Employer-Sponsored Care Management
A Caregiving Benefit Designed for Employers
Sunset Senior Concierge partners with employers to provide professional geriatric care management support for employees balancing work with the needs of an aging parent or loved one.
The Workforce Reality
Caregiving Is a Workforce Issue
51 million
Americans are caring for someone age 50 or older.
Nearly one in five American adults provides care to someone age 50 or older—often while balancing employment, family responsibilities, and the increasing complexity of an aging loved one’s needs.
Source: AARP & National Alliance for Caregiving—Caregiving in the US 2025: Understanding the Experiences of Family Caregivers for Older Adults
Absenteeism Has a Measurable Cost
3.2 workdays per month
missed, on average, by caregiver employees.
Caregiving responsibilities can pull employees away from work for appointments, care coordination, unexpected care needs, and other demands.
In a national study, caregiver employees reported missing an average of 3.2 workdays in the prior month. Researchers estimated the resulting absenteeism-related productivity loss at 2.2%, or $1,123 annually per caregiver employee, using a $25 hourly wage assumption.
Source: Rosalynn Carter Institute for Caregivers, Invisible Overtime: What Employers Need to Know About Caregivers, (Lerner et al., 2020)
Presenteeism Costs Even More
Being at work
doesn’t always mean caregiving stops
Employees may remain on the job while managing calls, appointments, care coordination, urgent needs, and other caregiving responsibilities during the workday.
ABSENTEEISM
$1,123
annualized productivity cost
2.2% productivity loss
PRESENTEEISM
$5,281
annualized
productivity cost
10.7% productivity loss
In the RCI study, the estimated productivity cost associated with presenteeism was more than four times the estimated cost associated with absenteeism. Both estimates assumed an hourly wage of $25.
Source: Rosalynn Carter Institute for Caregivers, Invisible Overtime: What Employers Need to Know About Caregivers (Lerner et al., 2020)
Higher Compensation = Greater Potential Exposure
The same productivity-loss percentages represent greater dollar exposure as compensation increases.
$100,000
annual compensation
2.2% = $2,200
annual absenteeeism-related productivity value
10.7% = $10,700
annual presenteeism-related productivity value
= $12,900 illustrative annual productivity exposure
Illustrative example: Calculated by applying the 2.2% absenteeism and 10.7% presenteeism productivity-loss estimates reported in the Rosalynn Carter Institute study to $100,000 in annual compensation. This illustration is not an estimate reported by RCI.
The Cost Doesn’t Stop With the Caregiver
Caregiving demands can affect the broader workplace.
When caregiving responsibilities interrupt the workday, employers may experience schedule disruptions, reduced work hours, leave use, and the loss of experienced employees.
SCHEDULE DISRUPTION
49% of working caregivers caring for someone age 50 or older reported arriving late, leaving early, or taking time off because of caregiving.
LEAVE & REDUCED HOURS
14% took a leave of absence, while 13% reduced their work hours.
RETENTION
Nearly one-third of caregiver employees have left a job at some point because of caregiving responsibilities.
Replacing an employee carries additional costs. SHRM research has estimated direct replacement costs at up to 50%-60% of annual salary, with total turnover costs potentially considerably higher depending on the position and organization.
Sources: U.S. Department of Labor, Navigating the Demands of Work and Eldercare
Rosalynn Carter Institute for Caregivers, Invisible Overtime: What Employers Need to Know About Caregivers
SHRM, Retaining Talent: A Guide to Analyzing and Managing Employee Turnover
The Employer Return on Caregiving Support
Employer-supported caregiving isn't simply an employee benefit. Research suggests that targeted caregiving support can produce measurable workforce returns.
10–50%
reduction in absenteeism
1–7%
reduction in employee turnover
Up to 72%
return on investment
Calculated from workforce savings, including reduced absenteeism and turnover, relative to the cost of the caregiving benefit.
Harvard Business School’s Healthy Outcomes research examined employer-provided caregiving support and found measurable improvements in absenteeism and retention, with positive returns on employers’ investment. The study analyzed data from employers offering a caregiving benefit that provided employees with care planning, administrative, and support services.
Source: Harvard Business School, Healthy Outcomes: How Employers’ Support for Employees with Caregiving Responsibilities Can Benefit the Organization (Fuller, 2024)
Caregiving Support, Without Adding to HR’s Workload
Sunset Senior Concierge provides employer-sponsored care management that gives employee caregivers a knowledgeable point of contact when an aging loved one's needs become difficult to manage.
Employer-Sponsored Benefit
90-minute comprehensive assessment
In person or via telehealth
Individualized written report
Professional recommendations and prioritized next steps
Follow-up care management support
Based on the employer-sponsored package
Medical appointment coordination & advocacy
Healthcare provider communication & care management
Medical information & patient portal organization
Community resource & service coordination
Transportation & errand support
Aging-in-place & dementia support
Optional continued support
Employees may privately continue services when additional assistance is needed
Additional services beyond the employer-sponsored benefit may be arranged privately between the employee caregiver and Sunset Senior Concierge at the employee's discretion, with no additional cost to the employer.