The Caregiving Disruption You Didn’t See Coming: Why Managers Must Be Ready

Caregiving is no longer a niche concern—it’s a workforce-wide reality. One in four adults are currently providing care to a loved one, and more than 60% are working while caring for a loved one at home. That includes aging parents, chronically ill spouses, children with complex needs, and more.

And most of them?
They won’t tell their manager. Not until the wheels start falling off.

As a result, caregiving has become a hidden disruptor in the workplace—one that affects productivity, engagement, team dynamics, and ultimately, retention.

What Is Caregiver Disruption?

Caregiver disruption isn’t just about someone calling in sick or asking for leave.

It’s the gradual (or sometimes sudden) strain that caregiving places on even your top performers, showing up as:

• Decreased productivity

• Increased absenteeism

• Declining mental health

• Reduced engagement

• Unexpected resignations

And it’s not always predictable. Unlike parental leave or retirement transitions, caregiver disruption often arises from a medical crisis, progressive illness, or sudden decline in a loved one’s condition.

If your organization doesn’t have a plan, you’re reacting to crises instead of leading through them.

Why Managers Are the First Line of Defense

Frontline and mid-level managers are uniquely positioned to prevent caregiving crises from becoming workforce crises. But they need tools, not just empathy.

Here’s what every manager can (and should) be prepared to do:

1. Recognize the Signs Before the Crisis Hits

Most caregivers hide their struggles out of fear: fear of being judged, sidelined, or seen as less committed.

That means you may not hear “I’m caregiving” directly.

Instead, you’ll see:

• Reliable employees suddenly missing deadlines

• A spike in unplanned absences

• Increased emotional reactivity or withdrawal

• Requests for remote work with vague explanations

Don’t ignore these signs. Ask with care:

“Hey, I’ve noticed you’ve had a lot on your plate lately. I want to make sure you feel supported, anything you’d like to share?”

Sometimes, just opening the door makes the difference.

2. Create Space for Proactive Conversations

Managers can’t, and shouldn’t, be therapists. But they can normalize conversations about caregiving.

That starts with:

• Team meetings that acknowledge caregiving as a common life stage

• One-on-ones where employees feel safe to name what’s happening at home

• Resource reminders embedded in onboarding or manager checklists

Saying “We support working caregivers” out loud goes further than you think. When people feel seen, they’re more likely to ask for help before they break.

3. Establish a Response Plan

When caregiving impacts an employee’s work, do your managers know what to do?

Here’s what a solid plan includes:

• A clear understanding of the organization’s leave, PTO, and flexibility policies

• A quick resource sheet (or intranet page) outlining benefits for caregivers

• A checklist for managing workloads during temporary absences

• A guide for re-onboarding or transition support when the employee returns

It’s not about offering unlimited accommodations.
It’s about being prepared, so your managers aren’t scrambling in the moment.

Leadership Isn’t Just About Performance. It’s About Humanity.

Employees today are asking for more than perks.
They’re asking for permission to be whole people, with aging parents, sick children, and responsibilities that don’t clock out at 5 PM.

When leaders ignore that, talent walks out the door.

But when leaders listen?
When they plan, when they equip, when they lead with empathy and strategy?

That’s where loyalty grows. That’s where performance sustains.
That’s where organizations thrive—even through the most human of challenges.

Want to Take the Next Step?

If you're ready to lead differently, here are a few places to start:

• Take the Organizational Caregiver Culture Assessment (OCCA): Get real data on how caregiving is impacting your workforce—and where to focus support.

• Bring in our leadership training: The Why Leaders Must CARE™ workshop gives managers practical tools to address caregiver disruption head-on.

• Refer employees to Thrive & Lead: Our coaching program helps professional caregivers develop boundaries, ask for help, and lead in both roles.

Visit LifeCareLeadHership.com or reach out to learn more.

Don’t wait until someone quits to start the conversation.

The views and opinions expressed in this post are solely my own and do not reflect the views of any past or present employer of Dr. Thomas. This content is for educational and informational purposes only and is not intended as medical or legal advice.