New York Life Group Benefit Solutions Study Reveals Gaps in Workplace Support for Caregivers of People With Special Needs

61% of employees who are caregivers of those with special needs spend at least six hours per day providing care.

While 80% of caregiving employees are aware of their caregiver benefits, only 68% are using them.

NEW YORK--(BUSINESS WIRE)--A new study from New York Life Group Benefit Solutions (NYL GBS) highlights the growing realities faced by caregivers of people with special needs — an often-overlooked workforce segment balancing demanding care responsibilities with their professional lives. The findings reveal that the time dedicated to caregiving, and emotional and financial pressures these caregivers face, take a meaningful toll on their wellbeing and highlight the ongoing challenge of balancing personal and professional responsibilities.

A second “full-time job”

For many employees who care for someone with special needs, caregiving isn’t a part-time task; it’s a daily commitment. Sixty-one percent spend at least six hours per day providing care, and more than a third (36%) have done so for at least six years — essentially managing a “second full-time job” that traditional benefit designs don’t support.

The toll is wide-ranging:

• Career impact: Three in four caregiving employees (75%) say their responsibilities have affected their ability to work or advance professionally, with 29% reducing from full-time to part-time work and 14% leaving the workforce altogether.
• Wellbeing impact: 84% reported experiencing burnout, and 56% reported stress or anxiety.

“Behind every data point is a person caring for someone they love while trying to keep their career on track. Without the right support, it’s nearly impossible to maintain that balance,” said Meghan Shea, vice president and head of distribution, New York Life Group Benefit Solutions. “Employers who recognize caregiving as a workforce issue, not just a personal one, can make a meaningful difference by supporting employees in their personal lives so they can thrive professionally.”

Meeting caregiving employees where they are

Although most caregivers have had to make personal and professional sacrifices to provide care, the vast majority also say caregiving gives them a deep sense of purpose. For employees balancing the constant demands of care with their professional aspirations, the right benefits can be a stabilizing force, enabling them to stay engaged, productive and well.

Yet the findings reveal a gap between awareness and utilization: while 80% of caregiving employees are aware of their benefits, only 68% are using them. This disconnect suggests that even when resources exist, they may not fully meet caregivers’ needs or feel accessible in practice.

Generational differences add another layer. Seventy-two percent of Millennial and Gen Z caregivers report using benefits often or sometimes, compared with 59% of Baby Boomer and Gen X caregivers. Among those not taking advantage of available programs, 31% said their employer offered no resources, and 25% cited privacy concerns that discouraged them from doing so.

“Employers have an incredible opportunity to align with these caregivers’ sense of purpose by designing benefits and fostering workplace cultures that recognizes caregiving as a strength,” said Shea. “When organizations invest in the wellbeing of their caregiving employees through flexibility, financial guidance and emotional support, they cultivate loyalty, resilience and a deeper sense of shared purpose across their workforce.”

What benefits caregivers seek

Caregivers are clear about what they need most from employers: flexibility, practical support and help managing the financial and emotional complexity of care. When asked which types of support would be most valuable, caregivers identified several priorities:

• Backup or emergency caregiving support (49%)
• Workplace flexibility (44%)
• Financial planning assistance (43%)
• Help navigating complex systems such as medical care, education or government benefits (39%)
• Tax support for credits and deductions related to care (30%)

These insights give employers a clear direction: design and communicate benefits in ways that truly support employees who are caregivers and foster a workplace culture where they feel valued, supported and able to succeed.

For a view of key findings, please visit here.

Survey Methodology: This survey was fielded between Sept. 16-21, 2025, among 240 employed adults who care for a dependent with special needs. The interviews were conducted online and the data were weighted to approximate a target sample of adults based on gender. Results from the full survey have a margin of error of plus or minus six percentage points.

ABOUT NEW YORK LIFE

New York Life Insurance Company (www.newyorklife.com), a Fortune 100 company founded in 1845, is the largest mutual life insurance company in the United States¹ and one of the largest life insurers in the world. Headquartered in New York City, New York Life’s family of companies offers life insurance, disability income insurance, retirement income, investments and long-term care insurance. The company holds the highest financial strength ratings currently awarded to any U.S. life insurer by all four major credit rating agencies². Groups Benefits Solutions is a business group within New York Life.

1 Based on revenue as reported by "Fortune 500 ranked within Industries, Insurance: Life, Health (Mutual)," Fortune magazine, 6/2/2025. For methodology, see https://fortune.com/company/new-york-life-insurance/.

2 Individual independent rating agency commentary as of 10/28/2025: A.M. Best (A++), Fitch (AAA), Moody’s (Aa1), Standard & Poor’s (AA+).