Whole-Family Care Funds for Employers

That page covers the design and rollout mechanics of a childcare-specific program: hour banks, eligibility, and the implementation timeline. This page covers a funding decision, which is whether the allocation is attached to the employee or to a dependent category. Employers usually make this call first, because it determines who the program is for.

Only enough to book care. There is no separate eligibility test by dependent type, because the allocation belongs to the employee. That is deliberate, since category-based eligibility is where employees with less conventional family situations drop out of a care program.

In practice a whole-family fund tends to flatten spend rather than inflate it. Childcare-only programs concentrate utilization in a narrow population that uses its full entitlement, while a whole-family allocation spreads across age bands with a lower average draw per employee. We model this against your age distribution before you set the number.

That is a guardrail you set. Many employers allow care for a parent, parent-in-law, or adult sibling, because those are the real caring relationships employees are managing. Helpr configures the definition you choose and applies it consistently.

Through Helpr Network Care by booking a pre-vetted professional at $45-50 per hour with a four-hour minimum, or through My Choice Care by nominating someone they trust whom Helpr vets and pays directly at a $12-20 per hour average subsidy. Both draw against the same fund.

Utilization and spend split by care type, employee population, and location. For most employers this is the first time they can see how much of their workforce is carrying elder care responsibility, which tends to reshape the next benefits cycle.