Top tips for supporting the sandwich generation's financial wellbeing
Every HR leader understands the pressures facing working parents. But a less visible challenge is emerging among employees in midlife: those supporting children who still rely on them while also caring for ageing parents.
This “sandwich generation” is growing fast, bringing new implications for workplace wellbeing and retention.
Many sit in senior roles and appear financially secure. However, behind the scenes they’re juggling school fees, mortgages, pension planning and rising care costs, sometimes even helping adult children through the cost-of-living squeeze.
More than a quarter of adults aged 45 to 64 provide unpaid care, according to the Office for National Statistics.
So, while this group might look comfortable on paper, the reality is more complex. It’s not always lack of money that holds people back, but lack of clarity, confidence and time. And that’s where employers can make the biggest difference.
Make financial wellbeing personal and actionable
When someone’s caring for two generations at once, generic wellbeing tools don’t cut it. Employees in the sandwich generation face complex trade-offs: should they overpay their mortgage, increase pension contributions or save for a parent’s care? The answer depends entirely on their circumstances.
That’s where human guidance makes all the difference. Giving employees access to financial planners or money coaches helps them untangle competing priorities and build a plan that actually works for them.
It’s the difference between knowing and doing. Once people have a conversation about their situation, they start taking action.
“We see the impact first-hand,” said Tom Francis, head of personal finance at Octopus Money. “After just three sessions, 61% of employees tell us they worry about money less often.
“Nearly six in ten discover they can afford to increase pension contributions or start investing for the first time. Planning creates accountability, and that’s what drives real change.”
HR teams can play a powerful role by making those conversations easy to access and normalising them as part of everyday wellbeing, not as a crisis measure.
Recognise that carers need care too
Financial stress often sits alongside emotional fatigue. Many in the sandwich generation are putting everyone else’s needs first, which makes it harder to speak up when they’re struggling.
Employers can make a difference simply by acknowledging that reality. Creating open spaces to talk about the financial and emotional side of caregiving - for example, during Carers Week or Talk Money Week - helps people feel seen.
Running sessions like in your workplace like “Planning for your future while caring for others” can spark the right kind of conversation without the stigma.
Managers have a part to play too. Most already spot when someone’s stretched but don’t know what to say. A simple nudge of “We’ve got coaching available if you’d like to talk things through” can go a long way. Small moments of empathy add up to a stronger culture of trust.
Align benefits with real life
Most organisations already offer generous benefits. The problem is timing. Employees don’t engage because they can’t see how a benefit connects to what’s happening in their lives right now.
A smarter approach is to think in life moments. That might mean highlighting pension support when children finish school or promoting flexible working options when an employee starts caring for a parent. The more relevant the message, the more likely people are to act on it.
It’s also worth tracking what’s working: not through click-through rates, but through outcomes. Are more employees reviewing their pensions? Are fewer taking unplanned leave due to financial stress?
Linking benefits to real behaviour change helps HR make the business case for long-term investment in financial wellbeing.
The takeaway
The needs of the sandwich generation highlight a wider truth: financial wellbeing programmes work best when they reflect how people actually live and make decisions.
Employers that help midlife employees navigate complex trade-offs (from caring responsibilities to long-term planning) improve focus, strengthen retention and build a culture where people feel supported to make confident choices about their future.
In a labour market where experience is hard to replace, helping this group stay confident and financially secure is both a wellbeing priority and a strategic advantage.
Make space for employees to plan, not just worry. Give them the time and tools to act, and you’ll see the difference: less stress, stronger retention and a workforce that’s genuinely prepared for the future.
Supplied by REBA Associate Member, Octopus Money
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