Why Caregiver Support Is Emerging as a Workplace Priority

Supporting caregivers isn’t about grand gestures or glossy policy announcements – it’s about thoughtful, inclusive policies that reflect the real lives of people.

Caregiving has quietly become one of the most critical workforce issues of our time.

Across India, associates are increasingly managing dual roles, not just as professionals, but as caregivers for their children, aging parents, or loved ones with medical needs. This shift is no longer a niche issue. It’s mainstream, and it’s reshaping how we think about productivity, wellbeing, and support at work.

As HR leaders, we see this reality unfold daily. The boundaries between personal life and professional commitments are more fluid than ever. It is constantly driven by hybrid models, changing family structures, and a renewed focus on mental health and flexibility. Across sectors, from IT and healthcare to manufacturing and BFSI, the message is clear: if we want to attract, engage, and retain top talent, we need to design workplaces that acknowledge the pressures caregivers face, and actively support them.

And what happens when we ignore these challenges? Burnout. Absenteeism. The quiet exit of capable, driven professionals, many of whom don’t return. The way forward lies in integrating meaningful caregiving support into broader employee well-being strategies through flexible work options, mental health resources, inclusive leave policies, and above all, leadership that leads with empathy.

The Quiet Workforce Within the Workforce

In today’s boardrooms and breakrooms, there’s an often-overlooked segment of associates silently doing double duty. They clock into their jobs while simultaneously managing caregiving responsibilities at home. They’re balancing meeting deadlines with administering medications. Pitching ideas while managing hospital appointments. Showing up for work even after sleepless nights spent caring for dependents. These caregivers aren’t asking for sympathy. They’re asking for support and understanding. They want a system that allows them to thrive in both roles without guilt and penalty.

According to a 2024 LinkedIn India Workforce Confidence Index, nearly 1 in 3 professionals in India are primary caregivers, with a significant percentage reporting that caregiving responsibilities affect their job performance and emotional well-being. For women professionals, the number rises to over 40%, indicating a disproportionate load. And yet, caregiving goes unseen in DE&I conversations.

That invisibility isn’t accidental. Many caregivers hesitate to disclose their responsibilities at work for fear of being perceived as less dedicated. Others keep the struggle to themselves, believing it’s just something they’re expected to manage quietly.

But when we listen closely, the signals are clear: increased stress levels, absenteeism, reduced engagement, and emotional exhaustion. Overlooking these signals impacts not just the individual but the organization as a whole. As leaders, it’s not just our moral responsibility to address this; it’s a business imperative – the need of the hour.

The Data Is Clear: Caregiver Benefits Impact Retention

There’s now compelling evidence that caregiver support directly influences employee retention and engagement. A recent Deloitte India report (2024) on workplace well-being revealed that 78% of associates who receive caregiver support at work are more likely to stay with their current employer. Meanwhile, companies with caregiver-friendly policies reported a 25% improvement in employee engagement scores over two years.

This shift in workforce expectations underscores a larger truth: caregiver support is no longer a ‘good-to-have.’ It is a business essential, a core pillar of any modern talent strategy.

What Does Support Look Like?

Supporting caregivers isn’t about grand gestures or glossy policy announcements – it’s about thoughtful, inclusive policies that reflect the real lives of people.

At Terumo India, this philosophy is already at the heart of how we support our associates. Our caregiving framework includes everything from dedicated caregiver leave and pet care support to reintegration plans for returning mothers and eldercare assistance. We’ve built caregiver networks to foster connections. These efforts are complemented by holistic benefits, creche reimbursements, funeral assistance, gym memberships, telemedicine access, mental wellness programs, and flexible work models that ensure caregivers aren’t just accommodated, but genuinely empowered.

Caregivers are not defined by their challenges but valued as professionals with multifaceted lives who deserve flexibility and respect.

Caregiving Is the Next Frontier of DEI

Traditional DE&I efforts have made significant strides in gender equity, LGBTQ+ inclusion, and accessibility. But caregiving still remains an underrepresented issue, despite being one of the most universal experiences. It affects a wide swath of the workforce, often silently – more often than not impacting women and associates from marginalized backgrounds.

What we need to understand, however, is that supporting caregivers isn’t just a wellness initiative. It’s a deeply inclusive act. And perhaps also prompts a rethinking of traditional productivity norms, allowing for more humane and sustainable expectations from teams.

It’s time we recognize caregiving not as a temporary life phase but as a valid identity. It cuts across age, gender, sexual orientation, and socioeconomic status, making it not just a wellness concern, but a profound equity issue.

What if caregiving support wasn’t seen as a “perk” but as a marker of equity? What if we moved away from rigid productivity metrics that reward visibility over value, and instead fostered humane expectations, allowing people to work with purpose and peace of mind?

A Culture Shift, not a Checklist

Supporting caregivers goes beyond ticking a policy box. It starts with culture. It requires a fundamental shift in mindset.

It calls for leadership that is empathetic and people centric. It demands trust in associates to manage their responsibilities and time effectively. And most importantly, it involves acknowledging that life’s duties outside work aren’t distractions; they are integral to human experience and can, in fact, enrich the quality of work itself.

This shift is not immediate. It takes consistent dialogue, cross-functional collaboration, and the willingness to lead with intention and care. The most impactful policies often begin with open conversations. Engaging with associates, understanding their challenges, and co-creating support structures that are both relevant and respectful are key.

India Inc. is at a pivotal moment. As we navigate new ways of working, caregiving will remain a defining theme, not just for individuals, but for the very fabric of our workplaces. Recognizing and supporting caregivers within the workforce is not just about addressing current needs; it’s about building organizations that are resilient, inclusive, and prepared for the future. Organizations that integrate this understanding into their values, not just their benefits, are the ones that will lead the way. For further insights into the evolving workplace paradigm, visit