Childcare Services — Safe & Reliable Care

Helpr offers employer-sponsored childcare solutions that include backup care, corporate event care, global care stipends, My Choice payments for a family’s trusted network, one-to-one concierge placement, and DCFSA-integrated payments. These options help employers build a flexible benefit that supports both unexpected care gaps and longer-term childcare needs.

An employer funds or subsidizes a backup care benefit, and eligible employees use Helpr’s platform when they need childcare support. The use-based model means organizations pay for care that is actually used. Helpr’s listed base appointment cost includes taxes and its service fee, while gratuity is optional and handled through the site.

My Choice is Helpr’s patented technology for employees who want to use care subsidies with people they already know and trust. Rather than limiting families to a directory, it can help them pay eligible family members, friends, or members of their personal support network through the Helpr app. This approach gives families greater flexibility and choice.

Yes. Helpr provides on-site Event Care for corporate events and work trips. This service is designed to help employees attend, stay engaged, and participate without leaving caregiving responsibilities behind. It can be a valuable inclusion tool for meetings, celebrations, retreats, and other work gatherings where family care might otherwise prevent attendance.

Helpr’s integrated payment tool helps families use eligible Dependent Care Flexible Spending Account funds directly in the app. A DCFSA can help employees use pre-tax dollars for qualifying dependent care expenses, potentially increasing the value of their available care budget. Employees should confirm eligibility requirements and available account balances with their benefits administrator.

No. Although childcare is a central part of the platform, Helpr also supports elder and adult dependent care. Employers can offer care benefits that recognize the full range of family responsibilities employees may manage. This broader approach can be especially useful for multigenerational households and employees navigating changing dependent-care needs.

Care disruptions can contribute to absenteeism, stress, and lost productivity. Helpr gives employees practical options for addressing childcare and other family care needs, including subsidized backup care and flexible payments. By helping employees remain engaged during care challenges, employers can strengthen work-life support and make their benefits package more meaningful.

Access is determined by an employee’s participating employer and the benefit design it selects. Helpr is built to support workforces across roles, locations, and employment circumstances, from hourly workers to executives. Eligible employees can use the services and subsidy levels included in their organization’s program, subject to the applicable benefit terms.