Caregiving isn’t a job title, but it’s part of life for millions of workers. Whether it’s raising kids, supporting an aging parent, or helping a loved one through an illness, caregiving touches every industry and every role.
November’s National Family Caregivers Month is a great time to recognize employees doing double duty: working and caregiving. But in a year where stress might be higher and budgets might be lower, employers need realistic ways to show support without adding more to everyone’s plate.
Here are five low-lift, high-impact ways to acknowledge and support caregivers this month and beyond.
1. Keep awareness simple
You don’t need a full campaign. Sometimes, one heartfelt message does more good than a dozen emails.
Try this:
- Create “Care Tip of the Week” messages or posts for November: something practical, like “Check your benefits for low-cost child or senior care.”
- Share one short article or Care Talk replay about caregiver stress.
- Add a short thank-you note from leadership in your next all-staff email.
2. Focus on clarity, not more programs
Employees may already have great benefits; they just don’t know how to use them. Simplifying what exists is the easiest win you can deliver right now.
Try this:
- Highlight your existing care-related benefits in one simple summary.
- Remind teams how to access Backup Care or Care Specialists with a one-line Slack post, Teams message, or manager talking point.
- Re-share quick “how-to access support” instructions in an internal newsletter.
Note: If you are a Care for Business customer, we have tons of plug-and-play templates and graphics you can use. Just ask your Account Manager!
3. Give managers a script
It’s been reported that your manager can have a larger effect on your mental health than your therapist.
Managers often want to support caregivers; they just don’t always know how. A few simple reminders can go a long way.
Try this:
- Encourage quick, not-too-personal check-in questions during one-on-ones like “How are things outside work this week?”
- Remind managers they can offer small flexibility that aligns with your policies: possibly shift swaps, adjusted start times, or remote days
- Share one well-being resource (maybe a link to your employer-sponsored mental health app or EAP) that helps people step back and breathe.
4. Offer “permission to pause”
Burnout thrives in cultures where rest feels optional. So showing grace can be more powerful than adding more initiatives.
Try this:
- Encourage leaders to block an hour for their teams to step away; even just for a walk or coffee break.
- Acknowledge in all-hands that productivity ebbs and flows.
- Share mental health support options quietly but frequently.
5. Reflect on what worked, and keep it going
As November wraps up, take a few minutes to reflect: what sparked good conversations, what felt meaningful, and what could become part of your culture year-round?
Try this:
- Ask managers or ERG leads what resonated most this month.
- Capture employee feedback on what kind of support would help next.
- Commit to one or two small actions you’ll carry forward into next year.
How we can help
You don’t have to build it all yourself. Care for Business offers care benefits that ease employees’ mental load. Because when your people feel supported, everyone benefits.
See how we help employers reduce burnout and support caregivers.
