When Life Shows Up At Work: Caregiving Challenges

May is Mental Health Awareness Month, a timely reminder that well-being isn’t just a personal issue—it’s a workplace one. This post is one of a series of three – Mental Health at Work the Real Needs and Real Solutions.

According to the “2024 State of Workforce Mental Health Report” by Lyra Health, 86% of workers experienced at least one mental health challenge in the past year. What’s more, nearly 60% of employees say their mental health affects their ability to do their job well. These aren’t isolated issues. They are urgent signals that demand organizational attention.

One powerful truth stands out in the data: The most pressing employee mental health needs often show up during life’s biggest challenges. And caregiving—in all its forms—is one of the most common, most personal, and most disruptive of those challenges.

The Overlooked Weight of Caregiving
Caregiving isn’t just about raising children. Employees today are supporting aging parents, children with special needs, ill spouses, and friends navigating health crises. Some are doing it all at once. And while caregiving is often framed as a private matter, its impact doesn’t stay outside the workplace.

From the “From Milestones to Crisis” report by Modern Health, we learn that caregiving is one of three life-stage events most likely to trigger mental health strain at work. Caregiving responsibilities cause stress, fatigue, and scheduling challenges that bleed into performance, morale, and engagement.

Yet, only 44% of HR leaders say they have specific policies or programs that directly support caregivers.

The Cost of Doing Nothing
Ignoring caregiving responsibilities isn’t just unsupportive—it’s costly. Caregiver employees are more likely to:
• Miss work or arrive late
• Struggle with concentration and productivity
• Experience burnout or chronic stress
• Exit the organization for more flexible employment

In fact, the Lyra Health report shows that more than 1 in 3 workers have considered leaving their jobs due to mental health struggles, many of which stem from personal responsibilities that feel unsupported.
When employers fail to acknowledge or accommodate caregiving, they risk alienating some of their most dedicated workers.

What Employers Can Do Right Now
Creating a caregiver-supportive workplace doesn’t mean overhauling your entire benefits system. It means making mental health visible, flexible, and actionable. Here’s how:

1. Normalize Conversations Around Caregiving
Train managers to ask, “How can I support you?” without prying. Make it safe to discuss caregiving duties and connect those disclosures to support pathways.

2. Offer Flexibility Where You Can
Flexible hours, job sharing, and remote options aren’t just perks—they’re lifelines. Empower managers to grant schedule accommodations whenever feasible.

3. Reassess Leave Policies
Consider whether your leave policies (PTO, FMLA, personal days) adequately support caregivers. Add clarity and compassion in how they’re communicated and approved.

4. Promote EAPs and Mental Health Benefits
An Employee Assistance Program (EAP) is only helpful if employees know about it. Normalize its use and train supervisors to refer staff appropriately. Canopy is one of our partners and you can learn more here: https://canopywell.com/Employee-Assistance

5. Create Caregiver Resource Groups or Networks
Encourage peer support by establishing employee resource groups (ERGs) for caregivers, or offer spaces where shared experiences can be validated and supported.

Want to Go Further This Month?
In addition to building long-term support strategies, Mental Health Awareness Month is the perfect time to actively promote education and engagement across your organization.

Consider sharing a mental health calendar of daily activities and tips that employees can use throughout the month. One great resource is this Mental Health Awareness Month Calendar from Modern Health. This free tool offers creative ideas for participation and encourages conversations around mental health without requiring a major budget or lift.

Use it to:
• Promote a daily wellness activity
• Spark mental health discussions in team meetings
• Encourage employees to reflect, reset, and recharge

Pairing this type of engagement with practical caregiving support can turn May into a meaningful culture-building opportunity.

A Call to HR Professionals and Employers
This isn’t just about compliance or checking a box for Mental Health Awareness Month. This is about designing a workplace culture that understands that caregiving is a part of life, not a disruption from it.

When HR professionals advocate for caregiver-friendly practices, they improve morale, retention, and trust. They humanize the workplace. And in doing so, they help employees bring their full selves to work—even when life is hard.

In Part 2 of this series, we’ll explore how navigating change can disrupt mental health and what employers can do to provide meaningful support through transitions, losses, and uncertainty.