From flexible leave to mental health resources, these employers understand that supporting working caregivers is no longer optional – it’s essential.
Why do we need a list of Best Places to Work for Working Daughters? Because the face of the American workforce is changing. More than 38 million people are now balancing the unpaid labor of caring for a loved one while holding down a paying job. And for the first time, more employees are caring for aging or ill family members than for young children.
Caregivers are the fastest-growing employee group, and they are also among the most at risk of burning out, cutting back their hours, or leaving the workforce altogether. The stakes are high for employers. AARP estimates that replacing a caregiver who quits can cost six to nine months of that employee’s salary. Even when caregivers stay, unsupported, companies pay the price: about $2,700 per employee each year in absenteeism and lost productivity.
The math is clear. Investing in caregiving support is no longer optional. It is a business imperative.
From Policy to Culture
Historically, workplace benefits have centered on new parents. That work is vital, but it is only part of the story. The reality is that caregiving today extends to spouses with chronic illness, parents with dementia, and relatives recovering from serious conditions. This shift is only accelerating. Within the next decade, adults over 65 will outnumber children under 18 in the United States. For employers, that means caregiving is not a side issue. It is the issue that will define the next generation of workforce support. The organizations preparing today are the ones that will retain talent, maintain productivity, and build trust with employees.
And caregiving is not only a logistical juggling act. It is emotionally grueling. Caregivers carry grief that begins long before a loss, guilt that they are not doing enough, fear of what lies ahead, and a stress that rarely lets up. Those emotions do not stay at home. They affect focus, performance, and health on the job.
That is why the companies recognized this year stand out. They are expanding traditional benefits like flexible schedules and caregiving leave, while also acknowledging the mental health burden that comes with caregiving. They offer counseling, peer support, and accessible resources that help employees manage both the practical and the emotional weight of their dual roles.
Proof It Can Be Done
Balancing care and career is possible. The companies on the 2025 Best Places to Work for Working Daughters list prove it. They recognize that supporting caregivers is not just good for employees, it is good for business. By building cultures of care and embedding mental health into their approach, they are redefining what it means to be a great place to work.
Here is the 2025 list of Best Places to Work for Working Daughters. To create this list, we evaluated how companies’ policies, benefits, and workplace cultures support employees with caregiving responsibilities.
Reappearing on the list this year, BBB National Programs recognizes that caregivers are a fast growing segment of the workplace and supports them through various programs including dependent care assistance plans, flexible schedules, remote work and concierge/referral services for eldercare needs. Plus, managers are provided with coaching and resources to address work/life challenges. The organization regularly reviews its programs, to expand them and meet the needs of its employees and their respective families.
Empathy, flexibility, work/life balance, and understanding individual needs are baked into Careforth’s culture and messaging, from the CEO on down to direct line managers. Because Careforth has spent 25 years supporting caregivers, the company has curated a robust catalog of caregiving support resources with best practices, evidence-based care guides, videos, and articles—specifically focused not only on how to care for a loved one, but also how to care for yourself. Additionally, Careforth’s working caregiver committee provides a forum for support and advocacy for employees who are balancing caregiving responsibilities across the company.
DTCC’s benefits package signals it understands the needs of caregiving employees. It includes Family Care Leave, a generous paid sick leave policy, dependent care assistance plans, flexible schedules, financial planning education/resources and a stress management program. The company also has an affinity group specifically for elder caregivers.
Elsevier is deeply committed to providing an exceptional employee experience that meets the diverse needs of its workforce. With a significant portion of employees serving as caregivers, the company offers targeted programs such as the Modern Family Leave Program, which provides up to eight weeks of paid leave for elder care or caring for a dependent with special needs, and can be taken incrementally to ease the transition back to work. Elsevier also supports employees through paid personal days, holidays, a MindLife wellbeing program, and an extensive network of Employee Resource Groups, mental health first responders, and champions for inclusion, wellbeing, and work-life balance. By regularly gathering feedback through surveys and listening sessions, Elsevier ensures its benefits and programs evolve with employee needs, fostering a responsive, supportive, and inclusive workplace.
