Employee benefits play a crucial role in attracting and retaining talent, and family care benefits can set your company apart. With employees juggling responsibilities at work and at home, offering support for child care, senior care, and other caregiving needs isn’t just a perk. It’s a strategic advantage. The right benefits can reduce absenteeism, improve productivity, and help you build a loyal, engaged workforce.
Here are 7 key factors to consider when evaluating care benefits for your organization.
1. Does it address the full spectrum of care needs?
Family care isn’t just about daycare for young children. Employees may be caring for aging parents, children with disabilities, or even loved ones recovering from surgery. A robust care benefit should offer solutions for all stages of life, from infant care to senior care to self care and everything in between.
What to look for:
- Child care options, including daycare, after-school care, and tutoring
- Senior care support, such as in-home care and assisted living resources
- Self care support, like a care network and resources to help reduce stress
2. How easy is it for employees to use?
Even the best benefits won’t have an impact if employees find them complicated or difficult to access. Convenience is key. Look for caregiving benefits that integrate seamlessly into employees’ daily lives, offering online access, mobile apps, and straightforward booking processes. A Care.com Membership gives employees access to a network of caregivers, making it easier to find and book care when they need it most.
Signs of a user-friendly benefit:
- A simple and intuitive online platform
- 24/7 support for urgent care needs
- Flexible scheduling and availability
3. Does it reduce absenteeism?
Caregiving challenges can lead to missed workdays or distracted, less productive employees. But did you know that working parents generally avoid up to 16 absences per year when they have access to care benefits? A well-structured care benefit strategy helps employees stay present and engaged at work.
How it helps:
- Backup care prevents last-minute call-outs
- Senior care support reduces stress and improves focus
- Care experts can take on time-consuming tasks for your team
4. Does it offer flexibility?
Care needs aren’t one-size-fits-all. Some employees need occasional backup care, while others rely on regular child or senior care. A strong care benefit should allow employees to tailor the support they receive based on their unique situation.
What flexible benefits look like:
- Spending accounts that let employees choose how to use their benefits
- Access to expert guidance for planning and navigating care responsibilities
- Options for short-term, long-term, and last-minute care needs
5. Does it support a wide range of employees and family structures?
Caregiving responsibilities look different for everyone. Some employees are raising young kids, others are supporting aging parents, and many are juggling both. A strong care benefit recognizes these differences and provides flexible options that fit a variety of needs.
What to look for:
- Support for both child and senior care
- Resources that help single parents, blended families, and multigenerational households
- Flexible policies that accommodate different caregiving situations
6. What’s the ROI of the benefit?
Family care benefits aren’t just an expense—they’re an investment in employee retention, engagement, and productivity. Companies that provide caregiving support see lower turnover. In fact, in a recent survey of our customers, employers reported a 28% reduction in turnover because of Care benefits.
Measuring ROI:
- Track absenteeism rates before and after implementation
- Monitor employee engagement and satisfaction surveys
- Compare turnover rates among employees with caregiving responsibilities
7. Does it scale with your workforce?
Your organization’s needs will evolve, and so should your benefits. Whether you’re a growing startup or an established enterprise, your care benefits should be flexible enough to scale as your workforce changes.
Features of a scalable benefit:
- National coverage to support a distributed workforce
- Options for both full-time and part-time employees, or specific subsets of your team
- The ability to expand offerings as needs change
Supporting your workforce starts here
Family care benefits are essential for a productive, engaged workforce. If you’re looking for a flexible, scalable solution that meets the diverse needs of your employees, Care for Business can help. Let’s talk about how we can support your workforce and drive real results.
