Employers should consider how to best support’sandwich carer’ workers who are juggling childcare and eldercare.
Many people in the workforce today have to balance eldercare with childcare. While we may celebrate milestones like a child’s very first day of school, the demands on caregivers to support ageing relatives are often not discussed.
Silence has a negative impact on the workplace, not just on employee wellbeing. Many employees are left feeling unsupported, with significant financial, mental and physical strain. It is clear that employers must address the increasing challenges posed by’sandwich caregivers’.
Silent struggle
Imagine your colleague proudly sharing a picture of their child on his or her first day of school. It’s a moment you can cherish and share.
Imagine the same person now posting about their parent’s first visit to a dementia clinic. It is hard to imagine such a situation. Therein lies the problem.
Eldercare responsibilities are not as well known, compared to childcare, due to stigma and a sense of burden.
Recent research has brought this hidden problem into sharper focus. UCL conducted a study that highlighted the impact on caregivers who are juggling both eldercare and childrearing responsibilities. The results revealed heightened levels anxiety, depression and exhaustion.
Sandwich carers face a variety of challenges. While the patterns of childcare are often predictable – school runs and doctor’s appointments, pre-scheduled activities – eldercare is unpredictable.
Even the best-laid plans can be ruined by a parent’s unexpected fall or unforeseen medical emergency. The emotional cost is enormous, even beyond the logistical challenges. Constant uncertainty about when and how they may be needed causes a constant undercurrent of anxiety.
This emotional stress often affects focus, productivity and wellbeing. Employees can find themselves doubting their worth at work, feeling guilt for not paying enough attention to their role, or fearing the implications of being perceived as unengaged.
Pandemics have played a major role in the exacerbation of the problem. While remote work offers flexibility, it also increases feelings of loneliness. The lack of interaction with co-workers on a daily basis amplified loneliness for those who are already overburdened by their caregiving duties.
Breaking the Silence
Employers can create an accepting environment by normalising conversations about caregiving. They can also share stories on how other employees have dealt with similar challenges.
Fear of stigma is one of the biggest barriers to sandwich caregivers. Many fear that disclosing eldercare responsibilities will lead to a perception of being less capable or committed. This fear can silence conversations that are vital for building understanding and support in organisations.
Employers must create an environment where employees feel safe psychologically. Communication is essential. Employers can create an atmosphere of empathy and acceptance by normalising conversations about caregiving.
Leadership is key to this cultural shift. Senior figures who openly discuss their caregiving experiences set a powerful example. When a senior figure shares their own caregiving experiences, it sets a powerful example.
Employers: Practical Solutions for Employees
It is important to change the culture of the workplace, but it is also essential to take concrete actions. Employers must implement strategies to accommodate the needs of sandwich caregivers.
Flexible work arrangements, like remote work or flexible schedules, provide breathing space. Offering extended leave for caregiver responsibilities can also be a lifeline to those who are facing intense times of need.
Another important area is access to support services. Employee assistance programmes (EAPs), coaching services, and other emotional and practical guidance can be provided by employee assistance programmes.
Employers may also want to consider creating peer support groups, where caregivers share resources and encouragement, as well as advice. These groups can make employees feel more valued and less alone in their struggles, whether they are in person or online.
Let’s also not forget to have clear and confidential communication channels. Employees need to feel confident that sharing their concerns will not have negative consequences. Providing dedicated HR hotlines or confidential feedback mechanisms can encourage more open dialogues.
Shared Responsibility
Employers are not the only ones responsible for addressing the needs and concerns of sandwich workers.
Sandwich carers’ struggles cannot be ignored. “Their wellbeing has a direct impact on workplace dynamics, including productivity and employee retention.”
The employees must also play a part in initiating discussions and seeking out resources. Organisations have a responsibility to create a safe environment for such conversations.
The size of the organisation can affect the support provided. Smaller organisations may offer more flexibility and a more structured approach.
The two approaches are both valid, but their underlying principles remain the same: making employees feel valued.
Sandwich carers’ struggles cannot be ignored. Their health directly affects workplace dynamics from employee retention to productivity.
Are we supporting this demographic enough? Are our employees confident to share their struggles without fear of judgment or consequences?
To answer these questions, you need commitment, empathy and the willingness to adapt. Employers can help talented employees thrive in the workplace by fostering an open culture and offering practical support.
No one should be forced to choose between family and career.
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