We’ve made progress in how we support working parents. Parental leave, childcare credits, and flexible schedules are more common than ever. However, there’s a gap hiding in plain sight: What about the employees caring for their parents?
That’s where eldercare benefits for employees come in and why they may be one of the most overlooked (and high-impact) parts of your benefits strategy.
Why This Matters More Than You Think
Roughly 1 in 2 adults in America are part of the “sandwich generation,” i.e., caring for kids and aging parents at the same time. Others are managing long-distance care for a parent with early-stage dementia or coordinating doctor visits between meetings.
This is real, emotional, and exhausting work, which usually goes unsupported by employers.
While parenting perks are visible and celebrated, eldercare needs remain mostly silent. The stigma, guilt, and sheer scheduling chaos add up.
Providing caregiver support in the workplace is kind as well as smart. Because when people don’t feel like they can manage both work and care, something has to give. And too often, it’s their job.
The Case for Eldercare Benefits for Employees
Burnout, absenteeism, and quiet quitting aren’t always about workloads. Sometimes, they’re about invisible stress.
Offering eldercare benefits for employees sends a powerful signal:
“We know this is part of your life. You don’t have to pretend it’s not.”
These benefits can look like:
- Access to eldercare navigation services
- Health insurance covering parents
- Paid time off for caregiving tasks (not just emergencies)
- Flexible hours for medical appointments
- Support groups or internal caregiver circles
- Counseling and financial planning resources
Even small gestures like recognizing caregiving during open enrollment help people feel seen.
ROI That Goes Beyond Metrics
You won’t always see immediate dashboards for multigenerational employee benefits, but the impact runs deep:
- Retention improveswhen people feel supported during hard seasons.
- Productivity stays higherwhen employees aren’t juggling in secret.
- Culture strengthenswhen benefits reflect real life, not just young families.
These outcomes might not show up in a Q3 slide deck, but they shape how people talk about your company, refer talent, and stay loyal long-term.
Closing the Benefits Gap
Most HR teams don’t ignore eldercare on purpose; it just gets lost in the shuffle. Parenting perks feel more visible and “shareable, ” but that doesn’t make them more valuable.
Addressing caregiver support in the workplace acknowledges a broader reality: your team isn’t just raising children. They’re supporting aging parents, navigating hard diagnoses, and managing hospital calls between meetings.
Make that part of your benefits planning. Ask employees what would help. Pilot one new support option this year. Acknowledging the needs of your employees can really benefit how they view their workplace. For those 1 in 2 sandwich generation employees, work-life balance only comes to play when they can actually focus on work instead of worrying about how to support their families with just their payroll.
Final Thought
Eldercare benefits for employees meet a growing, emotional need and send a message that care responsibilities don’t make someone less committed.
Supporting your team through multigenerational life stages isn’t just compassionate HR. It’s forward-thinking leadership. And the return? It’s trust, retention, and a workplace that actually works for real people.
