Losing Caregivers to Private Clients? Here’s What Your Agency Can Do About It

You finally hire a dependable caregiver. They show up, do excellent work, and earn trust with clients. Then one day, they’re gone. Not to another agency, but working privately for the same family you matched them with.

Sound familiar?

More caregivers are leaving agency jobs to work directly with clients. It’s happening more often than you think, and for reasons that make sense from the caregiver’s point of view. But that doesn’t mean your business has to accept it. If you’re not paying attention, this trend will quietly cost you your best people.

Today, you'll get to know the exact reasons why caregivers leave agency work to go private, what your business risks when they do, and what you can do right now to retain your best people.

Why Caregivers Leave to Work Privately

This isn’t about disloyalty. It’s about survival and strategy. Many caregivers who leave agency jobs for private work are making decisions based on two things: better caregiver pay rates and more control.

Here’s what they often get from private caregiving jobs:

• Higher hourly rates with no agency cut

• Flexible schedules they control

• Direct, personal relationships with the families

• Less paperwork and fewer policies

• A deeper sense of caregiver job satisfaction

From their perspective, it’s a win. No long shifts with unpredictable gaps. No constant app updates. No last-minute call-offs. Just work, payment, and often, more respect.

And if caregivers see their peers succeeding with caregivers working independently with clients, they’re likely to follow.

The Risks Agencies Face When This Happens

Letting top talent walk out the door doesn’t just affect one shift. It exposes your business to far more:

• Ongoing caregiver turnover

• Declining client satisfaction

• Reduced team morale and growing caregiver burnout

• Increased caregiver recruitment costs

• A weakened reputation in your local market

You also risk private caregiver hiring risk, including families sidestepping contracts, mismanaging care, or making your agency appear unnecessary.

If you’re losing caregivers to private clients repeatedly, your agency’s growth will stall. Even if your marketing is strong.

What Private Clients Offer That Agencies Often Don’t

Let’s be honest. Some agencies lose caregivers not because of money, but because of rigid systems, slow responses, or poor support.

Here’s what caregivers say draws them toward independent work:

1. Higher Pay Without Middle Cuts

Caregivers know what you charge families. If they earn $15 and you charge $32, they feel shortchanged. This gap creates resentment and reduces caregiver loyalty. Private clients often offer $22 to $25 an hour directly. That’s a big difference.

2. Fewer Schedule Disruptions

Most caregivers leave not for more hours, but for more predictable ones. Independent work allows them to plan their lives. Private clients don’t call off shifts last minute. They don’t double-book. Caregivers value knowing what to expect day to day.

3. Simpler Communication

Agencies with slow response times or outdated systems lose caregivers fast. Private arrangements usually mean faster answers and fewer steps.

4. Personalized Relationships

Without agency policies in the middle, caregivers often feel more connected to the families they serve. They get more appreciation and sometimes bonuses or gifts that agency rules prohibit.

5. No Unpaid Downtime

In agency work, caregivers may have gaps between clients or cancellations without pay. Private work often means full shifts with steady hours.

Ultimately, many caregivers see independent work as a way to protect their time, health, and energy, especially in non-medical home care. If your caregivers are leaving for private jobs, it’s often because your agency is missing one or more of these key factors.

What You Can Do to Keep Your Best Caregivers

You don’t have to pay more than private families, but you do need a strategy. These home care agency retention strategies have helped others succeed:

1. Offer Clear Incentives and Raises

Don’t make caregivers guess. Build in performance-based raises. Recognize consistency. Offer bonus structures that reward real results.

Tie recognition to tenure. For example:

• Loyalty bonuses at 6 and 12 months

• Quarterly “Caregiver Star” with public and monetary recognition

• Overtime incentives or weekend differentials

This makes your home care agency feel like a place to grow, not just pass through.

2. Improve Scheduling Practices

Avoid constant reassignments. Let long-term caregivers choose preferred clients. Use apps or texts to streamline scheduling and reduce confusion.

Stability boosts caregiver retention more than just pay increases.

3. Recognize and Reward Loyalty

A handwritten note, a public shout-out, or a birthday treat can go a long way. But even better, tie recognition to outcomes:

• Monthly “Caregiver Spotlight” with a $25 bonus

• Referral bonuses paid quickly

• Anniversary gifts or paid time off

Caregivers are people first. Show them they matter.

4. Communicate Better and Faster

Train your office team to respond within the hour. Handle call-offs with professionalism. Make it easy for caregivers to ask questions, report concerns, or feel supported.

The faster your communication, the less attractive private caregiving jobs will seem.

5. Invest in Office Responsiveness

Nothing frustrates caregivers more than feeling ignored. Make it easy to reach your team. Return messages promptly. Offer support during call-offs or emergencies.

The better your agency communicates, the more connected your team will feel. They will also be less likely to seek direct relationships with families.

How to Rebuild Trust and Loyalty with Your Team

If you’ve already lost a few caregivers to private work, it’s not too late to turn things around. Rebuilding starts with action, not apologies.

Here’s how to begin:

• Hold Exit Interviews and Listening Sessions

Ask what went wrong. Use anonymous surveys if needed. You’ll find patterns and solutions.

• Improve Onboarding and First Impressions

The first 30 days set the tone. Make sure new hires feel welcomed, trained, and heard. Give them a clear path for growth.

• Invest in Leadership Training

Caregivers often leave because of supervisors, not clients. Train your team to lead well. Strong office leadership improves home care agency caregiver retention.

•  Be Proactive With High Performers

Don’t wait until someone quits to show appreciation. Check in with your best caregivers, offer flexibility, and let them know you value their work.

• Reinforce Boundaries with Clients

Caregivers sometimes leave because clients overstep. Set clear caregiver-client boundaries early, and support your staff if clients blur the lines.

• Build a Community, Not Just a Workforce

Host caregiver appreciation lunches. Start a private Facebook group. Celebrate wins. Connection creates commitment.

• Build a Career Path

Offer certifications, paid training, or leadership roles. Even small steps can reduce caregiver turnover in private home care.

Conclusion: Stay Competitive Without Losing Your People

The truth is simple. You’re losing caregivers to private clients because they’re getting something they don’t feel they’re getting from you, whether it’s flexibility, respect, or pay.

But you can change that. Focus on building a workplace caregivers want to stay in. Offer stability. Lead well. Pay fairly. And protect their time.

If you do, they won’t leave. Not for another home care agency. Not for a private offer. They’ll stay because your agency feels like home.

And that’s how you retain top caregivers in home care, no matter how the industry shifts.

If you keep your caregivers, you keep your business. If you lose them, you lose what makes your agency work. So act now. Create a culture they want to stay in.