New Care.com Research Uncovers a Major Threat to Retention as Employers Underestimate Burnout
Care.com's 2025 Future of Benefits Report reveals a significant disconnect in workplace burnout perception, with 84% of employers acknowledging burnout's impact on retention. While employers estimate 45% of employees are at burnout risk, 69% of employees report experiencing moderate to high burnout levels.
The study highlights a strong correlation between caregiving responsibilities and burnout, with 83% of employees paying for family care reporting that balancing care and work duties increases burnout risk. Without caregiving support, employees experience increased stress (64%), decreased quality of life (48%), and lower job satisfaction (40%).
Notable findings show that nearly 1 in 5 employees (19%) have left jobs due to lack of family care benefits. Companies offering care benefits report positive outcomes, including employee savings of approximately $1,000 annually on both child and senior care. Importantly, 80% of employers predict a 25% or greater increase in profitability if employee burnout was eliminated.
Il Report sul Futuro dei Benefici 2025 di Care.com rivela un significativo disallineamento nella percezione del burnout sul posto di lavoro, con l'84% dei datori di lavoro che riconoscono l'impatto del burnout sulla retention. Mentre i datori di lavoro stimano che il 45% dei dipendenti sia a rischio di burnout, il 69% dei dipendenti riporta di sperimentare livelli di burnout da moderati ad elevati.
Lo studio evidenzia una forte correlazione tra le responsabilità di assistenza e il burnout, con l'83% dei dipendenti che pagano per l'assistenza familiare che segnalano che bilanciare i doveri di cura e lavoro aumenta il rischio di burnout. Senza supporto per l'assistenza, i dipendenti sperimentano un aumento dello stress (64%), una diminuzione della qualità della vita (48%) e una minore soddisfazione lavorativa (40%).
Tra i risultati notevoli, si osserva che quasi 1 dipendente su 5 (19%) ha lasciato il lavoro a causa della mancanza di benefici per l'assistenza familiare. Le aziende che offrono benefici per l'assistenza segnalano risultati positivi, tra cui risparmi per i dipendenti di circa $1.000 all'anno sia per l'assistenza ai bambini che per quella agli anziani. È importante notare che l'80% dei datori di lavoro prevede un aumento della redditività del 25% o più se il burnout dei dipendenti fosse eliminato.
El Informe sobre el Futuro de los Beneficios 2025 de Care.com revela una desconexión significativa en la percepción del agotamiento laboral, con un 84% de los empleadores reconociendo el impacto del agotamiento en la retención. Mientras los empleadores estiman que el 45% de los empleados está en riesgo de agotamiento, el 69% de los empleados informan experimentar niveles de agotamiento moderados a altos.
El estudio destaca una fuerte correlación entre las responsabilidades de cuidado y el agotamiento, con un 83% de los empleados que pagan por cuidado familiar reportando que equilibrar las tareas de cuidado y trabajo aumenta el riesgo de agotamiento. Sin apoyo para el cuidado, los empleados experimentan un aumento del estrés (64%), una disminución de la calidad de vida (48%) y una menor satisfacción laboral (40%).
Entre los hallazgos notables, se observa que casi 1 de cada 5 empleados (19%) ha dejado su trabajo debido a la falta de beneficios de cuidado familiar. Las empresas que ofrecen beneficios de cuidado reportan resultados positivos, incluyendo ahorros para los empleados de aproximadamente $1,000 anuales tanto en cuidado infantil como de ancianos. Es importante destacar que el 80% de los empleadores predice un aumento del 25% o más en la rentabilidad si se eliminara el agotamiento de los empleados.
Care.com의 2025년 복지 미래 보고서는 직장에서의 번아웃 인식에서 상당한 불일치를 드러내며, 84%의 고용주가 번아웃이 직원 유지에 미치는 영향을 인정하고 있습니다. 고용주들은 45%의 직원이 번아웃 위험에 처해 있다고 추정하지만, 69%의 직원이 중간에서 높은 수준의 번아웃을 경험하고 있다고 보고하고 있습니다.
