One person who has seen all of these scenarios unfold is Breanna Boysel. As VP of Coaching Services at Cariloop, which provides employees comprehensive caregiving support solutions, Boysel says that caregiving can be complicated, expensive, lonely and confusing. She adds, “Sandwich generation caregivers typically experience higher levels of emotional and physical exhaustion. This can often manifest as depression, anxiety and even physical health issues and can impact all aspects of a caregiver's life. For many, managing the push-pull of their caregiving role and professional responsibilities is unsustainable; yet they have little choice due to financial and familial obligations.”

Perceptions of caregiving are evolving

While we’re almost five years removed from the beginning of the COVID epidemic, Jessica DePhillips, Founder & CEO of Ascending 360°, a whole person health employee benefits consulting firm, points out that the disruption caused by the pandemic brought to light the need for caregiving services in a whole new way.

DePhillips says, “Today, many employees are still, in essence, facing a caregiving crisis as many have been forced to return to the office or risk losing their jobs.” She adds, “With unemployment rates reaching record lows, an employee cannot risk losing their job due to caregiving responsibilities.”

Fortunately, expectations have shifted significantly over the past five years. Boysel says, “Previously, there was a perception you should not talk about the challenges of home life at work nor show that you might be struggling to balance it all. Thankfully, this has started to shift and employers are creating environments that make employees feel open to sharing more about what they're navigating that is causing them stress and anxiety.”

She points to Mercer’s Survey on Health and Benefits Strategies for 2025, which shows that where employers may once have been concerned about providing “special treatment” for caregivers, today’s leading employers see enhanced support for caregivers as key to recruiting and retaining the talent they need.

“Now, supporting employees and their loved ones through their caregiving journeys is becoming the standard in employee benefit strategies,” Boysel says.

Explore benefits that care for the caregiver

There’s never been a more critical time to consult with your clients about which benefits and services will best assist those employees who are caring for others – and also address their own mental health and financial stability. Here are a few steps you can take:

• Audit clients’ caregiver benefits. Identify any gaps in existing programs that may not be readily addressing caregivers’ needs. Also, look for features and services within a current benefit and communicate its availability to employees. This could include a telehealth option in medical coverage, financial education opportunities through a retirement plan or a legal insurance plan to help navigate the complexity of elder law issues. 

• Think outside the standard benefits box. Employers should consider versatile benefits and tailored solutions to meet today’s wide range of caregiving situations. Brainstorm creative ways to offer additional support, like a lifestyle spending account, which allows employees the flexibility to pay for caregiving-related expenses which aren't covered by traditional benefits. Or consider flexible work schedules, a concierge service to locate and vet providers or care facilities, or various childcare arrangements. 

• Create a culture where caregiving is welcome. Employers can create a supportive, positive team environment, where the subject of caregiving is not marginalized and employees can feel supported by their peers. Employee resource groups for working parents, for example, serve as an outlet for caregivers to have a voice within an organization and advocate for each other. Also consider offering services ranging from online wellness seminars and EAP sessions to yoga classes or lunch outings. It’s an easy and effective way to help employees – especially those immersed in a caregiving situation – feel connected. 

• Help employees manage matters related to caregiving. Many caregivers are not prepared for the financial challenges and legal red tape that can come with their role. Some solutions include offering financial education services or legal insurance that ensure caregivers have the financial structures and necessary legal documents to make decisions on their loved ones’ behalf. 

• Give employees the gift of time off. With time being such a valuable commodity in today’s request-and-immediate-response world, it’s no surprise that most U.S. employers are planning to make changes to their leave programs in the next two years. Paid caregiver leave stands to experience some of the most substantial increases in adoption. 

Empower caregivers to take time off to care for others – and themselves. The Family Medical Leave Act (FMLA) allows employees to take up to 12 weeks of unpaid, job-protected leave each year. Also consider offering paid family leave for all caregivers and encourage all parents to take full advantage of their leave. The  U.S. Bureau of Labor Statistics found that just over half (52%) of civilian workers had access to paid personal leave. The key to providing effective caregiver benefits is twofold: Recognize that one size does not fit all, and offer solutions that not only help employees care for loved ones, but also address a worker’s own physical, emotional and mental health. Because that is what’s really at stake here. As DePhillips points out, “Caregiving benefits need to be flexible enough to match the fluidity of a caregiver’s busy work week, along with the challenges at home. It’s time for us to help families navigate their unique caregiving journey as much as possible.”

Tim Weber, a long-time voluntary benefit veteran, serves as Vice President, Group Sales and Client Management at ARAG, overseeing ARAG’s core sales business – group sales, sales operations, client management, product development and client support services.