Preparing for the Rise of Sandwich Generation Employees

It is a growing reality across the workforce -- employees balancing care for young children and aging parents, often at the same time. Known as the sandwich generation, these employees are under pressure from every direction, and the strain is starting to show up at work.

Employers are beginning to see firsthand how these challenges play out across organizations and how the right support can make a difference for employees at work and at home.

Pew Research Center reports that nearly one in four American adults is part of the sandwich generation, including half of all adults in their 40s. That means they are managing daycare drop-offs and doctor’s appointments for older loved ones, often while holding down full-time jobs.

With rising costs of care and limited support systems, many employees are reaching a breaking point.

Why the Cost of Care Is a Business Problem

In Care.com’s recent Cost of Care Report, parents reported they have had to make accommodations at work because of their caregiving responsibilities. That includes things like taking on multiple jobs (24%), reducing hours (15%), or stepping away from the workforce altogether (7%). In Care.com’s Future of Benefits Report, 78% of respondents indicate that balancing work and caregiving affects stress levels at work, often leading to increased absenteeism and lowered productivity.

The balance is shifting, and the focus is not just about childcare. The Cost of Care Report found that the average weekly rate for senior care has risen to $762. This puts additional pressure on employees caring for aging parents or relatives.

Formal protections like the Family and Medical Leave Act (FMLA) help, but do not always go far enough. While FMLA offers job-protected leave to care for a new child or a seriously ill family member, it is unpaid, eligibility is limited, and it does not account for the compounding needs that sandwich caregivers face.

Why This Matters to Employers Now

The ripple effects of sandwich caregiving are more than just personal stories. They directly affect workforce stability, productivity, engagement, and retention. The demographic trends are clear -- more employees will fall into this group in the coming years. This population is projected to grow significantly, reaching a peak between 2030 and 2050.

For employers, this creates both a challenge and an opportunity.

While caregiving has historically been treated as a personal or at-home matter, it is increasingly becoming a workforce issue. Employees cannot leave their caregiving responsibilities at the door, and many need help balancing it all. Proactive employers are beginning to account for caregiving in workforce planning, just as they would any other long-term pressure on their teams.

Family Care Benefits in Action

Benefits that support working parents and adult caregivers are a key differentiator in attracting and retaining talent. While there is no one-size-fits-all solution, there are ways to meet these moments with empathy, flexibility, and smarter support.

This is where proactive strategizing to create cost-effective, flexible benefits that support every kind of employee come in. The right benefits don’t just help employees manage their lives; they help businesses strengthen their workforce for the future. To learn more about Care.com or for detailed strategies tailored to your employee population, reach out to the AssuredPartners team today.