Caregiver Benefits: Stop Calling It a Perk—Start Calling It a Priority

Want to know the difference between a perk and a priority? A perk is a bonus, something a little extra, a cherry on top that is nice to have. But priorities are necessary. Big difference. 

On-site massages and free lunch? Perk. 

Support for caregivers juggling school closures, sleepless nights, and return-to-work transitions? Strategic must have.

When companies frame parent and caregiver support as a perk, they send the message that caregiving is an exception to the norm, not a reality that should be expected and supported. That mindset leads to missed opportunities, disengaged talent, and unnecessary attrition — especially since over 70% of the workforce has caregiving responsibilities.

It’s time to stop calling caregiver benefits a perk, and start treating it like the priority it is.

What Happens When You Treat Support Like a Bonus

The moment budgets tighten, extra “nice to have” benefits are first things to go. And if caregiver support is categorized as a perk, it’s viewed as expendable.

When benefits for parents are treated as luxuries rather than necessities, it has very real consequences:

• Leaders pull back on programming the moment there’s financial pressure.

• Employees hesitate to use what’s offered, fearing judgment or repercussions. They worry that they’ll be passed over for promotions or perceived to be less committed to their job simply as a result of using benefits that were designed for them.

• Caregivers (predominantly women) quietly opt out of leadership tracks or leave altogether. And women who are caregivers are 50% less likely to be considered for leadership positions.

Support that’s offered but not valued in practice can result in a culture of untrust. 

Strategic Reframing for People-First Employers

Forward-thinking companies are rewriting the narrative. They’re embedding caregiver support into the foundation of their people strategy, and not tacking it on after the fact. Microsoft offers a comprehensive suite of caregiver benefits, like backup childcare and flexible work arrangements. Bank of America also provides ample support in the form of  paid leave for caregiving, backup care, and resources for elder and childcare.

Because here’s a harsh reality:

• Supporting parents is supporting your workforce.

• Caregiver benefits directly impact talent retention, DEI, leadership development, and mental health.

By reframing caregiver support as a lever for performance and equity, you strengthen your business while honoring your people.

Internal Buy-In Starts with Language

If you’re ready to shift the culture at your organization, it has to start from the top. Because when internal stakeholders frame caregiver support as an “add-on” or “soft benefit,” they undermine its strategic importance.

Repositioning starts with words:

• Replace “perk” with “priority.”

• Link benefits to business outcomes: reduced turnover, higher engagement, better performance.

• Talk about parenthood in leadership development conversations as an experience that builds resilience, empathy, and perspective. Research shows that becoming a parent increases a person’s adaptability, resilience, communication, time management, and leadership — all valuable skills that transfer directly to the workplace. It’s time to center that conversation.

If you want your culture to support parents, your language has to lead the way.

Walk the Talk and Make It Visible

Support doesn’t count if no one knows it’s there.

• Feature caregiver benefits on your homepage, not just buried in an employee handbook.

• Celebrate parents in performance reviews, not in spite of their caregiving responsibilities, but because of the skills they bring because of them.

• Make your leaders visible users of caregiving support. If it’s only accessed quietly, it’s not embedded in culture.

Making Support a Competitive Advantage

Support for caregivers should be considered the competitive advantage that it is (one that retains top talent and entices prospective employees.) It’s far from a concession or throw away.

When you treat care as a business priority, you actively build a workplace where all employees can bring their full selves to work, and stay there for years to come. 

Let's Take the Next Step Together

CARRY™ Consulting helps employers reframe care not as a perk for their employees, but as a foundation for success. Contact us today to make your culture one that values caregiving as central to how your people lead, grow, and thrive.