How the sandwich generation is reshaping the future of work

Summary

For decades, organizations have invested in strategies to improve employee engagement, productivity, retention, and leadership development. But the workforce has fundamentally changed. Today's employees are navigating responsibilities outside of work that previous generations experienced differently or later in life.

According to the Pew Research Center, nearly one in four American adults is part of the “sandwich generation,” simultaneously raising children while caring for aging parents.

Care.com's first-ever Sandwich Generation Report found that dual caregiving begins at an average age of 34, the same stage of life when many employees are stepping into management, expanding their expertise, and preparing for future leadership roles.

These parents spend an average of 24 hours every week arranging, managing, coordinating, and providing care for loved ones.

And much of that responsibility is invisible at work.

The impact of caregiving doesn’t begin when an employee takes leave or resigns. It can begin much earlier, when someone turns down an opportunity, deprioritizes their career, struggles to maintain their usual capacity, or simply decides not to tell their employer what’s happening.

For HR leaders, that makes caregiving more than a wellbeing or benefits issue. It can influence performance, advancement, retention, and the future of an organization’s talent pipeline.

This guide explores what the research says about the sandwich generation and offers practical guidance for HR leaders looking to build a workplace where caregivers, and the organizations they power, can thrive.