이 연구는 돌봄 책임과 번아웃 사이의 강한 상관관계를 강조하며, 가족 돌봄을 위해 비용을 지불하는 직원의 83%가 돌봄과 업무 의무를 병행하는 것이 번아웃 위험을 증가시킨다고 보고하고 있습니다. 돌봄 지원이 없을 경우, 직원들은 스트레스 증가(64%), 삶의 질 저하(48%), 직무 만족도 감소(40%)를 경험합니다.
주목할 만한 발견으로는 거의 5명 중 1명(19%)의 직원이 가족 돌봄 혜택의 부족으로 직장을 떠났다는 점입니다. 돌봄 혜택을 제공하는 회사들은 긍정적인 결과를 보고하며, 직원들이 아동 및 노인 돌봄에서 연간 약 $1,000의 비용을 절약하고 있습니다. 특히, 80%의 고용주가 직원의 번아웃이 제거된다면 25% 이상의 수익 증가를 예측하고 있습니다.
Le Rapport sur l'Avenir des Avantages 2025 de Care.com révèle un décalage significatif dans la perception du burnout au travail, avec 84% des employeurs reconnaissant l'impact du burnout sur la rétention. Alors que les employeurs estiment que 45% des employés sont à risque de burnout, 69% des employés rapportent vivre des niveaux de burnout modérés à élevés.
L'étude met en évidence une forte corrélation entre les responsabilités de soins et le burnout, avec 83% des employés payant pour des soins familiaux signalant que l'équilibre entre les tâches de soin et de travail augmente le risque de burnout. Sans soutien pour les soins, les employés ressentent une augmentation du stress (64%), une diminution de la qualité de vie (48%) et une satisfaction au travail réduite (40%).
Des résultats notables montrent qu'environ 1 employé sur 5 (19%) a quitté son emploi en raison du manque d'avantages liés aux soins familiaux. Les entreprises offrant des avantages en matière de soins rapportent des résultats positifs, y compris des économies pour les employés d'environ 1 000 $ par an pour les soins aux enfants et aux personnes âgées. Il est important de noter que 80% des employeurs prédisent une augmentation de la rentabilité de 25% ou plus si le burnout des employés était éliminé.
Der Care.com Bericht über die Zukunft der Benefits 2025 zeigt eine erhebliche Diskrepanz in der Wahrnehmung von Burnout am Arbeitsplatz, wobei 84% der Arbeitgeber die Auswirkungen von Burnout auf die Mitarbeiterbindung anerkennen. Während die Arbeitgeber schätzen, dass 45% der Mitarbeiter einem Burnout-Risiko ausgesetzt sind, berichten 69% der Mitarbeiter von moderaten bis hohen Burnout-Niveaus.
Die Studie hebt eine starke Korrelation zwischen Pflegeverantwortung und Burnout hervor, wobei 83% der Mitarbeiter, die für Familienpflege bezahlen, angeben, dass das Gleichgewicht zwischen Pflege- und Arbeitsaufgaben das Burnout-Risiko erhöht. Ohne Unterstützung bei der Pflege erleben die Mitarbeiter erhöhten Stress (64%), eine geringere Lebensqualität (48%) und eine niedrigere Arbeitszufriedenheit (40%).
Bemerkenswerte Ergebnisse zeigen, dass fast 1 von 5 Mitarbeitern (19%) aufgrund fehlender Familienpflegeleistungen den Job gewechselt hat. Unternehmen, die Pflegeleistungen anbieten, berichten von positiven Ergebnissen, darunter jährliche Einsparungen von etwa 1.000 $ für die Mitarbeiter sowohl bei der Kinder- als auch bei der Seniorenpflege. Wichtig ist, dass 80% der Arbeitgeber einen Anstieg der Rentabilität um 25% oder mehr vorhersagen, wenn das Burnout der Mitarbeiter beseitigt wird.
