In a Nutshell: Blog Highlights
More than one in three Canadian employees is balancing work with caregiving responsibilities, yet many employers remain unaware of the impact caregiving is having on their workforce.¹
As Canada's population ages, more employees are quietly balancing full-time careers with caring for aging parents, spouses, children, and other loved ones. The impact is increasingly showing up in workplace productivity, mental health, and employee retention.
Small changes can make a big difference. Flexible work arrangements, mental health supports, and caregiver-friendly benefits can help employees manage competing responsibilities.
Start by understanding your workforce. Employee surveys can help identify caregiving needs and gaps in existing benefits programs. Wiegers Financial & Benefits can help.
Supporting caregivers strengthens organizations. Thoughtful benefits strategies can improve employee well-being, engagement, and retention while fostering a more resilient workplace.
Caregiving also comes with significant financial and emotional costs. In Saskatchewan, many caregivers report spending more than $1,000 per month on caregiving expenses, while most say caregiving has negatively affected their own well-being.²
The Deeper Dive
How Many Caregivers Are in Your Workforce?
How many employees in your organization are currently caring for an aging parent, spouse, child with a disability, or another loved one?
The answer may be higher than you think.
The modern workforce is changing. While employers have spent years expanding support for parents of young children, another growing group of employees is quietly balancing equally demanding responsibilities: caring for aging parents, spouses, adult children with disabilities, or other family members while maintaining a full-time career.
Many Canadians now find themselves part of the "sandwich generation," caring for children and aging family members at the same time. As caregiving responsibilities continue to grow, employers have an opportunity to strengthen employee well-being, improve retention, and build more inclusive workplaces by recognizing and supporting these employees.
Caregiving Is a Workplace Issue
According to a 2025 report from the Canadian Centre for Caregiving Excellence, approximately 6.1 million Canadians are balancing paid employment with caregiving responsibilities, representing 35% of Canada's workforce. Among working caregivers, 66% of those aged 35 to 54 work full-time, demonstrating that caregiving is affecting employees during some of their most productive career years.¹
The demands are significant. Working caregivers often manage medical appointments, transportation, financial coordination, emotional support, and daily care responsibilities while trying to meet workplace expectations.
The result can be increased stress, absenteeism, presenteeism, and burnout. Unlike many other responsibilities, caregiving is often unpredictable. An aging parent may suddenly require transportation to a medical appointment, a spouse's condition may worsen overnight, or a child may require additional support with little notice.
For many employees, caregiving is not simply a scheduled responsibility; it is a constant mental load that extends well beyond traditional working hours. Recent Saskatchewan caregivers interviewed following the release of the Canadian Centre for Caregiving Excellence survey described caregiving as a "24/7 mental load" that can quickly become overwhelming without support.²
The Hidden Impact on Employers
Many organizations underestimate how many caregivers are already in their workforce. Because caregiving is often viewed as a private family matter, employees may hesitate to disclose their responsibilities. Yet the impact often appears in workplace metrics through increased sick days, mental health concerns, reduced productivity, and higher turnover.
The financial burden is also significant. Among Saskatchewan caregivers surveyed, 20% reported spending more than $1,000 per month out of pocket to care for a loved one, while 77% said caregiving had negatively affected their own well-being.²
These pressures can compound existing financial stress and contribute to mental health challenges that ultimately affect workplace performance and engagement.
What Employers Can Do
Supporting caregivers does not necessarily require introducing expensive new benefits. In many cases, organizations already offer programs that could provide meaningful support if employees know they exist and can access them easily.
