Employee and Family Resources for Working Parents

Employers can offer resources such as subsidized backup childcare, care stipends, reimbursement for trusted personal caregivers, long-term care placement assistance, and DCFSA-integrated payments. A well-rounded program can also support employees caring for aging parents or adult dependents. Helpr combines these options in one platform so employees can choose care that fits their household, schedule, and support network.

Employer-subsidized backup care provides support when an employee’s normal care arrangement is unavailable, such as when a school closes, a caregiver cancels, or a dependent has an unexpected need. Helpr connects employees to quality care options through its platform, while the employer helps offset the cost. The use-based model means organizations pay for care services that employees actually use.

My Choice is Helpr’s patented technology that allows employees to use employer-provided care subsidies with people they already know and trust. Depending on the benefit design, that may include a family member, friend, neighbor, or existing caregiver. This option gives families greater autonomy, supports care preferences that provider directories may not cover, and helps make benefits more equitable across locations.

Yes. Helpr offers elder and adult care support for employees who assist aging parents or adult dependents. Families can explore vetted providers, center-based options, or support from someone already in their personal network. For more complex or lasting needs, Care Finder provides one-to-one assistance to source and vet custom care arrangements, helping employees navigate care with greater confidence.

Yes. Helpr provides family care benefit solutions for employees across 150+ countries. Global Care Stipends and flexible My Choice options are especially useful for distributed teams because employees can apply support to care within their own communities and personal networks. This helps employers offer a more inclusive benefit across varied local care systems, job types, and work schedules.

DCFSA-integrated payments allow eligible employees to apply Dependent Care Flexible Spending Account funds within the Helpr app. Because DCFSA contributions are generally made with pre-tax dollars, using those funds for eligible dependent care expenses can help employees stretch their care budgets further. Employees should review their plan rules and consult their benefits administrator or tax adviser regarding eligibility and reimbursement requirements.

Care disruptions can lead to missed shifts, reduced concentration, and difficult choices for working parents and caregivers. By providing accessible care resources, employers help employees respond to these challenges with less stress and fewer work interruptions. Flexible benefits can strengthen work-life support, promote a more inclusive culture, and give organizations a meaningful tool for retaining talent across roles and life stages.

Employers can begin by assessing the care challenges their workforce faces, including backup childcare needs, elder care responsibilities, geographic distribution, and access to dependent care benefits. Helpr can then help shape a program using available solutions such as backup care, stipends, My Choice, Care Finder, and DCFSA payments. The resulting benefit can be designed to support broad, equitable employee access.