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This report explores the growing impact of dual-caregiving—supporting both children and aging parents—on working mothers. It reveals the significant career, financial, and emotional toll on this fast-growing employee segment and highlights the urgent need for employer action. Among the findings: 51% of sandwich generation moms have left a job due to caregiving demands; 66% say employer benefits don’t meet their adult caregiving (66%) and childcare (68%) needs; and 64% of their sick and PTO days are used for caregiving, with nearly 70% dipping into savings to support their families. The report also notes that 61% of ‘sandwich moms’ have been in their caregiving role for five years or less, while 56% of all moms surveyed anticipate entering a dual-caregiving role—indicating this is a growing workforce trend. While the report focuses on working moms, others across the workforce face similar dual-caregiving demands, making the issue even more widespread than the data suggest. Employers that want to access this growing talent segment must integrate caregiving into their workforce strategy—through flexible work arrangements, caregiver leave, and accessible support programs. These decisions can significantly impact talent acquisition and workforce planning strategies, both now and in the years to come. To supplement this report, I am resharing the 2024 Women in the Workplace report, published by McKinsey and LeanIn in September 2024.
