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The Sandwich Generation and Your Benefits Strategy
Watch Time: 2 Mins Reading Time: 3 Mins Presented by Hollowtree Updated April 27, 2026
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Insurance Specialists
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One of the highest-cost retention problems in your workforce right now is invisible in your data. It doesn't show up as a performance issue. It doesn't appear in exit interviews -- at least not honestly. And it almost never gets flagged by managers until it's too late.
It's caregiving.
An estimated 20 to 25 percent of your workforce is currently managing caregiving responsibilities alongside their job. For employees between 40 and 55 -- your most senior, highest-paid, hardest-to-replace cohort -- that number is higher. They're managing aging parents while still parenting children of their own. That's why we call them the sandwich generation.
The impact on work is real. These employees miss more days. They're less available for meetings and travel. They carry a cognitive load that doesn't go away when they log in. And when a parent's health escalates -- a hospital admission, a diagnosis, a decision about assisted living -- the employee faces a crisis that HR often doesn't hear about until they've already started looking for a different job.
Long-term care benefits address this at the source. An employee who has access to LTC coverage -- for a parent, a spouse, or themselves -- has a plan when the crisis arrives. A plan means fewer missed days, less distraction, and a dramatically lower likelihood of voluntary departure in the year following a caregiving event.
The cost of offering group LTC access is a fraction of the cost of replacing a senior employee mid-cycle.
Hollowtree makes group LTC access available to mid-market employers at pricing that makes the math obvious.
Book a 15-minute briefing. Let's talk about what this benefit looks like in your organization.
About the Presenter
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Hollowtree
Insurance Specialists