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The findings further uncover an employee burnout crisis that has strong links to caregiving—
“Our research sounds the alarm to business leaders that investing in the well-being of your people—especially caregiving employees—is critical,” said Brad Wilson, CEO of Care.com. “The need to balance caregiving and work responsibilities is at the root of workplace burnout, draining productivity and driving turnover. We cannot afford to underestimate this crisis. It’s simple: provide caregiving support, prevent burnout at the source, and build resilient companies.”
Highlights from the 2025 Future of Benefits Report, which surveyed 600 C-suite level executives and HR decision-makers and 1,000 benefits-eligible employees, include:
Employers’ #1 goal is to attract and retain employees—but burnout is getting in the way: Attracting and retaining employees is the top priority for today’s employers when designing benefits strategies, and
Caregiving responsibilities drive burnout among employees: Of the respondents who pay for family care (
Employees with access to care benefits say that without such access, they would experience higher stress (
Without family care benefits, employers risk losing talent: Failing to provide caregiving support isn’t just a quality-of-life issue for employees—it’s a retention risk for employers. Approximately 1 in 5 employees might leave their job if another offered child care benefits (
Family care benefits are a win-win for employees and employers alike: The good news is employers who invest in family care benefits see real return—in employee well-being, workforce stability and overall bottom line.
Those with access to care benefits commonly report major ways these benefits improve their lives: higher quality of life (
When employees are less burned out, companies see financial return. The majority of employers (
Employers and employees agree—companies have a role to play in caregiving: Both employees and employers recognize that addressing caregiving challenges isn’t just a personal responsibility—it’s a business imperative. In fact,
The full results of The 2025 Future of Benefits Report can be found here.
2025 Future of Benefits Report Methodology
The Future of Benefits Report surveyed two sample populations. The sample of 600 U.S. adults was surveyed from November 21 to December 17, 2024. All respondents are C-Suite level executives, HR Managers or higher ranking staff at companies with over 100 employees, and are at least partially responsible for company decisions regarding employee benefits, confirmed by both consumer-matched data and self-confirmation. DKC Analytics conducted and analyzed this survey with a sample procured using the Pollfish survey delivery platform, which delivers online surveys globally through mobile apps and the mobile web along with the desktop web. No post-stratification has been applied to the results. The full and valid survey completion rate was
The sample of 1000 U.S. adults was surveyed from November 26 to 28, 2024. All respondents are currently employed for wages and eligible for employer-provided benefits, confirmed by both consumer-matched data and self-confirmation. DKC Analytics conducted and analyzed this survey with a sample procured using the Pollfish survey delivery platform, which delivers online surveys globally through mobile apps and the mobile web along with the desktop web. No post-stratification has been applied to the results. The full and valid survey completion rate was
About Care.com
Care.com is one of the largest providers of online services for finding family care and care jobs, spanning in-home and in-center care solutions. Since 2007, families have relied on Care.com for an array of care for children, seniors, pets, and the home. Designed to meet the evolving needs of today’s families and caregivers, the Company also offers customized corporate benefits packages to support working families, household tax and payroll services, and innovations for caregivers to find and book jobs. Care.com is an IAC company (NASDAQ: IAC).
Care for Business, Care.com’s enterprise division, offers the most comprehensive suite of employer-sponsored family care benefits to global businesses, including many of the Fortune 100. More than 630 employers look to Care for Business to help increase productivity, retain top talent, and support the diverse needs of their workforce with solutions designed to help solve today’s most disruptive caregiving challenges.
View source version on businesswire.com: https://www.businesswire.com/news/home/20250408012401/en/
Natasha Fellion, Associate Director, Communications
press@care.com
Mackenzie Nintzel, Communications Manager
press@care.com
Source: Care.com
FAQ
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