How Working Caregivers Make It Work

The American Balancing Act

Millions of Americans today balance two demanding roles: being an employee and being a caregiver. Known as working caregivers, these individuals are managing paid jobs while also providing unpaid care to family members or friends who are aging, ill, or living with disabilities.

In 2025, nearly 63 million adults in the U.S. served as family caregivers, representing almost one-quarter of the adult population. Among them, 60 % also worked for pay while caregiving. That means tens of millions of Americans are simultaneously juggling workplace responsibilities and the often unpredictable demands of caregiving.

Much of what we know about this growing group comes from the Caregiving in the U.S. 2025 report, published by AARP and the National Alliance for Caregiving. Throughout this article, we will reference findings from that study to better understand the realities and needs of working caregivers.

This dual role brings challenges - financial, emotional, and physical - but also opportunities for employers and families to find better systems of support. This guide explores the realities of working caregivers, how caregiving impacts careers, strategies for balance, and resources that can help.

The Reality of Working Caregivers

According to the Caregiving in the U.S. 2025 report, 70% of caregivers ages 18–64 were employed while providing care. Adding in adults over 64 who still work equates to 60% of all caregivers.

The caregiving workload itself is significant. On average, caregivers provide 27 hours of unpaid care each week, with one-third giving more than 20 hours, and nearly one-fourth providing care equal to a full-time job (40+ hours weekly). Balancing this with a job averaging 35.6 hours per week of paid work shows the scale of the commitment.

These numbers highlight why working caregivers often describe feeling stretched thin, stressed, and financially vulnerable.

The Impact of Caregiving on Careers

Caregiving responsibilities frequently disrupt careers. Nearly half of working caregivers report going in late, leaving early, or taking time off work to meet care needs.

Other documented impacts include:

• 18% reduced their work hours or shifted from full-time to part-time.
  
  
• 16% took a formal leave of absence.
  
  
• 9% gave up working entirely.

Financial strain is a consistent theme. Nearly half of caregivers report at least one negative financial impact from caregiving, such as taking on more debt, depleting savings, or falling behind on bills. Among employed caregivers specifically, 22 % took on more debt, 31 % used up short-term savings, and 19 % left bills unpaid or paid them late.

The combined pressure of lost income, fewer opportunities for advancement, and rising caregiving costs create long-term risks for retirement security and career stability.

Beyond the numbers, the emotional and physical toll is significant. Many caregivers describe feeling guilt when they cannot be fully present at work, and guilt again when work pulls them away from loved ones who rely on their care. The constant switching of roles can create mental fatigue, leaving caregivers feeling like they are never doing enough in either space. 

Strain also shows up in relationships, as partners, children, and even friends may feel the effects of a caregiver’s limited time and energy. Over time, this ongoing stress can lead to caregiver burnout, resentment, and feelings of isolation if caregivers do not receive adequate support.

Balancing Work and Caregiving: Practical Strategies

While the challenges are real, many working caregivers have developed strategies to make both roles manageable. The Caregiving in the U.S. 2025 report shows that these strategies often determine whether caregivers remain in the workforce or feel forced to step back.

Set Boundaries and Prioritize Tasks

Many caregivers report that interruptions and schedule conflicts are among their most significant stressors. Setting boundaries, such as defined caregiving hours or blocking off time on a work calendar, can help protect both roles. Communicating boundaries with employers, co-workers, and family members makes it less likely that emergencies derail every plan.

Boundaries also apply to personal energy. Working caregivers often feel pulled in multiple directions, so learning to prioritize the most urgent tasks and let go of less critical ones can reduce stress. For example, deciding in advance which work deadlines cannot be moved and which caregiving duties can be delegated helps prevent constant conflict.

Share the Load

The report highlights that caregivers who receive support from family and friends are more likely to remain employed. Coordinating responsibilities with siblings, spouses, or trusted friends can lighten the mental and physical load. Even a few hours of respite a week can prevent burnout and allow caregivers to keep their jobs while still providing quality care.

Sharing the load may involve formal support as well, such as hiring part-time help, arranging for adult day programs, or relying on respite services offered through community organizations. Caregivers who communicate clearly about their limits often find others are willing to step in when asked.

Use Organizational Tools

Technology is playing a bigger role than ever. In 2025, 41 % of caregivers reported using digital tools to track health records, and 25 % used remote monitoring apps or devices. These tools help keep family members informed, track appointments, and streamline communication between work and home life. Platforms like Caily, for example, offer a centralized hub where caregivers can coordinate schedules, store health information, and share updates with family members, reducing confusion and keeping everyone on the same page.

In addition to apps, many caregivers benefit from traditional tools like written calendars, binders for medical information, and routine checklists. The key is consistency, choosing one system, and ensuring all family members know how to use it so that care runs smoothly.

