The term "Sandwich Generation" might be familiar to you, especially since employees belonging to this demographic are projected to constitute 25% of the workforce by 2030. These individuals are sandwiched between caring for aging parents and supporting their own children, oftentimes while also maintaining their professional responsibilities.
These dual demands aren’t just a time management issue—the emotional and mental strain can lead to burnout. Sandwich Generation employees often feel like they are failing in all areas because they are stretched so thin. As a benefits leader, implementing targeted support strategies can positively impact their well-being and productivity. Here are some to consider.
1. Tailor Flexible Work Arrangements
As you likely have noticed, employees in 2024 are pushing for flexible work arrangements. In fact, 80% look for this benefit when considering job offers. But, it’s not just about remote work or adjusting hours. For Sandwich Generation employees, flexibility should extend to understanding the unpredictability of their caregiving responsibilities.
They may need to leave work abruptly for a parent's medical emergency or adjust their schedule to attend a child's school event. Consider policies that allow for unplanned flexibility—like the ability to work unconventional hours or take split shifts—without penalizing the employee.
2. Provide Comprehensive Care Benefits
For roles where flexible schedules aren’t an option, Helpr’s care benefits offer a practical solution. When Sandwich Generation employees face unexpected challenges—like needing to pick up their kids after a meeting runs late or rushing home to take an elderly parent to a medical appointment—they can turn to the Helpr app. With just 3 hours’ notice, they can book last-minute care.
The best part is that Helpr offers a variety of care options, from in-home care aides to after-school programs. Additionally, with Helpr, the care is subsidized by their employer, costing as little as $1 per hour, so employees aren’t financially strained. They can stay focused on work, knowing their loved ones are well cared for. And, our business partners saw an average ROI of 280% last year, according to 2023 data.
3. Create a Culture of Empathy and Support
As an HR professional, you want to believe that your employees trust you and see you as a supportive resource. But the truth is, right now, more than 80% of U.S. employees are fearful of their HR department. Sandwich Generation employees might hesitate to voice the pressures they face, concerned they will be perceived as weak or at risk losing their jobs. This is a problem.
When employees are too afraid to speak with HR, you lose the chance to truly understand their struggles—and without that insight, you’re powerless to help them.
Offering resources alone isn’t enough—there must be a culture of empathy and understanding within your organization. Encourage open dialogue about caregiving challenges and create an environment where employees feel safe sharing their struggles. Support groups and peer networks can be effective ways to foster this sense of community and trust.
Takeaways
Your Sandwich Generation employees need to feel supported. Without this support, you may face reduced productivity and increased turnover. By combining empathy with practical solutions, you can help them manage their dual responsibilities more effectively. Prioritizing their well-being not only improves their lives but also strengthens your organization. The impact will be evident in both their performance and the overall workplace culture.
