HOW TO SUPPORT SANDWICH CARERS

Five ways employers can support the sandwich generation

As people live longer and more individuals choose to have children later in life, a growing number of working adults in the UK now find themselves in the role of a ‘sandwich carer’ – supporting elderly parents while also caring for children or young adults.  

This dual responsibility is creating complex pressures for a key segment of the workforce, many of whom are trying to sustain their careers, manage rising costs and preserve their own wellbeing. Crucially, some in this position may not even realise they are carers and may therefore not seek out or receive the support available to them. 

According to the Office for National Statistics, there were an estimated 1.4 million sandwich carers aged 16 to 64 in the UK between January 2021 and May 20231. This figure highlights the scale of the issue, yet in many organisations these carers remain largely invisible.  

Without the right support, the risks are clear – burnout, reduced hours, missed promotions or leaving the workforce altogether. And the challenges don’t just affect the employee. Employers face the loss of key talent, valuable experience and team continuity, along with the costs of rehiring and retraining. 

Businesses, large and small, have a critical role to play. Supporting the sandwich generation isn’t just about compassion, it’s about protecting skills, experience and continuity within your teams. 

 Here are five ways organisations can step up and make a difference. 

 1. Flexibility that truly works 

When employees are juggling multiple caring roles, flexibility becomes essential. But for support to be meaningful, it needs to go beyond policy statements.

What sandwich carers often require is the ability to respond to unpredictable demands, such as taking a parent to an urgent medical appointment or adapting their schedule around school or nursery changes. 

Offering genuine flexibility in how, when and where work is carried out – wherever possible – allows employees to maintain their responsibilities without sacrificing career progression. This might mean hybrid working, compressed hours, part-time roles or job shares, but it also requires a culture where such arrangements are accepted and supported. 

The key is mutual understanding. Managers should be trained to have open, supportive conversations and work with individuals to find arrangements that meet both personal and business needs. 

2. Supporting financial wellbeing

Sandwich carers often face complex financial challenges. 

They may be contributing to university fees for a child while simultaneously helping fund the cost of elder care or even managing two households on one income.  

Unsurprisingly, many report feeling stretched, anxious or uncertain about their long-term financial security. 

Recent economic uncertainties can also heighten anxieties for this group regarding job security and their ability to plan for the future financial needs of multiple generations.  

The result is often chronic stress, with employees feeling stuck between pressing demands and a lack of clarity about how to move forward. 

Employers can offer support in several ways.  

Providing access to financial education or wellbeing sessions can empower employees to take control of budgeting, saving and long-term planning.  

Clear communication about available workplace benefits, such as salary sacrifice schemes or group insurance cover, can also help maximise income and reduce outgoings. 

Some organisations go further by offering one-to-one financial coaching or support for long-term care planning. There are also specific insurance products – such as long-term care policies – that can help employees plan for the potential costs of eldercare. 

Even small interventions can have a lasting impact when people feel overwhelmed or unsure where to turn.

3. Promoting mental and emotional wellbeing

Many sandwich carers experience heightened stress, exhaustion and even guilt.  

It’s common for them to put the needs of their loved ones above their own, often neglecting their own mental or physical health in the process.  

Over time, this can lead to reduced performance, long-term absence or decisions to leave work altogether. 

Employers can help by making mental health support accessible and visible.  

Offering Employee Assistance Programmes (EAPs) is one approach, but these should be backed up with ongoing promotion and regular reminders.  

It also helps to provide a choice of formats, whether that’s confidential helplines, in-person counselling, text-based options or access to wellbeing apps for sleep, mindfulness or stress. 

Embedding wellbeing into everyday working life is equally important. Creating space for regular check-ins, supporting team relationships and encouraging manageable workloads can all help reduce pressure and build resilience. 

4. Creating a carer-positive workplace 

One of the biggest challenges facing sandwich carers is the stigma they may feel about discussing their situation.  

Many worry that being seen as “distracted” or “unavailable” could impact their reputation or career progression. As a result, they may stay silent, missing out on support and becoming increasingly isolated. 

A carer-positive culture starts with leadership. Line managers must be equipped to have open, empathetic conversations and senior leaders should demonstrate that flexibility, compassion and care responsibilities are recognised – not penalised.  

Celebrating National Carers Week or sharing stories from employees who have successfully balanced work and caring responsibilities can help shift perceptions and normalise these experiences. 

Creating peer networks or support groups can also provide valuable emotional support and foster a sense of community for employees who might otherwise feel alone. 

Employers should also be aware of their legal obligations under the Carer’s Leave Act 2023, which came into force in April last year.  

This legislation grants employees across England, Wales and Scotland a “day-one right” to take up to one week of unpaid leave per year (pro-rated for part-time workers) to provide or arrange care for a dependant with a long-term care need.  

While the leave is unpaid, it’s a significant step toward formal recognition of working carers’ responsibilities and provides a foundation upon which employers can build additional support. 

5. Making the most of employee benefits 

Many organisations already offer a wide range of benefits that could support sandwich carers, but if employees don’t know they exist or how to access them, they go underused.  

It’s important to regularly review your benefits through the lens of a carer and ensure you’re communicating them clearly. 

Private medical insurance, for instance, may offer extended family cover or access to virtual GPs – saving employees hours of travel and waiting time.  

Employee Assistance Programmes may include eldercare guidance, legal advice or counselling.  

Some organisations also provide critical illness cover, carer’s leave or access to discounts for childcare and health services. 

A simple audit of what’s available, what’s used, and what’s missing can help identify opportunities to enhance your benefits package and improve take-up.  

Employers can also ask staff – either as part of regular reviews or through anonymised surveys – whether they have caring responsibilities and which benefits they find most useful. This insight can help shape more targeted support and highlight any gaps.  

The most effective benefits are those that are practical, accessible and directly address real-life needs. 

Why this matters now 

The growing number of sandwich carers in the UK underscores the urgency for employers to act. 

This group represents a substantial part of the working population – and one that’s only set to grow as demographic and economic trends continue. 

Failing to support them risks losing valuable experience and talent. With thoughtful policies, empathetic leadership and practical tools, employers can enable sandwich carers to thrive in their roles, both at home and at work.

1 Office for National Statistics. Sandwich carers, UK: January 2021 to May 2023

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