The home-based care industry is grappling with a staffing crisis, caregiver shortages, high turnover and increasing demand for services making recruitment and retention more difficult than ever.
During a recent HomeCare RoundTable, industry leaders discussed what it truly takes to become the employer of choice in home-based care. The consensus? Pay is a factor, but not the key differentiator; while wages play a role, caregivers primarily leave when they feel overworked and undervalued and see no career path forward. The biggest drivers of retention and engagement are actually more about the experiences care providers have in their day-to-day, including how they feel about their schedules, if they feel supported in attaining career goals—and a workplace culture that priorities those things.
So how can home-based care agencies improve recruitment and retention? Let’s look at some of the solutions to each of those challenges.
1. Scheduling Issues & Burnout: the Silent Retention Killer
Many caregivers juggle multiple jobs as well as personal responsibilities. Rigid, unpredictable schedules—or not getting enough hours of paid work—can lead to burnout and job dissatisfaction. Last-minute call-offs by their colleagues put additional pressure on team members who are present, increasing frustration and turnover. Here are some things to consider to help overcome these challenges:
Self-Scheduling & Shift Swaps: Caregivers can choose shifts via an app or swap with colleagues, improving work-life balance.
Guaranteed Hours & Predictable Schedules: Providing consistent hours ensures financial stability.
Backup Caregiver Pools: Maintaining a standby team minimizes disruptions created by last-minute call-offs.
Scheduling Technology: Scheduling driven by artificial intelligence optimizes assignments and prevents overwork.
Matching Caregivers With Clients: Long-term client-caregiver pairings improve job satisfaction and retention.
Encouraging Work-Life Balance: Paid time off, wellness programs and mental health resources help reduce burnout.
Recognizing & Rewarding Reliability: Bonuses, incentives and appreciation events can boost the team’s morale and help them feel valued.
Caregivers who have control over their schedules and receive proper support are significantly less likely to leave, resulting in lower turnover and a more stable workforce.
2. Pay & Benefits: Important, But Not a Game Changer
While wages influence employment decisions, they do not actually drive long-term retention on a large scale. According to industry reports, homecare workers generally earn between $16
and $24 per hour, with little variation across agencies.
Despite these wages, turnover rates average 77% annually, indicating that caregivers probably leave for more than just a paycheck. While there is a general sense in the industry that caregivers are lured to job hop for small pay increases, they’re actually more likely seek stability, career advancement and a supportive workplace.
Several things matter more than pay when it comes to retention:
Bonus Structures: Performance and tenure-based incentives increase retention.
Comprehensive Benefits: Health
care, paid time off and tuition assistance offer employees long-term stability.Consistent Work Hours: Eliminating fluctuating schedules prevents financial stress.
Agencies that prioritize job stability, career pathways, and a culture of appreciation consistently outperform competitors in retention.
3. Career Growth & Professional Development: the Ultimate Retention Strategy
Another leading reason caregivers leave companies is a perceived or real lack of career growth. This can start from day one with the orientation process; if performed well, onboarding can ensure early success. But long-term professional development keeps caregivers engaged well past the first three months of hiring, and helps build employees that will stay for years. Here are some key components:
Onboarding Training: Builds confidence and job readiness in the first 30-90 days.
Ongoing Professional Development: Offers learning opportunities and career growth.
Tuition Assistance & Continuing Education Credits: Help caregivers further their education and increase their earning potential.
By investing in career pathways, agencies reduce turnover, build loyalty, and develop a highly skilled workforce—benefiting both caregivers and clients.
4. Beyond the Basics: How Workplace Culture Can Shape Retention
While scheduling, pay and training are essential, workplace culture is the foundation of caregiver retention. Some top culture-building strategies include:
Recognition & Appreciation: Handwritten thank-you notes, employee awards and public shoutouts make caregivers feel valued.
Open Leadership Communication: Regular check-ins and feedback sessions build trust and engagement.
Strong Peer Support: Team-building events and mentorship programs foster a sense of belonging.
Caregivers who feel seen, heard, and appreciated are significantly more likely to stay.
What’s Next for Home-Based Care Staffing?
The staffing crisis in home-based care won’t disappear overnight, but agencies that focus on long-term retention strategies will gain a competitive edge.
To become the employer of choice, agencies must:
Prioritize scheduling flexibility to reduce burnout.
Offer career growth opportunities to engage caregivers.
Invest in training and development to create pathways from caregiver to certified nursing assistant to registered nurse (see box at left for more).
Go beyond pay to focus on workplace culture, recognition and leadership development.
By investing in scheduling flexibility, professional development and workplace culture, home-based care agencies can build a stable, engaged workforce—ultimately benefiting both caregivers and the clients they serve.
Career Progression Pathway: From Caregiver to CNA to RN
Many caregivers start with basic homecare training, but forward-thinking agencies provide structured career advancement:
Caregiver → CNA
Agencies that support caregivers in earning their Certified Nursing Assistant (CNA) certification create a pipeline of highly skilled staff.
CNA → LPN/RN
Many CNAs aspire to become Licensed Practical Nurses (LPNs) or Registered Nurses (RNs).
Agencies that partner with nursing schools, offer tuition reimbursement, and provide flexible schedules see higher retention.
RN → Leadership Roles
Nurses who stay in home-based care can advance into case management, training or leadership positions, ensuring the industry grows from within.