Half of mothers in the “sandwich generation” — those who support both children and adult dependents — say they’ve left a job due to their caregiving responsibilities, according to a May 29 report from Motherly and the University of Phoenix Career Institute.
Two-thirds of women with dual caregiving responsibilities said the benefits offered by their employer aren’t enough to meet the needs of their adult caregiving responsibilities, and 68% said the same about child care.
“As a mom entering the sandwich generation myself, I know how quickly the pressure can build when you’re caring for children and aging parents while trying to grow a career,” Liz Tenety, co-founder of Motherly, said in a press release. “These moms aren’t just multitasking — they’re holding families and communities together. We need workplace systems that reflect the reality of modern caregiving, not just for mothers, but for the future of our workforce.”
In a survey of 1,000 moms with both children and adult dependents, respondents said nearly two-thirds of their PTO and sick time is used for caregiving, and 75% said they take time off multiple times per year for unexpected eldercare needs.
More than half reported feeling trapped in their jobs due to a lack of qualifications or time to upskill. Dual-caregiver moms also reported stress, frustration and isolation at higher rates than moms without adult dependents.
In addition, 40% said they feel ostracized and 42% said they’re afraid to talk about their caregiving responsibilities at work. Nearly a third said they don’t have time to access the resources available to them.
In response, employers can offer flexible work arrangements, caregiver leave, educational support and AI-enabled caregiving resources. These options can improve retention and performance among caregivers, as well as other workers, according to the report.
Along with parental leave, caregiver leave could help workers in the sandwich generation, a leave and accommodation expert previously told HR Dive. Flexible work arrangements, leave options and other customized benefits can alleviate strain on workers and cut down on unexpected absences.
Some HR teams are also building a business case for children at work by offering on-site day care. Employers with on-site care have reported major recruitment and retention benefits, experts told HR Dive.
Women still face COVID-driven disparities at work, particularly among working moms, according to research from the Institute for Women’s Policy Research. Flexibility, child care options and job training could provide key support to boost recruitment and retention, the institute found.