The modern workplace is at a crossroads. As Bernard Salt highlights in The Australian, the so-called “Sandwich Generation” – those juggling careers while caring for both elderly parents and dependent children – is growing.
And frighteningly, it’s growing at a rapid pace in which Australia is under-prepared for. “Australia is facing a demographic time bomb that makes the housing crisis look simple: In just six years, we’ll have five times more 85-year-olds needing care, and one generation is being crushed trying to provide it” explains Melissa Reader, CEO of The Violet Initiative which advocates for and supports end of life planning.
This isn’t just a demographic shift, it’s a major structural challenge that workplaces must proactively adapt to ensure a stable and sustainable workforce for the future. With a declining birth rate, fewer young people entering the labour market, and limited government appetite for increasing migration, Australian employers must confront the inevitable: their workforce is aging, and caregiving responsibilities will only grow in the coming decades.
The Expanding Burden of Care
Gone are the days when middle-aged professionals could focus solely on their careers while their parents aged quietly and their children flew the nest early. As life expectancy rises, young adults take longer to reach financial independence and people start families later, many workers – especially those in their late 40s and 50s – are caught between two pressing caregiving responsibilities.
The Bridging the Work and Family Divide report highlights how caregiving responsibilities are no longer an anomaly but a common reality for employees across all industries. No sector is immune. Unpaid care remains a hidden yet critical pillar of our social and economic infrastructure.
The latest Australia Bureau of Statistics reports there were 3.0 million carers, representing 11.9% of all Australians living in households. Many providing unpaid care often at the cost of their own financial security and career progression.
The Workplace Problem: A System Built for a Different Era
Most workplace structures were designed for an outdated model, one in which employees had clear-cut personal and professional roles. But today’s workforce doesn’t fit that mould.
A mother in her 50s may need to leave work early to attend her father’s medical appointment, only to return home and help her child prepare for an exam. A senior executive may be pulled between corporate deadlines and the emotional strain of managing an aging parent’s transition into assisted care.
In fact, a roundtable event held with Care and Living with Mercer last year showcased best practice carer frameworks that employers can implement to help support their employees today and into the future.
Yet, despite these shifting realities, many workplaces still operate on rigid schedules, outdated leave policies, and an unspoken expectation that personal responsibilities should not interfere with professional obligations. Employees who struggle to balance care and work often face burnout, career stagnation, or the difficult choice of leaving the workforce altogether. And to not mention the ramping up of ‘return to office mandates’ that further inflames already stressful caregiving situations.
Why Family-Friendly Policies Are No Longer Optional
Supporting the Sandwich Generation is not just the ethical thing to do, it’s a smart business decision. Companies that invest in family-friendly policies see higher employee retention, lower absenteeism, and increased productivity. When employees feel supported in their caregiving roles, they are more engaged, committed, and able to perform at their best.
Ignoring this reality comes at a cost. Businesses risk losing experienced, highly skilled employees who feel they have no choice but to exit the workforce. Meanwhile, those who remain but struggle with stress and exhaustion may be less productive and more prone to burnout. In fact, our National Working Families Report found that almost 1 in 3 employees intend or have considered leaving their job in the next 12 months because of difficulties combining work and caring responsibilities.
To retain a productive and engaged workforce, businesses must embrace family-friendly policies. This isn’t just a perk, it’s a necessity. The Bridging the Work and Family Divide report outlines critical steps employers can take, including:
Flexible Work Arrangements: The ability to negotiate flexible work hours and/or location remains one of the most effective levers for employees to navigate their ever-changing caregiving needs and situations.
Carer’s Leave & Paid Time Off: Expanding leave policies to include paid time off for eldercare, much like parental leave, would recognise and support the dual caregiving burden many employees face.
Workplace Culture Shift: Normalising caregiving responsibilities in workplace conversations, rather than treating them as disruptions, can create an environment where employees feel valued rather than penalised for their personal obligations.
The Future of Work Must Include Care
The rise of the Sandwich Generation is a fundamental shift in how work and family intersect. The old divide between career and caregiving no longer exists, and our workplaces must evolve accordingly.
It’s highly likely most employees during their working lifetime will either need to care for someone or need to be cared for – this is not a minority issue that affects only a small number of Australians.
If we want to build a workforce that is resilient, inclusive, and truly sustainable, we must bridge the gap between work and care. That starts with policies that recognise the reality of modern life, where employees are not just workers but caregivers, too.
Because at some point, we will all be the filling in the sandwich. It’s time we create workplaces that acknowledge and support that reality.
If you have been looking at ways to support your workforce in creating family-friendly options, Parents at Work offers advisory services to help you identify the best areas to focus on. Let’s talk.
