Care Finder Sourcing
1:1 support from a dedicated care consultant who sources and vets caregivers with experience relevant to the dependent's needs, and stays with the case as circumstances change.
An employee providing daily care to a disabled child or adult dependent does not have a childcare problem. They have a coverage problem that never ends, and the practical consequence for an employer is an employee who cannot attend a late meeting, cannot travel, uses leave for appointments rather than rest, and eventually reduces hours. Respite care is the benefit that addresses this directly, and it is the piece most care programs omit. It funds hours where someone experienced takes over so the employee can work, travel, sleep, or attend to something else. The hard part is not the funding, it is finding a caregiver who can actually handle the dependent's needs, which is why this runs through Care Finder: a dedicated care consultant gives the employee 1:1 support sourcing caregivers with genuine experience of the relevant condition, checking references, and building a rota the family trusts. Once the caregiver is identified, the hours are funded through Care Funds and paid via My Choice Care when the family nominates someone they already know, or Helpr Network Care when professional cover is the right answer at $45-50 per hour with a four-hour minimum. This page covers delivery. If the question you are working on is whether your policy makes these employees eligible at all, that is covered on our disabled dependent eligibility page.
Sourcing through Care Finder, funded and paid through your care program.
1:1 support from a dedicated care consultant who sources and vets caregivers with experience relevant to the dependent's needs, and stays with the case as circumstances change.
Regular scheduled hours built around the employee's working pattern, so respite is planned rather than reactive.
The family nominates an experienced caregiver they already trust and Helpr screens, onboards, and pays that person directly at a $12-20 per hour average subsidy.
Where professional cover is the right answer, pre-vetted caregivers are available at $45-50 per hour with a four-hour minimum and a 97% fulfillment rate.
Respite hours draw against the employer-funded allocation, which for continuous-need cases is usually structured differently from standard backup care.
Additional respite hours for work travel and evening commitments, so career-relevant opportunities stay open to employees with care responsibilities.
Respite care funds cover so a family caregiver can work a full day, travel for work, attend an appointment, or rest. For employees supporting a disabled dependent this is the difference between staying in a full-time role and stepping back from one. The constraint is caregiver capability rather than caregiver availability, so Care Finder handles sourcing: a dedicated care consultant works 1:1 with the employee to find caregivers with real experience of their dependent's needs, verify references, and build a recurring rota rather than a one-off booking.
What funded respite changes for employees carrying continuous care responsibility.
A dedicated care consultant sources caregivers experienced with the specific condition and routine, because a general availability match is not a substitute for capability.
Respite is designed as a rota the family can rely on week to week, rather than an emergency booking made after the employee has already missed work.
Where the family has someone who knows the dependent, My Choice Care vets and pays them directly at a $12-20 per hour average subsidy, keeping continuity of care.
Continuous care responsibility without respite is one of the clearest paths from full-time employment to reduced hours or resignation, and it is rarely reported as the cause.
Backup care covers an unexpected gap, such as a nursery closure. Respite covers a continuous responsibility, giving the family caregiver planned hours off on a recurring basis. Employees supporting a disabled dependent do not have occasional gaps, they have a permanent load, and a backup care product does not address it.
We will show you how funded respite changes their ability to stay in role.
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Tell us about employees who are carrying continuous care responsibility. We will show you how respite is sourced, scheduled, and funded.
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