Supporting the Sandwich Generation: A Guide to Eldercare Employee Benefits

It’s a competitive job market out there. To stay relevant, modern employers must improve their benefits packages to meet the diverse needs of their workforce – both existing and incoming employees. Although child-related support for younger families has long been a common expectation, another significant need is often overlooked: eldercare employee benefits. 

We’ll get into what these benefits entail, why they matter, and how they can make your organization more attractive to prospective and existing employees.

What Are Eldercare Employee Benefits?

Eldercare employee benefits, also known as senior care benefits, comprise various services and resources that support employees caring for aging family members. 

These benefits can take many forms, including:

• Access to caregiving resources: providing employees with information about local senior care services, home health aides, and adult day care centers
• Flexible work arrangements: offering remote or hybrid work options, compressed workweeks, or flexible scheduling to accommodate caregiving responsibilities
• Financial support: subsidizing eldercare services or offering stipends to help offset the costs
• Employee assistance programs (EAPs): including counseling and advice for navigating the emotional and logistical challenges of caregiving
• Paid family leave: extending paid time off policies to include caregiving for elderly relatives

Why Eldercare Benefits Matter

The need for eldercare benefits has never been more pressing. According to recent data, 41.8 million Americans are unpaid caregivers for adults aged 50 or older – and many of them are doing this while working full-time jobs. 

For working parents, juggling their work responsibilities alongside caring for their children is challenging enough. Now imagine how those challenges increase when the same caregivers must also care for their aging parents. That’s the plight of the “sandwich generation.”

For those who work while caring for two or more generations of family members, eldercare benefits can be a huge factor in their decision to accept a new position – or stay in their current position. 

Failing to acknowledge and support the challenges of eldercare can cause significant issues for your organization, including:

• Increased absenteeism: Employees without adequate support may take frequent time off to handle caregiving emergencies, doctor visits, and other needs.
• Lower productivity: The mental and emotional strain of caregiving often leads to burnout, reduced focus at work, and disengagement.
• Higher turnover: Frustrated employees are more likely to leave for companies that offer better eldercare support.

On the flip side, offering eldercare benefits demonstrates your empathy and foresight. It shows your employees that you value their well-being, which engenders loyalty and enhances your organization’s reputation as an employer of choice.

The Impact on Employee Satisfaction and Retention

Organizations that prioritize eldercare benefits often see real, measurable improvements in their employee satisfaction and retention. Here’s why:

1. Improved morale: Knowing that their employer acknowledges their challenges and offers assistance can make employees feel supported and appreciated.
2. Better work-life balance: Providing flexible scheduling options and connecting employees with caregiving resources can help them manage their responsibilities more effectively.
3. Increased loyalty: Employees are more likely to stay with a company that invests in their well-being – and, by extension, their family’s.

Companies that prioritize child and senior care benefits can achieve higher retention rates among mid-career professionals, many of whom are part of the sandwich generation, juggling caregiving duties for multiple generations.

How to Promote Eldercare Benefits to Your Team

Providing eldercare benefits is only part of the equation. It’s just as important to effectively communicate them to your workforce and encourage your employees to use them. 

Many employees may be unaware of the senior care resources you’re offering them. Here are some strategies you can use to improve your eldercare benefits utilization.

Highlight the Benefits During Onboarding

Introduce new hires to your eldercare benefits as part of their orientation. Emphasize the value of these resources in supporting their work-life balance and reducing their stress.

Use Internal Communications

Regularly share updates about the available eldercare resources through company newsletters, intranet posts, and team meetings. Consider including real-life testimonials from employees who have benefited from your programs.

Create a Resource Hub

Dedicate a section of your HR portal or intranet to caregiving support. Provide links to various resources, such as:

• Caregiving guides
• FAQs
• Blog posts
• Expert advice
• Contact information for support services

Host Workshops

Partner with local organizations to provide seminars or webinars on caregiving topics. These sessions can cover practical advice, financial planning, and emotional support for caregivers across generations.

Encourage an Open Dialogue

Normalize conversations about caregiving by including them in your workplace wellness initiatives. Create safe spaces for employees to share their challenges and connect with others in similar situations.

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Making the Business Case for Eldercare Benefits

Investing in eldercare benefits is a way to show your compassion for your employees – but it’s also a smart business decision. Consider these points:

• Reduced turnover costs: Replacing an employee can cost as much as two times their annual salary, if not more in some cases. Retaining your current employees by supporting their caregiving needs is often more cost-effective than hiring and training a replacement.
• Enhanced productivity: Employees who feel supported are less likely to experience burnout. This equates to higher engagement and output.
• Attracting top talent: In a dog-eat-dog job market, offering eldercare benefits can make your company more attractive to job seekers and distinguish you from the competition.

Another plus is that you can scale your eldercare benefits package to fit your organization’s size and budget. Small businesses might start with flexible scheduling options and go from there, while larger companies could implement comprehensive caregiving support programs with all the bells and whistles.

Final Thoughts

As the workforce evolves, so too must the benefits package your organization offers. Providing eldercare employee benefits is about preparing for the future of work, where empathy and adaptability will reign supreme.

Eldercare benefits are a much-needed commodity for the growing number of employees trying to balance work with their caregiving responsibilities. Addressing the needs of the sandwich generation will go a long way toward nurturing a more inclusive, supportive, and productive workplace.

Start small if needed, but start somewhere. Your employees will thank you, and your business will be stronger for it.

For more guidance, articles, e-books, webinars, and expert knowledge, visit iHire’s Employer Resource Center.