Most global care programs are not programs at all. They are a stack of country contracts: one backup care vendor in the US, a different one in the UK, a reimbursement workaround in India, and nothing at all for the twelve markets with fewer than 50 employees. Every contract carries its own eligibility rules, its own invoicing, and its own gaps, and Total Rewards teams spend the year reconciling all of it. Helpr was built global from day one. Benefits Leaders launch one care benefit that reaches employees in 150+ countries, with active utilization already in 50+, under a single contract, a single set of eligibility rules, and a single utilization report. Employees in every market draw on the same four capabilities: Helpr Network Care for vetted professional caregivers, My Choice Care to nominate and pay someone they already trust, Care Funds for employer-funded care dollars, and Care Finder for 1:1 support from a dedicated care consultant on longer-term searches. That design matters most in markets where a provider network is thin or absent. Rather than telling employees in those countries that the benefit does not apply to them, My Choice Care lets them nominate a family member, a neighbour, or the caregiver they already use, and Helpr vets and pays that person directly. Coverage stops being a function of vendor density and becomes a function of policy.
Four capabilities, available to employees on the same terms wherever your organization operates.
Pre-vetted professional caregivers from Helpr's own network, at $45-50 per hour with a four-hour minimum and a 97% fulfillment rate. Continuous background checks run for the life of the caregiver relationship, not just at onboarding.
Patented technology that lets an employee nominate someone they already trust, including a family member, neighbour, or their existing nanny. Helpr vets that person and pays them directly, at an average subsidy of $12-20 per hour.
Employer-funded flexible care dollars employees draw against for the care they actually need. You set the allocation and the guardrails; employees spend without submitting reimbursement paperwork.
1:1 support from a dedicated care consultant for the searches that take weeks: a nursery place after relocation, elder care for a parent in another country, or support for a child with additional needs.
Care coverage for offsites, conferences, and work travel so participation in business-critical moments is not limited to employees without caregiving responsibilities.
Utilization, spend, and care-type reporting by country and employee population, delivered in the format Total Rewards needs for a mid-year review.
Helpr is a single global care benefit, not a US program with international add-ons. One contract covers employees in 150+ countries, with active utilization in 50+ today, so a Benefits Leader stops sourcing, negotiating, and reconciling care vendors market by market. Eligibility, allocation, and reporting are set once at the program level and applied everywhere. Where local provider supply is thin, My Choice Care keeps the benefit usable: employees nominate a trusted caregiver and Helpr vets and pays them, which means a policy written in one country actually works in the others.
What Benefits Leaders get when care stops being a per-country procurement exercise.
Extend the same care benefit to employees in 150+ countries under one agreement, with active utilization already running in 50+. No per-market RFP, no separate invoicing stream.
Identical eligibility and allocation rules apply to a team of 900 in the US and a team of nine in Portugal, so the benefit does not quietly favour headquarters.
My Choice Care lets employees in thin-network markets nominate a trusted caregiver whom Helpr vets and pays directly, so the policy holds in every country it names.
Consolidated reporting shows uptake, spend, and care type by country and population, giving Total Rewards a defensible basis for renewal and expansion decisions.
A per-country approach gives you as many eligibility definitions, invoices, and renewal dates as you have vendors, and it leaves your smallest markets uncovered because no vendor wants a nine-person contract. Helpr is one agreement covering 150+ countries. You define the allocation and eligibility once, and every employee draws on the same capabilities regardless of where they sit.
Bring your headcount by country and we will map what coverage looks like in each market.
Women-owned business enterprise certification
The technology behind coverage without local vendor supply
Active employee utilization in 50+ markets
Send us your headcount by country and your current care vendor list. We will show you what a single global program covers, what it costs, and what it replaces.
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