Supporting your mid-career employees: an advantage for your SME

6 minutes

Mid-career employees are a cornerstone of your SME. But people aged 31 to 50 are under increasing pressure, putting both their well-being and your company’s stability at risk.

Balancing work, family and financial responsibilities, many employees in the “sandwich generation” are coping with pressures that often go unnoticed. The result? Delayed care, burnout and absences.

The impact on your SME extends beyond employee health. It can affect the continuity of your operations.

See how you can take action to protect what matters most: your workforce.

Who are “sandwich generation” employees and why do they matter?

They juggle several responsibilities at once:

When fatigue, stress or financial challenges upset that balance, the consequences aren’t limited to the individual. The impact can ripple throughout your organization.

Why are financial pressures such a concern?

Several factors are driving this reality:

  • The rising cost of living, including housing, mortgage payments, groceries and health care
  • The financial demands of supporting both children and ageing parents
  • Growing challenges when it comes to maintaining savings

As a result, many employees are caught in a constant struggle between their responsibilities and the resources they have available. And for many, the goal of maximizing their retirement savings is slipping further out of reach.

Why mid career employees matter more than ever?

They’re a vital part of the organization. They’re often at a stage in their careers where their expertise is well established and their contribution is strategic.

They’re especially valuable because they:

  • bring hard-to-replace knowledge and experience
  • help keep operations running smoothly
  • often act as mentors and trusted team members

Why do the warning signs often go unnoticed?

The pressures these employees face don't appear overnight. They build up over time:

  • Ongoing financial stress
  • Lingering fatigue
  • Putting off medical appointments
  • Feeling the need to push through despite mounting responsibilities

Too often, these challenges are downplayed. “Everything’s fine” is what they keep telling themselves. They adjust. They keep compensating. Until the pace is no longer sustainable.

How does this pressure affect the health of “sandwich generation” employees?

Balancing work, children and caregiving responsibilities can create ongoing pressure for these employees. Over time, that pressure can take a toll on both physical and mental health, leading to:

Research conducted in collaboration with the Relief Research Chair in Mental Health, Self-Management and Work (This hyperlink will open in a new tab) (French only) shows that nearly 49% of employees working for SMEs are dealing with at least one mental health or addiction-related issue. In Quebec, roughly 4 in 10 workers experience psychological distress on the job, underscoring the extent of these challenges.

The impact extends to physical health as well. Work-related musculoskeletal disorders affect about 20% of men and 31% of women in the workforce.

The challenge of disconnecting from work also takes a tangible toll. It can lead to issues such as insomnia and burnout. In fact, 69% of Canadian workers reported experiencing fatigue or lower motivation related to burnout last year.

The impact on your SME

Larger organizations may be better equipped to absorb these impacts. For your SME, however, every absence can make a difference.

The consequences are clear:

According to Statistics Canada, people in the "sandwich generation" say their responsibilities have affected their jobs in several ways:

  • 30% have adjusted their work schedules
  • 14% have reduced their working hours
  • 9% have taken on fewer responsibilities
  • 7% have declined a promotion

This had led to lower productivity, less innovation and a more vulnerable workforce. Small teams can become vulnerable quickly when key employees are under strain.

And this challenge is likely to grow in the years ahead. In Canada, nearly one-third of adults aged 45 to 64 already balance regular support for an ageing parent with the demands of work. Many are also helping to support a child or young adult.

Taking a comprehensive approach to supporting your employees

Addressing a challenge this complex requires more than isolated measures. A piecemeal approach is no longer sufficient.

Embrace flexibility

When possible, offer employees more room to adapt their work arrangements, such as:

  • Flexible schedules, including work in hybrid mode
  • Greater flexibility in how work is organized
  • Increased autonomy and decision-making authority

This can make it easier for employees to navigate everyday challenges while helping to ease stress.

Employee Assistance Program

The Employee Assistance Program (EAP) can help address issues before they escalate. It gives employees access to psychosocial, family and financial support at the moments they need it most.

They may also be able to access online cognitive behavioural therapy. With guidance from EAP professionals, employees can move forward at their own pace, from wherever they are. The flexibility of this approach makes it easier to fit into demanding schedules.

Even so, many employees are still unaware of this service or do not take full advantage of it. Some employees are reluctant to seek support because they feel uncomfortable reaching out for help. By increasing awareness of your EAP and reducing the stigma around using it, you can make it easier for employees to access support early, before challenges become more serious for them and for your organization.

Improve access to care with telemedicine

Telemedicine offers employees fast and convenient access to health care. For busy employees juggling work and caregiving responsibilities, it can make all the difference. Virtual appointments, quicker access to care and reduced wait times make it easier to connect with healthcare professionals.

This means health concerns can be addressed sooner rather than later.

However, employees can only take advantage of this service if they know it's included in their group insurance plan.

Help reduce financial stress to maintain productivity

One of the best ways to ease financial stress is to ensure employees understand their group benefits coverage and how to make the most of it.

When challenges arise, employees shouldn't have to scramble to figure out what's covered and what isn't. Without a clear understanding of their benefits, uncertainty can grow, stress can build and important decisions may be postponed.

When employees are familiar with their group insurance plan, they are better equipped to face difficult situations. They can access care sooner and manage life's unexpected events more effectively.

A group benefits plan does more than cover healthcare costs. It provides a safety net that helps support your employees' well-being and financial stability, while strengthening your business at the same time.

Support the people your business relies on

Helping employees aged 31 to 50 thrive isn't just a nice-to-have. It’s a strategic investment.

By acting proactively, you can:

  • reduce absenteeism
  • sustain employee engagement
  • retain critical expertise

A stronger SME starts with employee well-being.

Give it some more thought

Discover our in-depth look at the “sandwich generation” in the 2026 edition of Connecting the Dots.

You'll also learn more about:

  • The financial stress among younger employees
  • Chronic illnesses affecting employees nearing retirement
  • Critical illnesses and their impact on your group plan