Flexible Voluntary Benefits Programs & Solutions

A voluntary benefit plan is an employer-sponsored offering that employees can choose to use based on their individual needs. It supplements core benefits by providing access to services or products that support financial, personal, or family well-being. With Helpr, employers can offer family care support such as backup care, care stipends, and concierge placement through a flexible benefit structure.

Examples of voluntary employee benefits include supplemental insurance, financial wellness resources, commuter support, and family care programs. A family care benefit may provide employer-subsidized backup childcare, elder care support, or flexible funds employees can use with trusted caregivers. These options can help employees address care disruptions without sacrificing their work responsibilities or financial stability.

Employers set up a care benefit through Helpr, then employees use the platform to access eligible care support when needed. Depending on the program design, employees can connect with vetted providers, use a care stipend, or pay someone in their own trusted network. Helpr’s use-based model means organizations pay for care services actually utilized rather than unused capacity.

Yes. Helpr’s elder and adult care support is designed for employees who assist aging parents or adult dependents. Families can explore vetted providers, center-based care options, and support through people they already know. This broader approach recognizes that caregiving needs extend beyond childcare and can affect attendance, focus, and employee well-being at every career stage.

Yes. Helpr’s patented My Choice technology enables eligible employees to use subsidies with caregivers they already trust, including family members, friends, and members of their personal support network. This option can be especially valuable where formal provider networks are limited or when a household has established care preferences that best meet its needs.

Global care stipends give employees flexible funds to apply toward the caregiving support they need in their own locality. Rather than requiring every employee to navigate the same provider directory, the stipend model allows families to use their personal networks and preferred arrangements. It helps employers offer more equitable support across varying locations, roles, and care markets.

Helpr offers DCFSA-integrated payments that help eligible families put their Dependent Care Flexible Spending Account funds to work within the app. Integrating payment tools with care support can simplify the process of applying available tax-advantaged dollars toward eligible dependent care expenses. Employees should review their individual plan rules and eligibility requirements before making payments.

Employers should consider workforce locations, the types of care employees need, benefit eligibility, subsidy levels, and how easily employees can access support. A strong program can address childcare, elder care, and unexpected care disruptions while accommodating different schedules and local care options. Helpr’s flexible platform helps organizations combine these needs into a more equitable benefit experience.