The Numbers Are Striking
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More than 455,000 women left the US workforce between January and August 2025. The top reason? Caregiving.
According to new research from Catalyst, 42% of women who voluntarily left their jobs cited caregiving responsibilities—including childcare costs—as the driving factor. That's more than double the percentage who left due to low pay (18%).
This isn't about women lacking ambition. It's about jobs that don't fit their lives.
Why Women Are Leaving
The Catalyst survey of over 1,000 US adults found clear patterns:
| Factor | Women Who Left | Women Who Stayed |
|---|---|---|
| No flexible schedules | 37% | 22% |
| Caregiving as barrier | 42% | — |
| Laid off (marginalized groups) | 53% | 37% (White women) |
"Women are not 'opting out'—they are leaving because many jobs are not designed around the logistical and financial realities of childcare and women's lives," said Sheila Brassel, PhD, Research Director at Catalyst.
The timing matters too. Return-to-office mandates are accelerating. Only 25% of organizations offer hybrid work to all employees, even though 47% of workers say flexible arrangements are their primary reason for staying.
The Sandwich Generation Squeeze
Many of these women aren't just managing childcare—they're juggling elder care too. The "sandwich generation" is growing, with women cycling between caring for children and aging parents throughout their careers.
Federal law still doesn't mandate paid family leave. Less than 30% of US workers have access to family leave through their employers. When something has to give, it's often the job.
What This Means for Home Care Agencies
Here's where the opportunity lies.
These 455,000+ women represent a talent pool of people who:
- Value caregiving enough to leave corporate jobs for it
- Need flexible schedules that traditional employers won't provide
- Have transferable skills in organization, communication, and problem-solving
- Understand caregiving from personal experience
Home care agencies that offer genuine flexibility—not just lip service—can attract workers that rigid employers are losing.
The Flexibility Advantage
Home care work can offer what corporate jobs often can't:
- Variable schedules: Work 20 hours one week, 35 the next
- Geographic flexibility: Choose clients near your home or your parent's home
- Meaningful work: Your job is helping people, not hitting quarterly metrics
- Career growth: Paths to specialization, management, or agency ownership
But agencies have to actually deliver on flexibility. Empty promises will backfire with workers who left stable jobs specifically because they couldn't get real flexibility elsewhere.
For Women Considering Caregiving Careers
If you left (or are considering leaving) a traditional job due to caregiving responsibilities, home care work might align with your situation:
What to look for in an agency:
- Transparent scheduling practices
- Ability to set your own availability
- Support for last-minute changes (because caregiving emergencies happen)
- Competitive pay that respects your skills
- Clear paths for growth if you want them
What to know:
- Washington State requires 75 hours of training, but you can start working after just 5 hours
- Pay ranges from $17-22/hour depending on experience and location
- Many agencies offer benefits for full-time workers
Questions to ask:
- "What happens if I need to change my schedule for a family emergency?"
- "How far in advance do I get my schedule?"
- "Can I choose which clients I work with?"
The answers will tell you whether an agency truly values flexibility or just talks about it.
For Agencies: How to Attract This Talent Pool
If you're struggling to hire, consider that hundreds of thousands of skilled women just left traditional jobs specifically because those jobs couldn't accommodate caregiving. Here's how to reach them:
1. Lead with Flexibility in Job Postings
Don't bury it. Make "flexible scheduling" the headline, not the fine print.
Instead of: "Caregiver needed, competitive pay" Try: "Set your own schedule. Meaningful work. Starting at $18/hr."
2. Actually Deliver Flexibility
This means:
- Allowing caregivers to set availability windows
- Not penalizing schedule changes for family emergencies
- Using scheduling technology that makes flexibility possible at scale
3. Highlight the Meaning
Women who left corporate jobs for caregiving aren't just looking for any paycheck. They chose caregiving. Honor that choice by emphasizing the impact of the work—helping people live independently, supporting families, making a difference.
4. Remove Barriers to Entry
- Streamlined onboarding (days, not weeks)
- Clear training paths
- Support for certification costs
- Mentorship programs
5. Pay Fairly
18% of women who left jobs cited low pay. Don't lose potential caregivers for the same reason they left their last employer.
The Bigger Picture
The Catalyst research reveals something important: caregiving is now a workforce crisis, not just a personal challenge.
Employers who ignore this reality will keep losing talent. Employers who embrace it—by designing work around how people actually live—will have a competitive advantage.
Home care agencies are uniquely positioned. The work is caregiving. The question is whether agencies will structure that work in ways that support caregivers' own lives, or repeat the same rigidity that pushed these women out of other industries.
Looking for Flexible Caregiving Work in Washington?
CareCade partners with home care agencies across Washington State. Browse the provider directory to find agencies hiring in your area.
Or if you're an agency looking to attract and retain caregivers with better scheduling tools, see how CareCade helps.