The Sandwich Generation Needs Workplace Support. Here’s How Leaders Can Help.

It’s 7 am, and one of your senior managers is already juggling family and work responsibilities—helping her daughter with a last-minute school project while managing her father's new treatment schedule. By 9 am, she’s leading a team meeting, and few of her colleagues know the balancing act her morning required.

This is the daily reality for many employees in the "sandwich generation"—caring for both children and aging parents while maintaining their careers. Though they may seem to manage it all, there’s often significant stress beneath the surface that standard workplace benefits don’t address.

Over half of Americans in their 40s are in this situation, and as millions of baby boomers retire by 2030, this group will only grow. But workplace support systems haven’t evolved to meet this new norm.

For HR leaders, this is a powerful moment to make a difference. How can you create solutions that truly support employees’ childcare and eldercare needs, helping them excel professionally without sacrificing their family commitments?

Understanding the sandwich generation’s daily challenges

Caregiving can be one of life’s most demanding roles. And employees in the sandwich generation aren’t just facing one type of caregiving—they’re managing both childhood milestones and the evolving needs of aging parents, all while balancing a full workload.

The impact of this dual caregiving is substantial. Those in this role often experience:

• Substantial emotional strain and caregiver overload
• Higher rates of burnout and depression than other caregivers
• Financial challenges, with nearly 80% incurring out-of-pocket eldercare expenses that often exceed $7,000 per year—on top of childcare costs

These statistics only hint at the daily reality. An experienced manager may struggle to concentrate after moving a parent into memory care while helping their teenager prepare for college. A high-performing employee might start showing signs of burnout as they juggle after-school activities with a parent’s cancer care.

Traditional benefits often address only one type of care, usually childcare. But these employees need support for both.

The impact of dual caregiving on employee wellbeing

Traditional workplace benefits often force a choice—support for either childcare or eldercare—leaving many employees quietly managing both. Employees may feel they must choose between their careers and their families in these situations. It’s not hard to see why some ultimately leave their jobs, feeling they can’t keep up.

The cost of not supporting caregivers is significant. The Family Caregiver Alliance estimates that caregiving-related absenteeism costs the U.S. economy $25.2 billion each year in lost productivity. But beyond these numbers, caregiving takes a real toll on people: 60% of caregivers report heightened emotional stress, according to AARP, and the demands of caregiving can lead to increased social isolation and depression.

HR leaders in forward-thinking organizations can respond with multi-layered support, such as:

• Flexible solutions: Adaptable work arrangements to accommodate caregiving responsibilities
• Mental health support: Quick access to therapy, coaching, and support groups specifically for caregivers
• Financial assistance services: Guidance for financial planning and long-term care options
• Manager training: Training to help managers recognize and address the unique needs of sandwich generation employees

Supporting caregivers through flexible work arrangements

In recent years, flexible work options have become a popular topic of discussion. For sandwich generation employees, however, flexibility isn’t just a perk—it’s essential.

Research reinforces what many of us already know: organizations that offer flexible work arrangements experience significantly lower turnover rates, especially among caregivers. Why? Because flexibility empowers employees to manage their complex lives more effectively. In fact, 80% of caregivers with access to flexible options use them, making flexibility the most valued workplace support for caregivers.

This level of autonomy brings real benefits, including:

• Higher engagement and motivation: When employees feel trusted to manage their work around caregiving, they’re more engaged and motivated.
• Reduced stress and burnout: The ability to adapt work schedules around doctor’s appointments or family needs lowers stress.
• Improved retention: Employees who feel understood and supported are more likely to stay, even during challenging times.

What does flexibility for caregivers look like in practice?

• Remote work options and flexible hours: Allowing employees to manage the unpredictable demands of caregiving
• Job-sharing opportunities: Enabling employees to continue their careers while balancing family responsibilities
• Dedicated paid caregiving days: Providing time off specifically for caregiving, separate from regular PTO, to recognize this distinct need

Addressing caregiver burnout through mental health support

When it comes to mental health support, the numbers speak for themselves: the World Health Organization reports that every dollar invested in mental health programs returns four dollars in improved health and productivity.

But beyond the numbers, meaningful mental health resources can be life-changing for employees balancing the dual demands of caregiving and work—especially when these responsibilities bring added emotional strain.

Effective mental health support for caregivers may include:

• Comprehensive Employee Assistance Programs (EAPs): Designed specifically to address the unique stressors of caregiving
• Accessible mental health resources: Quick access to therapists and coaches who understand the challenges of caregiving
• Caregiver support and peer programs: Spaces where caregivers can share experiences and find mutual support

By investing in mental wellbeing, you’re acknowledging one of the heaviest burdens sandwich generation employees face—the emotional toll of caring for loved ones who rely on them.

Financial wellness programs for dual caregivers

Financial challenges are often one of the heaviest burdens for dual caregivers, who support both their children and aging parents with significant health-related expenses. Many employees are likely lying awake at night, worrying about both current caregiving costs and future long-term care expenses. 

Financial wellness programs can provide real relief. Here’s how you can create a meaningful financial support system for caregivers:

• Offer practical planning tools: Specialized financial planning workshops can empower caregivers to navigate the costs of supporting two generations. Tailor these resources to address the unique expenses of childcare and eldercare.
• Provide access to expert guidance: Partner with financial advisors who understand the complexities of long-term care planning. Personalized advice from an expert can help employees feel more in control of their financial future.
• Develop emergency support systems: Consider emergency savings programs or low-interest loan options for caregiving expenses. These safety nets can make the difference between employees successfully managing a care crisis and feeling forced to make difficult career decisions.

Equipping managers to recognize and support caregivers

With so many responsibilities, it’s easy to overlook the subtle signs of caregiver stress. That star employee who’s suddenly missing morning meetings may be managing a parent’s medical treatment while also enduring sleepless nights with a newborn. 

Training managers to recognize and respond to these challenges is essential to supporting team performance and preventing burnout.

HR leaders can equip managers to create a more supportive environment through a few key steps:

• Build awareness: Train managers to recognize signs of stress unique to dual caregivers and to understand the complex demands of balancing childcare and eldercare. Provide clear guidelines for implementing flexible work options and adjusting workloads during caregiving emergencies.
• Foster open communication: Encourage managers to check in regularly with their team members, going beyond project updates to include well-being conversations. Create safe spaces where employees feel comfortable sharing their caregiving challenges without fear of negative impact on their careers.
• Offer ongoing support: Equip managers with EAP resources for therapy and coaching, so they can access their own support as they navigate these sensitive conversations and support their teams.

Creating a supportive workplace for the sandwich generation

Every day, your sandwich generation employees come to work carrying the weight of responsibilities that pull them in many directions. They need practical, accessible caregiving support that acknowledges the realities they’re managing.

By building support systems that truly address the complexities of dual caregiving, you can create a workplace where employees can thrive professionally without sacrificing family commitments. 

This approach also recognizes an important truth: caregiving is a common experience, yet it often comes with a heavy load. Most of us will face this reality at some point in our lives, creating a profound opportunity for empathy.

Organizations that rise to meet these challenges don’t just retain top talent—they build resilient, compassionate teams and contribute to a more humane, supportive future of work.

‍Learn how leaders can help prevent parental burnout and empower parents to find fulfillment in both their personal and professional lives.