Summer Strain: Caregiving Through Vacation Season (7/1/25)

While caring for a loved one comes with many daily challenges, caring during the summer months can be especially difficult. Unlike the winter holidays, which typically last for a short timeframe, the summer involves several months where there may be a need to shift from the daily routine of care. For example, during the summer, kids are out of school, professional caregivers may take their vacations, and care facilities may switch to shorter hours of operation. These occurrences contribute to large gaps in support. Did you know that the majority of working caregivers (60%) say that it is more difficult to coordinate care during the summer months than during other times of the year. (AARP)

The added stress associated with finding needed caregiver support during extended school breaks and summer holidays can show up in the workplace as impacts on performance and retention. (Harvard Business Review) Indeed, scrambling to find temporary coverage can affect caregivers’ emotional state and lead to increased absenteeism and presenteeism. So, what can caregivers and their employers do to address these challenges caused by the summer season? 

Strategies to Consider

1.   Including the Care Recipient in Vacation Plans. With careful planning, this may be a viable option for those who want to give their loved ones a change of scenery and help avoid guilt about leaving them behind. Thorough planning is required, for example, to secure vacation accommodations that are near needed dialysis facilities or other medical requirements, and that meet accessibility demands. 

2.   Hiring Respite Care. Professional respite services or adult day care may be a solution for some caregivers in addressing the summer crunch for support. Keep in mind, however, that affordability and availability of services may be barriers for some.

3.   Flexibility and Remote Work Arrangements. Using remote work models has been helpful to some caregivers in managing their summer work/care responsibilities. Although not embraced by all employers, the research shows that employers who do support these approaches benefit from increased employee morale, loyalty, and retention.

A Win-Win-Win Opportunity

As the summer months roll along, it’s important that employers, communities, and policymakers understand the strain caused by working while caring, especially during the added challenges of the summer months. Employers can play a vital role in alleviating some of this added strain by communicating helpful benefits such as respite care subsidies, providing flexible scheduling and remote work options, and educating managers to recognize and address caregiving and work conflicts.

Caregivers, on the other hand, can plan ahead and communicate their plans to all involved in helping them navigate through the barriers. Additionally, it’s important to ask for help where needed, whether it be in the form of paid services, employer support, or help from family or members of their community. 

Takeaways

With good planning, caregiving during the summer months can be much easier for all involved. Although taking your care recipient on vacation may not be a practical choice for some caregivers, other options can allow you to have the getaway time and rest you need from your dual roles as a working caregiver. It’s important to take the time to decide what will provide you with the best outcomes for you and your family without jeopardizing your work responsibilities. Employers can play a big part by offering flexibility and empathy in managing their caregiving workers through the unique challenges of the summer months.

Until the next blog!

Thank you for being here, for reading, and for caring!

References:

• AARP, Caregiving in the U.S. (2023).

• Rosalynn Carter Institute for Caregivers (2023).

• Forbes, How Caregivers Are Adapting Their Vacation Plans (2022).

• SHRM, Supporting Employee Caregivers (2022).

• Harvard Business Review, The Workplace Needs A Caregiving Revolution (2021).