The Sandwich Generation at Work: Are Employers Doing Enough?

Prepared by Vyshnavi Charrlotte & Aliya Waheedah

5 May 2025

In her blog, A writer, Su Ning (2022) shared her experience of being a caregiver to an ill parent and a young child. After his father got diagnosed with cancer, Su Ning’s life changed drastically–from wanting to climb the career ladder to quitting her full time job. In order to care for her family members, she didn’t have much choice but to sacrifice. To make matters worse, her anxiety became more evident after realising that her savings were depleting to the point that it has affected her marriage.

Anxious and alone are the two words describing her situation. This is the dilemma faced by the sandwich generation out there, hustling to make ends meet while surviving in the economy that has very little provision towards the care sectors. 

Sandwich generation is the term that best describes Su Ning or other working adults who are obliged to care for both their aging parents along with their growing kids. One of these days, middle-aged adults (40s to 50s) and also those in their early 30s, are obliged to care for their elderly parents who may be ill and also children who require support–financially, emotionally, and physically.

This phenomenon is believed to be creating concerns among Malaysian society–these concerns can be in the form of financial strain, emotional and physical stress, and other social issues.

Negative Impacts on Workers 

Being sandwiched between caring for elderly parents and young children could put a strain on workers’ daily jobs. It has been found in several studies that workers who are dealing with multigenerational caregiving while being active in a workforce are inclined to experience excessive levels of stress in comparison to those who engage in fewer role combinations. 

Miller (1981) wrote children of the aging face a special set of unshared stresses because of their position in regard to their parents, children, and grandkids, where providing resources and services is considerably more important than receiving or exchanging them. With Malaysia progressing towards becoming an aging nation, there is definitely a rising concern on mental wellbeing and quality of life of the sandwich generation especially when there is a notable lack of effort in ensuring support to those who need it. 

In addition, as a result of time & economic constraints, there is a rising prevalence of this phenomenon that leads to caregiver burnout, work-life balance struggles, accessibility issues to good care services, etc. According to a study by Ahmad et al. (2016), work-family conflicts are inevitable within low-income families, consequently impacting the caregiver's job and family life satisfaction.

Shrinking Population & The Rising of Sandwich Generation Phenomenon

Sandwich generation is a phenomenon that is increasingly common among the working population due to dramatic changes of Malaysia’s demographics. The issue created important ramifications for policymaking, social security, healthcare, and economic growth. Based on Malaysia's population pyramid in selected years of 2025 and 2050—Malaysia’s population used to have lots of people in their working years, which helped the economy grow. But now, the number of working-age people is shrinking, and the population is becoming more evenly spread out across all ages.

Thus, understanding such normalcy is proven to be crucial in navigating the need for investing in supports for employees with multiple work and family care responsibilities, developing a strong economic argument for such investments rely heavily on an awareness of this predominance.

How the Sandwich Generation Disproportionately Affects Women

In Asian cultures, sandwich generation caregivers view caring for an aging family member as a duty and a sign of respect. 

Therefore, according to Igarashi et al. (2013), sandwich generation’s women help in contributing more for the household demands and children schooling, as opposed to spending on their parents or in-laws. With the assumption that generally, sandwich generation’s men would bear the fulfillment of older parents’ needs on their shoulders. However, it is being reported that 75% of elderly care responsibilities at home still lie on women’s shoulders. In that manner, women are believed to come across more mental health issues in contrast to men.

Source: Khazanah Research Institute (KRI). Time to care: Gender inequality, unpaid care work and time use survey

The majority of societies, including those in Asia, prefers women to take on the role of caregivers for the elderly, children, as well as the sick member of the family. Based on the data from Khazanah Research Institute (KRI), it can be seen that women devote more than twofold the time to unpaid care as a secondary activity. Hence, women are prone to expose themselves to sickness due to being overburdened by household care and job responsibilities all at once. Undoubtedly, this circumstance causes the sandwich generation to experience both work-family conflict and family-work conflict in their personal lives.

Workplace Support for The Sandwich Generation

As awareness grows around the significant challenges faced by the sandwich generation, companies are increasingly stepping up to introduce workplace policies and initiatives to support these employees, alongside broader government efforts to address the issue through welfare reforms In aging societies, building flexible workplace cultures and expanding access to formal care services—for both children and the elderly—are proving essential to improving the well-being of sandwiched caregivers.

Alvarez & Marsal in India has introduced its ‘Flexwork’ policy to better support employees managing caregiving responsibilities. In addition to flexible working arrangements, employees benefit from free virtual doctor consultations for themselves and their family members. The company's insurance policy is notably inclusive, covering not only immediate family but also in-laws and live-in partners. Recognizing the unique challenges of raising children with disabilities, Alvarez & Marsal also reimburses medical expenses for employees with children diagnosed with autism. To further promote well-being, the company actively encourages employees to take mental health days to prevent burnout and maintain a healthy work-life balance. 

Nestle Berhad Malaysia has made efforts to introduce more flexible options for their employees to promote more work-life balance, especially to support their employees part of the sandwich generation. Nestle Berhad offers remote work options, flexible work hours along with extended caregiver leave recognizing the needs of employees balancing work and family. Nestlé Berhad offers remote work options, flexible work hours, and extended caregiver leave, recognizing the needs of employees balancing work and family. These initiatives aim to provide greater flexibility and support for employees who are part of the sandwich generation, caring for both their children and aging parents. By creating a more accommodating work environment, Nestlé Berhad helps employees manage their dual responsibilities without compromising their professional growth.

