As we honor National Caregiver Month this November, it’s time to recognize that caregiving is no longer a peripheral issue—it’s a central force shaping workforce dynamics, employee well-being, and organizational resilience. For over 35 years, the Boston College Center for Work & Family (BCCWF) has driven progress on critical work-life issues related to caregiving, emphasizing the importance of flexible work, paid leave for parents and caregivers of all types, and promoting men as equal caregivers. From our recent conversations with work-life practitioners and thought leaders, it is clear that employers are looking for ways to better understand the care demographics of their workforces and the invisible loads they carry, and respond with supports that make a difference.

The Caregiving Reality: Universal, Invisible, and Intensifying

“Working while caregiving” is a nearly universal experience. Whether supporting aging parents, children with disabilities, spouses with chronic illness, or navigating end-of-life care, employees are managing complex responsibilities alongside their professional roles. Yet many do not self-identify as caregivers, and only 56% report that their supervisor is aware of their caregiving status (AARP 2015).

Take a look around your workplace. Notice anything different?

Maybe someone who used to be energized and dependable now seems checked out. Maybe Mondays come with a wave of absences. Burnout is quietly spreading. And those sudden resignations? They’re starting to feel like a pattern.

Did you know that women make up 57.6% of the US workforce? As an employer, you can collaborate with your health insurer to support this population through maternal health resources.

For example, mental health is a significant concern when it comes to maternal health, both during pregnancy and afterward. By understanding the full continuum of women’s health in the workplace, employers can empower employees to live healthier lives while also supporting retention efforts.