The Sandwich Generation: Supporting Employees Caring for Kids and Parents
You’ve likely heard of the “Sandwich Generation,” describing employees who are simultaneously caring for young children and aging parents. But what you might not be aware of is the toll this dual caregiving role can have on your workforce, especially when these employees are also in critical mid- to senior-level roles.
Today’s caregivers are carrying the weight of two generations, often without a break. And if you’re not actively supporting them, you’re at risk of losing valuable talent, engagement, and institutional knowledge.
Who Are the Sandwich Generation?
Most commonly aged between 35 and 55, sandwich generation employees are parenting school-aged kids or teenagers while also managing care responsibilities for parents or in-laws. These employees are:
Deep into their careers and often in leadership roles
Experiencing higher-than-average financial and emotional strain
Making decisions about healthcare, education, and long-term planning for multiple generations
What’s more? Those in the Sandwich Generation are also increasingly common. Among Americans in their 40s, more than half have both a living parent age 65 or older and are raising (or financially supporting) a child. As people live longer and have children later, the overlap in caregiving roles is becoming the norm rather than the exception.
Why It Matters at Work
While you may not see caregiving because it doesn’t show up in a performance review or on weekly team calls. But it shows up in other, more subtle ways:
Absenteeism or reduced availability.
Burnout or disengagement. 79% of caregivers who took a mental health screen reported moderate to severe symptoms of a mental health condition as a result of caregiver burnout.
Turnover of high-performing, experienced talent. More than 57% of caregivers have considered leaving the workforce as a result of the strain of balancing work and caregiving.
Increased stress and mental health concerns.
As much as “corporate America” would like to have us believe, these are not personal problems. They are, in fact, workplace problems. And progressive HR leaders are recognizing the need to build support systems before these issues become crises.
How to Support the Sandwich Generation in Your Workplace
You don’t need to overhaul your entire benefits strategy to make a meaningful impact. Even small shifts can add up. Here’s where to start:
1. Normalize Conversations Around Caregiving
Encourage managers to ask about workloads and offer flexibility. Make it safe to say, “I’m taking my dad to a doctor’s appointment” or “I need to leave early for my kid’s therapy session.”
Don’t forget that leaders set the tone. If they model empathy and transparency, it trickles down.
2. Offer Flexible Schedules and Remote Work Options
Time is the most limited resource for caregivers. Offering flexible hours, compressed workweeks, or the ability to work from home (even part of the time) can relieve enormous pressure.
This isn’t about lowering standards, but rather about creating room for people to do their best work without burning out.
3. Expand EAPs and Caregiver Benefits
Most companies offer some form of Employee Assistance Program (EAP), but many are underutilized. Go beyond by offering:
Backup childcare and eldercare options
Access to care coordinators or social workers
Financial planning support or stipends for caregiving expenses
Partnerships with caregiver support platforms or communities
4. Invest in Manager Training
It’s not enough to offer policies. Managers need training to understand how to implement them equitably. A well-meaning manager can either support or alienate a struggling employee, depending on their awareness and flexibility.
Offer training that includes caregiving challenges as part of DEI, wellbeing, and retention strategies.
5. Create Peer Support Networks
Whether it’s a parenting ERG or a cross-generational caregivers group, giving employees space to connect with others in similar shoes can reduce isolation and build community. These groups often surface ideas and needs leadership might not be aware of.
The Business Case for Supporting Caregivers
Retaining experienced employees isn’t just about retaining institutional knowledge, it’s about ROI. The cost of replacing an employee can be 1.5–2x their annual salary, not to mention the loss of leadership and team continuity.
When you support caregivers, you don’t just retain talent. In the process, you build loyalty, strengthen your culture, and stand out as an employer of choice.
Let's Take the Next Step Together
The Sandwich Generation isn’t a niche group. It’s a growing segment of your workforce that is tired and stressed out. By recognizing their unique challenges and taking intentional steps to support them, you show that your company is human, forward-thinking, and ready to meet this moment with compassion and strategy.
CARRY™ Consulting helps employers reframe care not as a perk for their employees, but as a foundation for success. Contact us today to make your culture one that values caregiving as central to how your people lead, grow, and thrive.
