Allocation Sizing
Model the per-employee allocation from an 80-100 hour annual reference, adjusted for workforce mix, shift patterns, and regional care costs.
Care Funds are employer-funded flexible care dollars attached to an employee and spent through the Helpr platform. This page covers the mechanics, because allocation design is where care programs are made or wasted, and "benefit allocation systems" describes the category rather than the decisions. There are five of them. Sizing, which usually starts from 80-100 hours of care per employee per year and is adjusted by population. Guardrails, meaning which care types are covered, whether adult dependents are in scope, and any per-booking or annual limits. Funding basis, where a use-based model means you fund care that is actually consumed rather than pre-purchasing capacity for a full population that will not all use it. Spending routes, which are Helpr Network Care at $45-50 per hour with a four-hour minimum, or My Choice Care at a $12-20 per hour average subsidy when the employee nominates someone they trust. And tracking, meaning utilization and spend reporting granular enough to adjust the allocation at renewal. Those five decisions determine cost per employee, uptake, and whether the allocation lands as meaningful support or as a gesture. Helpr configures whatever you choose and reports back on how it performed.
From allocation design through to renewal adjustment.
Model the per-employee allocation from an 80-100 hour annual reference, adjusted for workforce mix, shift patterns, and regional care costs.
Define covered care types, dependent scope including adult dependents, and any per-booking or annual limits, then apply them consistently across markets.
Fund consumption rather than capacity, so unused entitlement does not become sunk cost and forecasting improves each cycle.
Employees nominate a trusted caregiver whom Helpr vets and pays directly at a $12-20 per hour average subsidy, which extends the reach of a fixed allocation.
Or book a pre-vetted professional at $45-50 per hour with a four-hour minimum and a 97% fulfillment rate on requested bookings.
Utilization and spend reporting by population and care type, used to resize allocations and guardrails at renewal.
Care Funds are simple in concept and consequential in configuration. Sizing sets what an employee can actually do with the benefit. Guardrails determine who is included, which is where adult dependents are usually accidentally excluded. A use-based funding model means you pay for care consumed rather than capacity reserved. Spending routes decide effective coverage, since employee-directed care at a $12-20 per hour average subsidy stretches an allocation much further than professional placements at $45-50 per hour. Tracking is what lets you correct all four at renewal instead of guessing again.
What changes when care dollars are allocated deliberately rather than evenly.
Hourly, shift-based, and salaried employees have different care gap patterns, so a single flat allocation over-serves one group and under-serves another.
You fund care that employees actually consume rather than pre-purchasing capacity across a population where uptake will never be universal.
Whether adult dependents and non-legal dependents are in scope decides how much of your workforce can use the fund at all.
Utilization and spend reporting by population turns the next allocation decision into an adjustment rather than another estimate.
Most employers design around 80-100 hours of care per employee per year and adjust by population. The hourly rate the employee spends at matters as much as the dollar figure, because an allocation spent through My Choice Care at a $12-20 per hour average subsidy covers substantially more hours than the same amount spent on professional placements at $45-50 per hour.
Send us your workforce mix and we will model allocation options and cost.
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Employers fund care that is actually used
One allocation model across every market
Send us your workforce mix, locations, and any current care spend. We will model allocation options and expected cost per employee.
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