The holidays are often described as “the most wonderful time of the year,” but for millions of working parents and caregivers, they’re also the most demanding. School breaks, disrupted routines, travel, family commitments, and increased care needs collide at the exact moment workplaces are trying to close out the year strong.
The good news? HR leaders and employers have meaningful opportunities to make this season more manageable (and cheerful!) by planning ahead, tapping into available benefits, and approaching care needs with more flexibility and understanding.
Below, you’ll find data-backed insights and simple things employers and employees can do right now to create a smoother, more sustainable December.
Holiday caregiving chaos, by the numbers
These numbers from our 2025 Future of Benefits Report paint a clear picture: caregiving isn’t a “nice-to-have” conversation in December. It’s the backbone of whether workplaces function smoothly or fall apart.
Nearly 1 in 5 employees have left a job because it didn’t offer family care benefits. And nearly the same number say they’d leave today if another employer offered better child or senior care support.
78% of employees say caregiving affects their stress at work. That’s before the holidays even start. December pushes this into overdrive.
Employers underestimate burnout in their workforce by 24 percentage points. This is the season where that gap becomes impossible to ignore.
Employees with caregiving benefits report 45% higher productivity and 40% lower absenteeism.
Burnout is expensive: turnover costs 50-200% of an employee’s salary.
What employers can do (literally) tomorrow
1. Send a 2-question “December care needs” check-in
Employees won’t bring it up. You have to ask. This alone can prevent surprise callouts.
- Do you anticipate any care gaps for your kids or aging parents in the next 4 to 6 weeks?
- Do you know what caregiving benefits are available to you?
2. Put out a “Holiday care calendar”
Make it one graphic employees can screenshot. The simpler you make it, the more people will use it. Include important dates and info like:
- School closures
- Any office closures
- Backup care days leftover
- Care Specialist contact info
3. Remind employees exactly what’s covered
Repetition is your friend this time of year. December is when underutilized benefits become life-savers but most people don’t know they have access to:
- Child care
- Senior care
- Adult care
- Pet care
- Home and self-care
- Expert guidance
4. Give managers a simple script
Managers set the tone for December. Give them one sentence: “If your care plans shift this month, tell me early. We can figure it out together.”
This removes stigma and encourages proactive planning.
5. Encourage employees to pre-book care now
The data here is eye-opening: Care disruptions increase burnout for 83% of caregivers. Pre-booking even one day of Backup Care can prevent a crisis.
The holidays magnify everything: joy, connection, stress, and the relentless juggle of work and family. But they also offer something else: a chance for employers to show what support really looks like.
This is the moment to lighten the load
Employees won’t remember the end-of-year emails, the dashboards, or the sprint to Q4 goals. They will remember who gave them room to breathe. Who asked, “What do you need?” before the crisis hit. Who made the load feel shareable.
With a few intentional steps, it can be the moment your workforce feels the difference between checking a box… and truly being cared for.
Every company’s needs are different. Contact us and we’ll help you map out the right plan for your workforce.
