How to support the sandwich generation in your workforce

One in nine employees has a caring role in the UK, according to Carers UK. And, as the number of elderly people in the UK continues to rise, a growing number of working people will find themselves in the so-called sandwich generation – caring for dependant children and for elderly relatives at the same time.

The charity estimates there are 2.4m people in the sandwich generation. Women make up the largest proportion of these carers and, with increasing life expectancies and delays in starting families, the number is likely to grow.

Under pressure

Juggling work and caring commitments can be stressful. A joint Carers UK and Employers for Carers impact report found 71% of working carers feel lonely or isolated in the workplace as a result of their caring responsibilities and, with nearly a third (32%) providing 50 or more hours of care a week, it’s unsurprising that many are close to breaking point.

Caring can adversely affect their physical and mental health. According to Carers UK’s latest survey, 6 out of 10 carers (61%) said their physical health has worsened as a result of caring while 7 out of 10 (70%) said their mental health had suffered.

It follows that the pressure of caring can lead to increases in sickness absence and presenteeism and, in turn, falling productivity.

To achieve a better work-life balance, many working carers reduce their hours but for some the only solution is to give up work altogether. Figures from the Equality and Human Rights Commission show that 17% of unemployed women and 1% of unemployed men left their last job to care for someone. Women are indeed four times more likely to have given up work than men because of multiple caring responsibilities.

Business blow

Losing these employees is bad news for employers. Individuals aged between 45 and 64 are most likely to find themselves with caring responsibilities. Unfortunately, this is also a time when they’re often at the peak of their career, with valuable skills and experience.

And, as well as losing their skills and experience, recruitment and training costs to replace them can hit a business hard. For example, the evidence review for the Engage for Success Taskforce cites replacement costs of 50% to 150% of the lost employee’s salary.

Having a diverse workforce is also good for business. Organisations that employ a broad range of ages often see higher productivity and greater retention and transfer of skills. And, with workforce demographics more accurately mirroring those of society, it’s an approach that customers appreciate.

Enabling working carers to stay in employment benefits the economy too. Carers UK reports that UK businesses lose around £3.5bn a year in lost productivity and recruitment and replacement costs.

And it’s not a problem that’s going away. By 2020, it’s estimated that the UK will have around 12.5m vacancies but only 7m new workers to fill them.

Caring support

Given these shifts, employers would be wise to better understand the needs of the sandwich generation and develop support programmes to help them stay in work.

Currently, workplace provision for employees with caring responsibilities tends to focus on flexible working arrangements. While this can be useful, the fact that so many people give up work indicates a need for additional support.

Alongside flexibility, employers can also offer practical support to make it easier for employees to meet their caring responsibilities without having to stop working. For example, providing employees with access to personalised advice and guidance to help them navigate the care system and find support that’s right for their loved ones’ needs.

Making it easier for employees to fulfil their caring and working responsibilities makes sense – it’s good for employers, employees and their loved ones alike.

Find out more about supporting employees with caring responsibilities here.

Naomi Snell is head of partnerships at PPP Taking Care.

This article was provided by AXA PPP Healthcare.