The sandwich generation—adults caring for both their children and aging parents—faces an overwhelming set of challenges. These employees juggle work, caregiving, and personal responsibilities, often leaving them emotionally drained, financially stretched, and struggling to keep up with competing demands.

For organizations, the stakes are high, too. Without adequate support, these employees are more likely to experience burnout, disengagement, and even leave their jobs. However, organizations that proactively address their needs can improve retention, enhance workplace culture, and boost productivity.

Learn more about how organizations can support caregivers’ unique challenges.

The Challenges of the Sandwich Generation

Caregivers in the workforce encounter relentless and unpredictable demands. According to the U.S. Surgeon General, 41% of parents feel so stressed that they struggle to function most days—a number that underscores the emotional toll of caregiving.

Among caregivers, 11 million Americans fall into the sandwich generation, simultaneously balancing caring for children and aging relatives. This dual burden leads to:

• Emotional exhaustion: Managing two generations’ needs can leave caregivers with little time for their own well-being.
• Financial strain: Many cover caregiving costs out-of-pocket, impacting their long-term financial security.
• Workplace disruptions: The unpredictability of caregiving can make meeting work deadlines, attending meetings, or maintaining focus difficult.

Maureen Calabrese, Chief People Officer at Modern Health, captured her experience as a member of the sandwich generation at Modern Health’s Elevate 2024 event:

Jonathan Thoreau, Director of Total Rewards at Harley-Davidson, reinforced the workplace impact:

“You don’t get to decide when that phone call comes… You’re balancing a more-than-full-time schedule that can’t reasonably be managed effectively with variables that are constantly changing.”

Without workplace support, these challenges lead to absenteeism, presenteeism, and higher turnover—impacting not just caregivers but entire teams and organizations.

Why This Matters to Employers

The challenges caregivers face aren’t just personal—they have significant business implications. Consider these statistics:

• 50% of caregivers adjust their work schedules, and 32% leave their jobs due to caregiving responsibilities.
• Depression, often linked to caregiving stress, costs U.S. employers $210.5 billion annually in absenteeism and lost productivity.
• Employees with caregiver support resources are 36% more likely to stay with their employer.

As Dr. Sharon Adusei, Clinical Strategy Manager at Modern Health, noted in the Elevate 2024 session:

“About a quarter of U.S. adults—and 15% globally—are now part of the sandwich generation. Globally, 60-70% of these caregivers report struggling to balance work and caregiving duties.”

Watch the full conversation, “Sandwich Generation and Beyond — Balancing Work, Personal Life, and Caregiving,” on demand.

Organizations that take a proactive approach to caregiver support see improved employee satisfaction, stronger retention, and a more engaged workforce.

How Employers Can Support the Sandwich Generation

By addressing the needs of working caregivers, companies can foster a culture of trust and engagement. Here’s how:

1. Prioritize Real Flexibility

• Offer predictable, flexible schedules so employees can plan ahead.
• Implement remote or hybrid options where possible.
• Provide caregiving leave that’s accessible and fully paid.

2. Expand Dependent Eligibility

• Traditional benefits often exclude caregiving for extended family or non-immediate dependents.
• Modern Health allows employees to designate anyone in their household as a dependent, ensuring broader access to mental health support.

3. Equip Managers to Support Caregivers

• Train managers to recognize signs of burnout and normalize caregiving conversations.
• Provide scripts and toolkits so managers can direct employees to available resources without overstepping.

4. Offer Financially Equitable Benefits

• Avoid reimbursement-only caregiving benefits, which can exclude employees with cash flow challenges.
• Consider employer-sponsored caregiving stipends or subsidized backup care.

5. Foster Peer Support Networks

• Establish Employee Resource Groups (ERGs) for caregivers to connect, share experiences, and advocate for supportive policies.
• Offer workshops on navigating caregiver benefits and balancing responsibilities.

By taking these steps, organizations can create an inclusive workplace culture that supports employees at every life stage—leading to stronger retention, higher productivity, and reduced burnout.

A Business Imperative, Not Just a Perk

Supporting sandwich generation employees isn’t just the right thing to do—it’s a business necessity. Organizations that proactively address caregiving challenges retain top talent, improve engagement, and reduce long-term costs associated with stress and absenteeism.