Genworth and CareScout
At Genworth and CareScout, associates are supported in the same way they support their customers, with a focus on compassion, guidance, and resources for those navigating caregiving and long-term care decisions. By fostering a customer-centric culture and empowering associates with tools for personal and professional success, Genworth and CareScout ensures associates can thrive while delivering exceptional care. Comprehensive wellbeing programs—including the Employee Assistance Program (EAP), telehealth, financial planning resources, HSAs and FSAs, wellbeing webinars, fitness reimbursement, and an onsite fitness center, clinic, and counselor at the Richmond, Virginia headquarters office —help associates manage stress, mindfulness, and overall health. Leaders actively support associate wellbeing, creating a culture where people feel informed, supported, and valued.
Instride
InStride is a workplace that truly supports employees and their families at every stage of life. From fertility and family expansion benefits to caregiver resources like dependent care FSAs and subsidized childcare through Helpr, InStride ensures employees have the tools they need to balance work and family. California-based Paid Family Leave provides up to eight weeks of paid leave to care for relatives, while telehealth, mental health support, and HSA options make it easier for employees across all locations to prioritize their well-being. This comprehensive approach creates a supportive, flexible, and family-friendly environment that makes InStride a best place to work.
Health Advocate
At Health Advocate, supporting employees who balance work with caregiving responsibilities is a core priority. By taking a holistic approach to caregiving support, Health Advocate ensures employees never have to navigate these challenges alone. Whether it’s resolving complex insurance claims, managing medical bills, or coping with the emotional stress of caregiving, employees have a one-stop resource available by phone, chat, or online portal. This commitment to empathy, flexibility, and whole-person well-being not only reduces the stress and disruption caregiving can bring but also fosters a culture where employees feel understood, supported, and empowered to succeed both at work and at home.
In 2025, Morgan Stanley continues to strengthen its commitment to employees who balance work and caregiving responsibilities by offering a comprehensive suite of benefits. Employees have access to elder care planning services to help support aging parents, along with a legal plan and hearing aid discounts that ease the financial and logistical challenges of care. The company also extends prescription drug discounts to family and friends who lack insurance, broadening the impact of its support beyond employees themselves. Through an ongoing partnership with Bright Horizons, Morgan Stanley provides employees with back-up care options for aging parents and resources to help locate in-home aides. These offerings, combined with the company’s focus on flexibility and whole-family wellbeing, ensure that caregiving employees have the tools and support they need to navigate responsibilities at home while thriving in their careers.
Navient continues to stand out as an employer that prioritizes the needs of employees who are also caregivers. The company offers a full range of caregiver-related benefits, including dependent care assistance plans that allow employees to set aside pre-tax dollars to cover elder care costs, a return-to-work program that supports family caregivers transitioning back from leave, and a concierge referral service to help employees quickly locate eldercare resources. To ensure these benefits are fully utilized, Navient also provides training for managers, equipping them to recognize caregiver challenges and connect employees to the right wellbeing programs. Beyond caregiving-specific benefits, Navient’s total wellbeing programs provide holistic support that eases the worries of everyday life, encourages balance, and promotes both personal and professional growth.
Making its debut appearance to the list this year, Vericast is committed to supporting employees who are family caregivers and fostering a culture of care throughout the organization. Through initiatives like the Balance Employee Resource Group (ERG), the company provides resources, webinars, care packages, and community events to support employees navigating caregiving challenges. Flexible work arrangements, including options to reduce hours or transition to part-time, help caregivers balance their responsibilities at home and work. Vericast also offers robust support programs, including the Employee Assistance Program (EAP) and partnerships with Lyra Health, which provide confidential counseling, stress management workshops, and mental health resources. Employees can access financial planning education, legal assistance, and other practical tools to ease the demands of caregiving. Together, these programs create an inclusive, supportive environment where caregivers can thrive professionally while caring for their families.