They’re managing teams, parenting teens, and coordinating doctor visits for their parents before lunch. This “sandwich generation” isn’t just busy; they’re stretched thin. Yet many benefits strategies still assume they have time to meditate in a forest or attend a lunchtime wellness webinar. If we don’t start designing support systems that reflect their reality, we’re not just missing the mark—we’re burning out the backbone of our workforce.
According to Businessolver’s 2025 State of Workplace Empathy Report, 56% of sandwich moms are considering leaving their employer in the next six months. And it’s not just moms—65% of Gen X and Millennial sandwich dads report the same. Overall, sandwich caregivers are 1.5x more likely to change jobs than their peers. That’s not just stress. That’s a retention crisis.
This isn’t about perks. It’s about showing up with empathy, courage, and benefits that support real life—not just the highlight reel.
Gen X is the backbone of your workforce—and the most overlooked in your benefits strategy.
They’re not fresh grads or prepping for retirement. They’re leading teams, raising kids, and managing elder care—all while trying to stay sane.
Here’s what their reality actually looks like:
The data is clear: Gen X caregivers are at risk of burnout and turnover. This isn’t about perks—it’s about building a benefits strategy that aligns with their lived experience and keeps your leadership pipeline strong.
Flexibility isn’t a perk—it’s survival. 51% of caregivers say they’d take a pay cut to work remotely, and 76% say flexibility is critical to their mental health (Businessolver Empathy Report). Gen X employees, especially those in caregiving roles, are actively seeking remote work options and flexible schedules that support their mental health and family responsibilities.
What this looks like in practice: Hybrid schedules, compressed workweeks, or flexible hours. Even smaller acts of trust—like letting someone log off early for a parent’s appointment— signal empathy and build loyalty.
Caring for aging parents is an invisible full-time job—and one that’s often overlooked in workplace policies. Gen X employees are navigating complex medical systems, financial decisions, and emotional caregiving, all while managing their careers. Supporting them isn’t just compassionate—it’s strategic.
What this looks like in practice: Add eldercare navigation services, caregiving leave, and legal/financial resources. Even peer support groups can lift a tremendous amount of emotional weight.
86% of employees report feeling confused about their benefits, and yet when decision support tools are available, 64% use them—driving 3X more voluntary benefit enrollment (Businessolver Empathy Report). Gen X employees, who often juggle complex caregiving and financial responsibilities, need benefits communication that’s clear, relevant, and tailored to their life stage—not buried in a PDF. If your benefits portal feels like a scavenger hunt, don’t be surprised when employees stop looking.
What this looks like in practice: Implement benefits technology that personalizes recommendations based on career phase, caregiving status, and financial needs.
Businessolver Solution: The Agentic AI framework, powered by Sofia, helps employees quickly find what matters to them while giving HR leaders insights to forecast needs and reduce administrative friction.
Gen X is walking a financial tightrope—saving for retirement while covering tuition, caregiving costs, and sometimes supporting adult children. They don’t just need contributions—they need confidence, clarity, and control.
What this looks like in practice: Pair 401(k) matches with estate planning resources, debt management tools, and flexible spending solutions that reflect real-life stressors.
Businessolver Solution: MyChoice Accounts (MCA) give employees flexible ways to manage healthcare, dependent care, commuting, and lifestyle expenses—all in one app.
Experience doesn’t mean “done learning”. Gen X employees are often overlooked in development strategies, yet they’re still ambitious, curious, and eager to grow. Investing in their growth sends a clear message: You still matter here.
What this looks like in practice: Offer leadership training, mentor/mentee programs, certifications and executive education opportunities that align with mid-career goals and caregiving realities.
Designing benefits for Gen X isn’t just about retention—it’s about building a workplace culture where people feel seen, trusted, and supported. Gen X employees are leading teams, raising families, and caring for aging parents. When benefits reflect empathy and real-life complexity, everyone wins: employees bring their whole selves to work, and organizations retain the leadership strength they can’t afford to lose.
Because at the end of the day, benefits aren’t just about policies. They’re about people.
Want to support Gen X with benefits that actually matter? Explore how Businessolver’s solutions can help you design with empathy—and retain the talent you can’t afford to lose.
