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I'm Working While Caregiving

Most working-age caregivers are employed, balancing caregiving with paid work. The overlap is real: half of working caregivers report arriving late, leaving early, or taking time off to handle caregiving needs. Many need to rearrange schedules, cut hours, or take unpaid leave entirely.

A key challenge: many caregivers do not self-identify as caregivers in the workplace. That gap matters, because when employers and caregivers can see the connection, workplaces are better able to offer flexible scheduling and other practical supports.

This page covers how to talk to your employer, your legal rights, and programs designed to help.

Talking to your employer

You don't have to disclose your full caregiving situation, but some communication usually helps. Many caregivers do not self-identify as caregivers in the workplace, which can make it harder to ask for the supports they already need.

What to share:

  • That you have a family caregiving situation that may occasionally affect your schedule
  • The general nature of what you need (flexibility, intermittent leave, occasional remote days)
  • Your commitment to meeting your work responsibilities

What you don't have to share:

  • The specific diagnosis
  • Details of the care recipient's condition
  • Your emotional state
  • How long you expect this to last (you may not know)

Practical approaches:

  • Propose a specific plan rather than leaving it open-ended ("I'd like to work from home on Tuesdays and Thursdays when possible")
  • Document your conversations and any agreements in writing (email follow-up is fine)
  • Know your rights before the conversation so you're negotiating from information, not anxiety
  • Talk to HR separately from your direct manager if your company has an HR department

Employee support programs

Most employers offer programs that can help:

  • Employee Assistance Programs (EAP): Free short-term counseling, referrals for eldercare and caregiving resources, legal and financial consultations. These are confidential; your employer doesn't know who uses them.
  • Dependent Care Flexible Spending Accounts: Pre-tax dollars for caregiving expenses like adult day programs or in-home care.
  • Paid leave programs: Some states have paid family leave. Check your state's department of labor website for details.

Reducing the daily conflict

Many caregiving responsibilities can be shared or divided among family and friends. Getting specific about what can move off your plate helps others say yes. Coordination tools like shared calendars, shared records, and medication lists reduce duplication and confusion.

  • Telehealth for routine appointments saves travel time
  • Pharmacy and grocery delivery eliminate pickup trips
  • A shared calendar with other family members reduces coordination overhead
  • A caregiving notebook or shared record keeps updates, contacts, questions, and next steps from living only in your work-fragmented head

Financial planning

Working caregivers face a specific financial risk: reduced earnings, missed promotions, and eventual career disruption.

What you can do:

  • Continue contributing to retirement if at all possible
  • Explore whether the person you're caring for qualifies for assistance programs that would offset your costs
  • See Money & Benefits for assistance programs

Federal and state programs protect your job and may replace income while you provide care. See your benefits guide → for details on FMLA, state paid leave programs, and dependent care spending accounts.

Need help now

Eldercare Locator: 1-800-677-1116. Can connect you to local resources including respite care that enables you to work.