The Hidden Key to Successful RTO: Supporting Your Caregiving Employees

As companies across America announce return-to-office mandates, a critical challenge is emerging that many leaders haven’t fully considered: the impact on employee caregiving responsibilities. While the focus often centers on productivity and collaboration benefits, the reality is that many employees have built their entire caregiving arrangements around remote work flexibility.

The Real Cost of Overlooking Caregivers in RTO Planning

Consider this: 73% of U.S. employees are caregivers, caring for children, aging parents, or both. These aren’t just statistics – they represent real people who have structured their lives around being present for those who need them most. During the remote work era, many of these employees found a delicate balance between their professional responsibilities and caregiving duties.

Now, as RTO mandates roll out, these carefully crafted arrangements are being upended. Parents who adjusted their schedules to handle school drop-offs and pickups, employees caring for aging parents who require regular medical appointments, and those managing both responsibilities simultaneously are all facing a complex puzzle of reorganizing their lives – often with very little notice.

Why This Matters to Your Bottom Line

The business impact of ignoring this challenge can be severe:

• Increased turnover risk, particularly among experienced employees
• Higher levels of stress and burnout affecting productivity
• Increased absenteeism as employees struggle to find new care solutions
• Reduced engagement and loyalty

Research shows that caregiving employees are 30% more likely to leave their current role if their ability to manage care responsibilities is compromised. This is particularly concerning given that these same employees often bring unique skillsets to the workplace, including enhanced empathy, efficiency, and emotional intelligence.

The Solution: Modern Care Support for the RTO Era

Forward-thinking companies are discovering that the key to a successful RTO transition lies in implementing innovative care support solutions like Upwards. Here’s what makes a truly effective care benefit during this transition:

1. Emergency Backup Care

When regular arrangements fall through during the RTO adjustment period, employees need immediate access to reliable backup care. Upwards’ extensive network of vetted providers can match employees with quality care within 24 hours (at an impressive 95% match rate), preventing those stressful last-minute scrambles that lead to missed workdays.

2. Comprehensive Care Network

Modern care solutions should go beyond basic referrals. Look for comprehensive platforms that offer:

• Access to over 260,000+ vetted caregivers for both childcare and elder care
• 24/7 availability to support various work schedules
• Care options up to 40% below market rates
• Diverse care types to match different family needs and preferences
• Technology-enabled matching that connects employees with the right care quickly

3. Dedicated Care Navigation

Employees shouldn’t have to figure out complex care arrangements alone. With dedicated care navigators who understand their unique needs, they can focus on their transition back to the office while experts handle the details of finding and coordinating suitable care options.

The ROI of Modern Care Benefits During RTO

Implementing comprehensive care benefits during RTO isn’t just about being an empathetic employer – it’s a strategic business decision that delivers measurable results:

• Reduced turnover costs through improved retention - up to 7x the rate of normal turnover when your employees have their care needs met!
• 30% decrease in absenteeism
• Enhanced employee engagement and productivity
• Strengthened employer brand in a competitive market
• Demonstrated commitment to employee wellbeing - which in turn majorly boosts your employees’ lives inside and outside of the workplace

Making the Transition Work

As you plan your RTO strategy, consider these steps:

1. Survey employees about their caregiving responsibilities and challenges
2. Implement care support solutions before announcing major workplace changes
3. Communicate clearly about available care benefits
4. Provide adequate time for employees to arrange new care solutions
5. Offer flexibility during the transition period

Looking Forward

The most successful RTO strategies will be those that recognize and support the whole employee – including their caregiving responsibilities. By implementing innovative care solutions, organizations can transform a potentially disruptive mandate into an opportunity to demonstrate genuine understanding and support for their workforce.

Ready to learn how Upwards can help your organization support employees through the RTO transition? Contact us to discover how our comprehensive care platform can help build a more resilient and engaged workforce.