08 Aug 2025

The grandparent gap: What to do when your employees need backup for their backup

For many working parents, a quick call to the grandparents is the trusted fallback when school’s out and work calls. But what happens when that lifeline isn’t available? When grandma and grandpa are off on a well-earned break, or when your employees’ “backup plan” needs backup themselves?

Today’s grandparents are not the same as a generation ago. Many are still working, travelling more, living further away or facing their own care needs. They’re no longer the always-available support system we once assumed.

In fact, many working families now find themselves caring in both directions - raising children while also supporting ageing relatives. It’s what researchers call the “sandwich generation”, and it’s growing fast.

Bright Horizons’ Modern Families Index 2025 revealed a similar trend:

Out of the 3,000 employees surveyed, 19% had both childcare and eldercare responsibilities that they juggled with work.

A staggering 79% (nearly 8 in 10) of adult carers needed to provide care or support in a way that required time off work in the last year.

Now, 38% of those with adult or eldercare responsibilities in the 2025 Index plan to look for new employment in the next year and nearly 8 in 10 (79%) consider their adult care needs before accepting a job or promotion.

This isn’t just a personal struggle. It’s a workplace issue with real impact on productivity, presenteeism, and retention. When a care gap opens, whether it’s for a child or an adult loved one, it’s your employee who has to pause, pivot, and pick up the pieces.

What employers can do: Rebuilding the backup plan

The good news is that employers don’t have to sit on the sidelines. As the dynamics of modern caregiving shift, organisations have a real opportunity (and responsibility) to step in and provide the support their employees need.

Here’s how:

1. Offer backup care services

Providing access to emergency backup care options gives employees the flexibility to keep working even when their personal plans fall through. Whether through on-site options or vetted in-home care providers, this support ensures work isn’t derailed when grandparents aren’t available.

2. Introduce eldercare navigation support

Caring for ageing loved ones can feel overwhelming, especially when employees don’t know where to start. Eldercare support programmes that offer expert guidance, resources, and care coordination can help staff manage these responsibilities without burning out or stepping away from work.

3. Normalise conversations about caregiving

Workplaces often talk about maternity or paternity leave, but eldercare and “sandwich generation” responsibilities are rarely acknowledged. By building a culture that openly recognises these pressures, employers can reduce stigma, promote inclusivity, and empower employees to speak up before they hit crisis point.

4. Train line managers to spot and support struggles

A supportive manager makes all the difference. Equip team leads with the tools to spot signs of caregiving stress, initiate compassionate conversations, and direct employees to internal or external resources. It’s about building empathy into leadership.

5. Build flexibility into the working week

Rigid schedules don’t reflect real life. Offering flexible hours, hybrid working, or compressed work weeks allows employees to manage care needs without sacrificing job performance. And for those caring for both children and elderly relatives, this flexibility can be the difference between staying and leaving.

6. Communicate benefits clearly

Even the best support programmes won’t help if employees don’t know they exist. Regular reminders and easy-to-access information ensure families make the most of what’s available.

7. Recognise the ROI of care benefits

This isn’t just about doing the right thing - it’s a smart business decision. Employees who feel supported are more likely to stay, grow, and perform. By offering practical, family-focused benefits, organisations strengthen loyalty and build a more resilient workforce.

Looking to build your business case for family-friendly benefits? Download Bright Horizons’ Work + Family 2025 Snapshot which measures the impact of the solutions that support these priorities, with the data you need to build a powerful business case for change.

Final thoughts

The Bright Horizons Modern Families Index 2025 makes it clear: the Grandparent Gap isn’t a niche challenge - it’s a widespread reality reshaping today’s workforce.

By investing in backup care, flexible working arrangements, and comprehensive family support, employers can move from reacting to crises to preventing them. Not only does this safeguard productivity and retention, but it also sends a powerful message to employees: you don’t have to choose between caring for your family and succeeding at work.