Workplace Policies & Suggestions

One effective way workplaces can support employees belonging to the sandwich generation is by offering more flexible work arrangements. These employees often face intense pressure juggling caregiving duties with full-time work, and without sufficient support, they are at higher risk of stress, burnout, and work-life imbalance. Over time, this can lead to increased absenteeism, lower productivity, and even cause employees—especially women, who are often disproportionately burdened with caregiving responsibilities—to leave the workforce altogether.

Beyond the standard allocation of annual leave (AL), companies should provide employees with the option to take additional unpaid leave in cases of emergency, particularly when caring for children or elderly parents. This approach acknowledges the unique pressures these employees face and allows them to better manage unexpected caregiving responsibilities without risking job security. Especially in Malaysia, where certain industries still stigmatize frequent leave-taking, offering unpaid leave as a formal policy can help reduce the stigma and friction between employers and employees. It creates a more empathetic, supportive work environment that values employee well-being as much as productivity, ensuring long-term workforce stability.

In addition to internal workplace changes, there is a need for stronger government support through tax incentives. Employees who are part of the sandwich generation often experience financial strain when balancing unpaid leave with caregiving duties. Providing tax breaks specifically for those caring for both children and elderly parents would help offset income losses, making it financially feasible for them to prioritize family needs without added stress. This financial compensation could significantly ease the emotional and economic burden, encouraging employees to fulfill their caregiving responsibilities without fear of burnout or financial instability. Without such support mechanisms, there is a real risk of losing valuable, experienced talent from the workforce, further widening gender and generational gaps. Therefore, combining workplace flexibility with government-backed financial relief would form a comprehensive and sustainable support system for the sandwich generation.

Conclusion

The growing challenges faced by the sandwich generation—especially women—highlight a pressing need for better workplace policies and government support. As Malaysia’s population ages and caregiving demands intensify, flexible work arrangements, caregiver leave, and financial relief aren’t just helpful—they’re essential. Supporting this group ensures not only their well-being but also a more resilient and inclusive workforce for the future.

References :

1. Su Ning. (2022, January 31). My story: Surviving the sandwich generation. Makchic. https://www.makchic.com/my-story-surviving-the-sandwich-generation/

2. Ibid.

3.  Canopy. (n.d.). Helping the Sandwich Generation. Retrieved April 29, 2025, from Helping the Sandwich Generation​

4. ​Investopedia. (n.d.). Sandwich generation: What the term means, how to manage. Retrieved April 29, 2025, from https://www.investopedia.com/terms/s/sandwichgeneration.asp

5.  Fredriksen-Goldsen, K. I., & Scharlach, A. E. (2001). Families and work: New directions in the twenty-first century. New York: Oxford University Press. Families and work: New directions in the twenty-first century

6.  Miller, D.A. (1981). The ‘sandwich’ generation: adult children of the aging. Social Work, 26, 419-423. The 'sandwich' generation: adult children of the aging 

7.  Ahmad, M.B., Maon, S.N.B., Mansor, M.N.M., Daud, N.M. (2016) Quality of life sandwich generation: A review of the literature. Proceedings of the 28th International Business Information Management Association Conference - Vision 2020: Innovation Management, Development Sustainability, and Competitive Economic Growth. pp. 4499-4504. Quality of life sandwich generation: A review of the literature 

8.  UN. (2022). Department of Economic and Social Affairs, Population Division. World Population Prospects: The 2022 Revision.

9.  Rabi, A., & Mansor, N. (2024). The sandwich generation: The case for a consumption-based contributory pension. Social Wellbeing Research Centre (SWRC), University of Malaya. The Sandwich Generation: 

10.  Hammer, L.B., & Neal, M.B. (2008). Working Sandwiched-Generation Caregivers: Prevalence, Characteristics, and Outcomes. The Psychologist-Manager Journal, 11, 93-112. DOI:10.1080/10887150801967324

11.  Ahmad, M.B., Maon, S.N.B., Mansor, M.N.M., Daud, N.M. (2016) Quality of life sandwich generation: A review of the literature. Proceedings of the 28th International Business Information Management Association Conference - Vision 2020: Innovation Management, Development Sustainability, and Competitive Economic Growth. pp. 4499-4504. Quality of life sandwich generation: A review of the literature 

12.  Igarashi, H., Hooker, K., Coehlo, D. P., & Manoogian, M. M. (2013). “My nest is full:” intergenerational relationships at midlife. Journal of Aging Studies, 27 (2), 102-112. “My nest is full:” Intergenerational relationships at midlife - ScienceDirect 

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14.  Papastavrou, E., Charalambous, A., Tsangari, H., & Karayiannis, G. (2012). The burdensome and depressive experience of caring. Cancer Nursing, 35(3), 187-194. The burdensome and depressive experience of caring 

15.  Khazanah Research Institute. (2019). Time to care: Gender inequality, unpaid care work and time use survey (Fact Sheet).Time to care: Gender inequality, unpaid care work and time use survey 

16.  Séoud, J. N., & Ducharme, F. (2015). Factors associated with resilience among female family caregivers of a functionally or cognitively impaired aging relative in Lebanon: A correlational study. Journal of Research in Nursing, 20(7), 567-579. Factors associated with resilience among female family caregivers of a functionally or cognitively impaired aging relative in Lebanon: A correlational study 

17.  Avanthika P, & ETHRWorld. (2023, August 2). The sandwich generation, their complex responsibilities and how companies are supporting them. ETHRWorld.com; ETHRWorld. https://hr.economictimes.indiatimes.com/news/workplace-4-0/employee-wellbeing/the-sandwich-generation-their-complex-responsibilities-and-how-companies-are-supporting-them/102331310‌

18. Ibid.

19. Ibid.

20. Ibid.

21. Ibid.