Advocate for Workplace Flexibility

Flexible scheduling and remote work options are strongly linked to caregiver retention in the workforce. Working caregivers who can adjust start and end times, or occasionally work from home, report lower stress and greater ability to manage both responsibilities. Asking HR about formal or informal flexibility policies can make a big difference.

It also helps to frame the conversation with employers in terms of productivity. Many companies are willing to adjust schedules if employees can show that the arrangement allows them to perform their job effectively. Some organizations even provide formal flexible work policies, such as compressed workweeks or job-sharing, which can be ideal for caregivers juggling demanding routines.

Protect Your Own Health

Caregivers often sacrifice self-care, yet one in five rate their own health as fair or poor, and 64 % report high emotional stress. Chronic stress can harm long-term health and job performance. We know it's easier said than done, but setting aside time for exercise, social connection, and regular medical care is essential for sustainability. Employers who encourage wellness programs can also help their caregiving employees stay healthier.

Small daily habits, such as taking short walks, practicing breathing exercises, or scheduling regular breaks, can improve resilience. If you’re looking for some fresh ideas, check out our blog “Self-Care Ideas Every Caregiver Should Actually Try”. Maintaining healthy eating and sleep patterns can also protect against the exhaustion that comes with managing dual roles. Caregivers should treat their own health appointments as non-negotiable, just as they do for the person they care for.

Know When to Ask for Help

Finally, working caregivers need to recognize their limits. The AARP data show that those who delay asking for help are more likely to face adverse financial and health outcomes. Seeking professional respite care, leaning on community resources, or talking openly with a supervisor about challenges can create a safer balance between roles.

Asking for help is not a sign of weakness; it is a strategy for sustainability. Many communities have caregiver support groups, volunteer transportation programs, or respite grants to cover the cost of temporary care. By exploring these resources early, caregivers can prevent crises and maintain steadier routines at work and at home.

Workplace Support for Caregivers

Employers play a crucial role in helping working caregivers stay in the workforce, but real support goes beyond numbers. The most impactful workplace policies include flexible scheduling, remote work opportunities, and paid family leave. For example, the Family and Medical Leave Act (FMLA) guarantees up to 12 weeks of unpaid, job-protected leave. Still, some employers go further by offering paid time off specifically for caregiving. Others provide employee assistance programs (EAPs) that connect caregivers with counseling, financial planning, and care navigation services.

A growing number of organizations also establish caregiver employee resource groups (ERGs). These peer-led groups create a safe space for employees to share experiences, trade advice, and advocate for better benefits. Employers that normalize caregiving conversations reduce stigma and allow staff to feel comfortable disclosing their needs. To learn more about these programs, reach out to your company's HR director.

Resources for Working Caregivers

Outside the workplace, caregivers can lean on national and community-based resources. AARP and The National Alliance for Caregiving publish detailed guides, offer hotlines, and provide state-specific policy updates. The Family Caregiver Alliance delivers education and one-on-one support through online workshops and counseling.

Technology is another growing resource. Care coordination apps like Caily allow families to share calendars, assign tasks, and keep health information in one place. Remote monitoring devices make it possible to check in on a loved one’s safety without leaving work. For those navigating financial and legal concerns, local Area Agencies on Aging often provide free or low-cost consultations on estate planning, Medicaid, and advance care directives.

By combining workplace support with community and technological resources, working caregivers can better sustain their dual roles without compromising their health or employment.

You Are Not Alone!

Working caregivers make up a significant and growing share of the U.S. workforce. With 60 % of caregivers also employed, the need for strategies, employer policies, and community resources is clear.

Balancing work and caregiving requires boundaries, shared responsibility, and the smart use of tools and benefits. Employers can do their part by offering flexible schedules and fostering a culture that supports caregivers rather than penalizing them.

Above all, working caregivers should know they are not alone. Millions share this responsibility, and by asking for help and leaning on available resources, it is possible to manage both roles more effectively.

Frequently Asked Questions About Working Caregivers

How many hours do caregivers work?

On average, family caregivers provide 27 hours of unpaid care each week. One-third give more than 20 hours weekly, and nearly one in four provide care equivalent to a full-time job (40+ hours weekly). Employed caregivers themselves average 35.6 hours of paid work each week.

What rights do working caregivers have in the workplace?

In the U.S., caregivers may qualify for protections under the Family and Medical Leave Act (FMLA), which provides up to 12 weeks of unpaid, job-protected leave. Some states also offer paid family leave programs. Employer policies vary, but many now provide flexible schedules, remote work, or employee assistance programs.

How can employers better support working caregivers?

Employers can help by offering caregiver-friendly benefits such as flexible schedules, paid leave, telecommuting options, and counseling resources. Just as important is fostering an open culture where employees feel safe disclosing caregiving needs without fear of discrimination.