Employers should consider:
- Flexible work arrangements that accommodate appointments and caregiving responsibilities
- Remote work options where operationally feasible
- Employee and Family Assistance Plans (EFAPs) that include counselling and caregiver resources
- Mental health coverage that recognizes caregiver stress and burnout
- Family responsibility leave policies that provide additional flexibility
- Navigation services that help employees locate community supports and healthcare resources
- Financial wellness education that addresses caregiving costs and long-term planning
Flexibility may be one of the most valuable supports an employer can provide. Many caregivers say they can continue working only because their employer accommodates changing caregiving demands. Simple measures such as flexible scheduling or the ability to attend appointments without penalty can make the difference between an employee remaining engaged or leaving the workforce altogether.
Just as importantly, organizations should foster a culture where employees feel comfortable discussing caregiving responsibilities without fear of career consequences.
Understanding Your Workforce Starts with Listening
One of the most effective ways to build a meaningful benefits program is to understand what matters most to your employees.
At Wiegers Financial & Benefits, we regularly conduct employee surveys on behalf of our clients to gather valuable feedback on workplace benefits, financial wellness, and evolving employee needs. These insights help employers make informed decisions about their total rewards strategy rather than relying on assumptions.
Survey results may reveal needs that extend beyond traditional benefits coverage. Saskatchewan caregivers have identified greater access to caregiving education, navigation services, and practical training as important gaps in existing support systems.² Understanding these needs can help employers shape a more responsive and meaningful employee experience.
As caregiving responsibilities become increasingly common, organizations may wish to include questions that identify how many employees are balancing work with caring for children, aging parents, spouses, or other loved ones. Understanding the prevalence and challenges of caregiving within your workforce can uncover opportunities to enhance flexibility, education, and benefit offerings.
By listening to employees first, employers can make evidence-based decisions that better support their people while strengthening engagement, retention, and workplace well-being.
Don't Overlook Existing Government Supports
Employees may also be eligible for federal programs that help ease the burden of caregiving.
The Government of Canada offers several Employment Insurance (EI) Caregiving Benefits, including support for those caring for critically ill children, critically ill adults, or individuals requiring end-of-life care. Depending on the situation, eligible caregivers may qualify for up to 35 weeks, 15 weeks, or 26 weeks of benefits.³
In addition, eligible Canadians may qualify for the Canada Caregiver Credit, a non-refundable tax credit that recognizes the financial impact of supporting certain family members with physical or mental impairments.⁴
Employers can play an important role by educating employees about these resources and helping them understand how workplace leave policies may complement available government programs.
A Competitive Advantage for Employers
Organizations that proactively support caregivers may gain a significant advantage in attracting and retaining experienced employees. Many caregivers are in their peak earning, leadership, and professional development years. When employers provide flexibility and support, they reduce the risk of losing valuable institutional knowledge and experienced talent.
As caregiving responsibilities continue to grow across the workforce, organizations that recognize and respond to these realities will be better positioned to strengthen engagement, improve retention, and build healthier workplace cultures.
The most effective benefits plans recognize that employees do not leave their caregiving responsibilities at home when they come to work. Instead, they create an environment where employees can succeed in both roles.
Start with Understanding Your Workforce
Do you know how many caregivers are in your workforce?
If not, an employee survey may be the best place to start.
Understanding employee needs is the first step toward building a benefits strategy that supports today's workforce and prepares for tomorrow's challenges.
Wiegers Financial & Benefits can help employers assess employee needs and develop benefits strategies that support working caregivers while strengthening workplace engagement, retention, and overall well-being.
Every workforce is different, which is why the best place to start is by listening.
At Wiegers Financial & Benefits, we help employers gain valuable insight into what matters most to their employees through customized surveys, benefits reviews, and workforce analysis. Together, we can identify opportunities to better support caregivers while strengthening employee engagement, retention, and overall well-being.
Learn more about our employee survey and benefits consulting services by contacting our team.
Michael Carss, B.Comm.
Director Innovation & Growth
References
¹ Canadian Centre for Caregiving Excellence – Caring in Canada Report 2025
² The StarPhoenix – Saskatchewan caregivers speak out as national survey shows many are overwhelmed
³ Government of Canada – Employment Insurance Caregiving Benefits
