiver support
- HR may know about benefits you haven't discovered
- Peer networks can provide practical advice
- Advocacy organizations offer resources and community
Build Your Support System
- Professional care services where available and affordable
- Family members who can share responsibilities
- Technology that keeps you connected and informed
- Employers who accommodate your reality
How CareCade Helps Working Caregivers
When professional care is in place, CareCade gives working family caregivers peace of mind:
Know Care Is Happening
The Family Portal lets you:
- See when caregivers arrive - GPS-verified, real-time
- Receive "On My Way" notifications - Know care is coming
- Track visit completion - Verification, not just hope
You're at work. You need to focus. Knowing care is covered lets you do that.
Stay Connected Without Interrupting
- Activity updates - See what happened during visits
- Progress on goals - Track how your loved one is doing
- Communication from caregivers - Updates without phone calls
You can check the app during lunch instead of making calls during meetings.
Documentation for Coordination
When you're managing care from a distance:
- Records accessible anywhere - From your phone, at work, at home
- History for appointments - Know what to share with doctors
- Progress over time - Understand the trajectory
Reduce the Mental Load
Caregiving isn't just physical tasks—it's the constant mental tracking of needs, appointments, medications, and worries.
When care is visible and documented:
- You worry less about whether care is happening
- You have information when questions arise
- You can focus on work when you're at work
- You can be present when you're with your loved one
The Path Forward
SHRM's recognition of caregiving as a top workplace issue is a milestone. It signals:
- The scale of the challenge is finally acknowledged
- Employers are expected to respond
- Policy discussions will intensify
- Solutions are needed now
For home care agencies, this creates both challenge and opportunity:
- Challenge: Your workforce faces the same pressures as everyone else
- Opportunity: You provide the services that help working caregivers manage
For working families, this creates both validation and expectation:
- Validation: Your struggle is real and recognized
- Expectation: Advocate for the support you need
The caregiver crisis won't resolve quickly. But recognition is the first step toward solutions.
Be there for your loved ones. Demand that your employer be there for you. Build the systems—personal and professional—that make both possible.