Sandwich Carers: Who Are They, and How Can Organisations Offer Support?

Christina Kennedy

3 min read

This blog explores the challenges faced by sandwich carers and offers practical suggestions for organisations to better support them.

The insights and recommendations can be tailored to suit your workplace context or readership.

The sandwich generation is a growing demographic in the UK, comprising individuals who care for both their children and aging parents.

Balancing these dual caregiving roles alongside work responsibilities can create immense pressure, impacting employees’ personal well-being, work-life balance, and mental health.

Employers have a vital role to play in addressing these challenges. By providing thoughtful support, organisations can not only improve the well-being of sandwich carers but also foster a compassionate, inclusive workplace culture where everyone can thrive.

Understanding the Challenges Faced by Sandwich Carers

Recent data from the Office for National Statistics (ONS) highlights the scale and complexity of challenges faced by sandwich carers in the UK. Between 2021 and 2023, there were an estimated 1.4 million sandwich carers:

Demographics: 61% were women, and 51% were aged 45–64.
Time Pressures: 26% provided over 20 hours of care per week, with 64% supporting adult relatives living outside their homes.
Mental Health: 31% reported symptoms of depression or anxiety, and 19% had been formally diagnosed with depression.
Employment Impact: While 76% were employed or self-employed, those providing over 20 hours of care per week were more likely to be unemployed (49%).

For those balancing caregiving with their careers, supportive workplaces can make a critical difference to well-being and work-life balance.

How Organisations Can Support Sandwich Carers

1. Implement Flexible Working Arrangements

Flexibility is essential for employees managing caregiving responsibilities. Organisations can provide:

Flexible Hours: Allow employees to adjust their working hours for tasks like school runs or medical appointments.
Remote Working: Enable staff to work from home, reducing commute times and increasing availability for caregiving.
Compressed Workweeks or Part-Time Options: Offer condensed working hours or reduced hours to ease time pressures.
Job Sharing: Facilitate temporary or long-term job-sharing arrangements to help employees manage workloads alongside caregiving.

2. Offer Paid Caregiving Leave

Caring emergencies often require time off, and unpaid leave can create financial strain. Organisations can help by providing:

Emergency Carer’s Leave: Paid or unpaid leave for urgent caregiving needs.
Extended Family Leave: Offer similar provisions for caring for aging parents as those available for maternity or paternity leave.

3. Provide Access to Resources and Support Services

Practical resources can help reduce the emotional, mental, and financial strain of caregiving:

Employee Assistance Programmes (EAPs): Offer access to counseling, mental health support, and caregiving advice.
Caregiver Workshops or Helplines: Provide guidance on navigating the financial, legal, and social challenges of eldercare and childcare.
Financial Wellness Support: Include advice on budgeting for caregiving costs and accessing financial benefits.

4. Foster a Supportive and Inclusive Work Culture

A workplace culture that values and understands the challenges of sandwich carers is essential:

Open Communication: Encourage employees to share their caregiving responsibilities without fear of judgment.
Manager Training: Help managers identify signs of burnout and provide appropriate support.
Compassionate Policies: Allow flexibility with deadlines or workloads when caregiving needs arise.

5. Promote Mental Health and Well-Being

The emotional toll of caregiving can be significant. Employers should prioritise mental health by:

Offering Counseling Services: Provide access to confidential therapy for those struggling with stress or burnout.
Running Well-Being Programmes: Promote stress management, mindfulness, and relaxation techniques.
Conducting Well-Being Check-Ins: Schedule regular one-to-one meetings to identify and address support needs.

6. Encourage Work-Life Balance

Helping employees balance caregiving, work, and personal time is critical to their well-being:

Encourage Time Off: Promote the use of annual leave and regular breaks.
Respect Boundaries: Avoid contacting employees during personal or caregiving hours.
Focus on Energy Management: Support approaches that help employees manage their energy and prioritise tasks effectively.

7. Develop Carer Networks and Peer Support Groups

Fostering community among sandwich carers can build solidarity and resilience:

Peer Support Groups: Create spaces where carers can share advice, resources, and emotional support.
Mentorship Programs: Pair newer carers with experienced colleagues for guidance and reassurance.

Conclusion

The sandwich generation represents a growing portion of the UK workforce, and organisations have an important role in ensuring these employees feel supported and valued. By offering flexibility, resources, and a culture of understanding, organisations can help sandwich carers maintain their well-being, stay engaged at work, and continue contributing their talents.

Supporting employees through these challenges not only boosts morale and retention but also creates a more inclusive and compassionate workplace.

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