A growing number of midlife employees are quietly juggling full-time jobs while coordinating care for ageing parents, creating what experts describe as one of the most significant – and least visible – workforce challenges facing employers today.
New research from LegalShield finds that more than half of working adults aged 40 to 60 are actively managing a parent’s care, often while handling legal, financial and healthcare decisions they never anticipated making. The findings come as demand for elder care-related legal assistance continues to surge. Since 2022, requests for elder care legal support submitted through LegalShield provider firms have increased by 108%, making elder care the number one area of law across the company’s provider network.
Importantly, those seeking help are not retirees. They are working adults, primarily Millennials and Gen X employees, seeking guidance on powers of attorney, healthcare directives, conservatorships, wills and estate planning – often for the first time and frequently in the midst of a family crisis.
The research suggests that for many families, the gap between caring for a parent and having the legal authority to help them only becomes apparent when urgent decisions must be made.
HIDDEN COST OF CAREGIVING
The survey of more than 1,100 Sandwich Generation workers found that caregiving responsibilities now touch nearly every aspect of employees’ lives. Most respondents are actively coordinating a parent’s care, paperwork and medical decisions while maintaining employment.
Nearly two-thirds spend six or more work hours each month managing caregiving responsibilities during the workday. More than half say the emotional burden is the most difficult aspect of caregiving, ranking ahead of financial pressures, which are also substantial. The survey findings show that:
- More than half spent $5,000 or more of their own money on a parent’s care during the past year.
- Nearly 40% reduced personal savings or retirement contributions.
- More than one-third accumulated credit card debt.
- More than one-quarter withdrew money from retirement accounts.
The findings add to growing concerns about the impact caregiving responsibilities are having on workforce participation.
Earlier research shows that nearly half a million women exited the US workplace in 2025 as caregiving pressures mounted, highlighting the broader economic consequences of insufficient support for working caregivers.
CAREGIVING IMPACT ON CAREER PROGRESSION
The impact extends beyond finances. According to the survey:
- Nearly one in four workers has seriously considered leaving the workforce because of caregiving responsibilities.
- More than 20% have turned down a promotion.
- Nearly one in five have reduced their working hours.
Many employees remain reluctant to discuss these challenges openly. Half of sandwich generation workers say they only raise caregiving issues with their employer when absolutely necessary – or avoid discussing them altogether because they worry about how it could affect their career progression.
That silence may come at a cost for employers. The survey found that 72% of sandwich generation employees say access to a senior care advisor through their employer would influence their decision to stay with an organisation.
The findings mirror previous research showing that seven in 10 working caregivers struggle to balance their careers and caring responsibilities, reinforcing concerns that caregiving pressures are becoming a major retention challenge across industries.
SANDWICH GENERATION CHALLENGES
Rebecca Carter, a LegalShield provider attorney and a member of the Sandwich Generation herself, says many families only seek legal help once circumstances have already become overwhelming.
“People come to me when situations are already complicated, when a parent has been diagnosed with a severe illness, when no one has a power of attorney in place, when the family is trying to make decisions and has no legal authority to do so,” Carter said. “Most of them are working full time. Most of them had no idea this was coming. And almost none of them had anywhere to turn until it was already a crisis.”
CAREGIVING IMPACT ON PERFORMANCE
A companion survey of more than 1,000 HR executives found widespread recognition that caregiving is affecting workforce performance. Among HR leaders:
- More than 86% say employee caregiving has a major or some impact on absenteeism and productivity.
- 77% say it affects retention and employee engagement.
- Nearly three-quarters estimate that at least one in five employees is currently managing elder care responsibilities.
Yet despite growing awareness, many organisations acknowledge significant gaps in their support systems. Only 37% of HR leaders say they are confident their current benefits adequately address elder care needs. The survey also found:
- Employee parents are covered by current voluntary benefits only 37% of the time.
- Parents-in-law are covered just 24% of the time.
- In 17% of organisations, employees have specifically requested parent coverage that is not currently offered.
These findings come amid increasing concern about caregiver burnout. A recent study highlighted the urgent need for greater employer support as Sandwich Generation burnout continues to rise, while another piece of research found that two-thirds of sandwich generation working women are at high risk of burnout.
INVISIBLE WORKPLACE CHALLENGE
“I have been handling HR issues for decades and I have never seen a workforce issue that is this personal, this expensive, and this invisible at the same time,” said Bill Thrush, a LegalShield provider attorney at Friedman, Framme & Thrush, P.A., whose firm also serves as its own de facto HR resource for staff navigating elder care. “Employees are not asking for much. They are asking for someone to help them figure out what to do next. That is a reasonable ask, and most employers just do not have an answer for it yet.”
Experts say the issue extends beyond elder care alone. Research examining family caregiving responsibilities found that half of working fathers still feel nervous asking for time off to care for their children, suggesting caregiving stigma remains deeply embedded in workplace culture regardless of the age of those receiving care.
LESSONS FOR EMPLOYERS
The findings point to several actions employers can take to better support workers managing elder care responsibilities. They include:
Recognise caregiving as a workforce issue
Caregiving is no longer a niche employee benefit concern. It affects retention, productivity, engagement and workforce participation.
Expand elder care benefits
Many organisations offer childcare support but fewer provide meaningful elder care resources, despite growing demand.
Provide practical guidance
Employees often need help navigating legal and healthcare systems, not simply financial assistance.
Train managers
Many workers avoid discussing caregiving because they fear negative career consequences. Training managers to respond appropriately can help reduce stigma.
Support career continuity
Flexible working arrangements, caregiver leave policies and access to expert advisors can help employees remain engaged without sacrificing career progression.
LOOKING AHEAD
As populations age and employees remain in the workforce longer, experts expect caregiving responsibilities to become an increasingly important workforce issue. “These surveys reflect what our members have been telling us for years,” said Emily Rose, President of Business Solutions at LegalShield. “The need is real on both sides. Our goal is to give employers and employees the legal and care resources they need before things reach a breaking point.”
For employers facing ongoing challenges around retention, productivity and employee wellbeing, the findings suggest that caregiving support may increasingly move from a voluntary benefit to a business necessity.
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