The responsibility of caregiving is an enormous and growing burden for many, particularly as people find themselves simultaneously caring for both their children and their parents. Often referred to as the “sandwich generation,” these individuals face a unique set of challenges that can make it difficult to maintain a healthy work-life balance.
We’ve talked to our Lead Dad community to explore the multifaceted obstacles they face in balancing caregiving. Here are their thoughts.
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The Caregiver’s Dilemma: Balancing Work and Family Responsibilities
Caregivers face intense demands on their time, finances, and mental health. According to a report from AARP and the National Alliance for Caregiving, about 53 million people in the United States provided unpaid care to an adult or child in 2020. Many caregivers must manage full-time jobs while shouldering the caregiving responsibilities. This double-duty creates time constraints, energy depletion, and high levels of stress.
Work-Life Balance
Balancing a job with caregiving is one of the most challenging aspects. Caregivers often struggle with erratic schedules, frequent doctor appointments for elderly parents, and the unpredictable demands of young children. These disruptions lessen the ability to maintain standard working hours or be readily available, putting them at a disadvantage for advancement, also potentially increasing stress.
Financial Strain
Caregiving requires substantial financial resources. Costs for childcare and elder care are high and rising, and many caregivers face the reality of missed work or reduced hours, leading to lost income. Caregivers face out-of-pocket costs for health-related expenses, home adjustments, and other necessities that can drain savings. Some companies may offer assistance like IBM’s Family Care Benefit Program. Others partner with providers like Bright Horizons to support to employees needing backup care for both children and elderly relatives.
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What Companies Can Do: Supporting Caregiving Employees
More and more companies are taking proactive steps to support caregivers in the workplace by implementing policies and programs that work for them and alleviate some of their burdens.
Here are a few starting places we’re seeing show up more often in company policies:
Flexible Work Options: Allowing employees the option of remote work, flex hours, and job-sharing can give caregivers the flexibility they need to attend to their responsibilities without sacrificing their careers.
Paid Leave for Caregiving: Paid family leave policies that extend beyond traditional parental leave can help caregivers deal with the demands of both child and elder care without the fear of financial repercussions.
Employee Assistance Programs (EAPs): EAPs offering counseling, financial advice, and caregiving resources can be a lifeline for caregivers needing immediate support or guidance on balancing these demands.
On-Site or Subsidized Care Services: Some companies provide on-site childcare or partner with elder care facilities, giving caregivers easier access to quality care services.
Supportive Culture: Establishing a workplace culture that encourages open communication and empathy for caregivers can make a significant difference in their overall well-being. When managers and teams understand and support the dual responsibilities of caregiving, it creates an environment where caregivers feel valued rather than marginalized.
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Supporting Caregivers Is a Win-Win
Caregivers should not be forced to choose between their careers and their loved ones. Companies that accommodate the unique challenges of the “sandwich generation” not only help employees achieve a healthy balance but also promote long-term employee retention, productivity, and loyalty. These measures show empathy and responsiveness to the evolving needs of the workforce and demonstrate a proactive approach to employee well-being.
Let’s support and encourage our caregiving counterparts, and work toward giving them the same opportunities available to all of us!
