Employer-Sponsored Caregiver Benefits
A Caregiving Benefit Designed for Employers
Sunset Senior Concierge partners with employers to provide professional geriatric care management and caregiver support for employees balancing work with the needs of an aging parent or loved one.
Serving employers throughout Okaloosa and Walton Counties in Florida, including Destin, Fort Walton Beach, Valparaiso, Shalimar, Niceville, Mary Esther, Miramar Beach, San Destin, Santa Rosa Beach, and surrounding communities.
The Workforce Reality
Caregiving Is a Workforce Issue
63 million
Americans adults provide ongoing care to an adult or child with a complex medical condition or disability.
Nearly one in five American adults provides care to someone age 50 or older, often while balancing employment, family responsibilities, and the increasing complex needs of an aging loved one.
Source: AARP & National Alliance for Caregiving—Family Caregivers of Adults Age 50+ (2026).
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 an estimated $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
The Rosalynn Carter Institute’s, Invisible Overtime report found that estimated productivity cost associated with presenteeism were more than four times those 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 example
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 absenteeism (2.2%) and presenteeism (10.7%) productivity-loss estimates reported from the Rosalynn Carter Institute’s Invisible Overtime study to $100,000. This calculation is provided for illustration only and is not an estimate reported by the Rosalynn Carter Institute or a prediction of actual employer costs.
The Cost Doesn’t Stop With the Caregiver
Caregiving demands can affect the broader workplace.
Caregiving responsibilities can affect workforce stability beyond daily productivity, contributing to schedule disruptions, reduced work hours, leaves of absence, and the loss of experienced employees.
SCHEDULE DISRUPTION
49% 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 hours.
RETENTION
Nearly one-third of caregiving 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 identified potential improvements in absenteeism, employee retention, and return on investment. The analysis considered employer data involving caregiving benefits that provided employees with care planning, administrative assistance, and support services. Results reflect the programs studied and are not guaranteed outcomes for all employer-sponsored caregiving benefits.
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 offers a collaborative approach to employer-sponsored care management that goes beyond traditional wellness benefit and Employee Assistance Program’s (EAP) information and referral services.
We provide professional, hands-on elder care management support for employees navigating the complex needs of an aging loved one, from medical appointment accompaniment & transportation and advocacy, to ongoing care coordination and follow-up with employee caregivers.
We’re there when you can’t be.
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 transportation, accompaniment, coordination & advocacy
Healthcare provider communication & care management
Medical information & patient portal organization
Community resource & service coordination
Transportation & errand support
Aging-in-place & dementia support
Services may be provided in person or remotely, as appropriate. Transportation is available in conjunction with eligible in-person care management services and is subject to service availability.
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.
Flexible Caregiver Benefits & Pilot Programs
Practical caregiving support designed around your workforce.
Sunset Senior Concierge welcomes opportunities to collaborate with employers, HR teams, and benefits partners to explore flexible, employer-sponsored care management programs.
Options may include:
Pilot programs: Limited-duration programs with defined services, participation levels, and opportunities to evaluate employee engagement and outcomes.
Customized benefit packages: Employer-funded assessments and a designated number of care management visits or service hours.
Lifestyle Spending Account (LSA) integration: Where permitted by an employer's benefit plan, eligible care management services may be supported through available employer-funded LSA benefits.
Continued support: Employees may arrange additional care management and medical advocacy services privately after their sponsored benefit is exhausted.
Our goal is to help employers move beyond resource referrals by offering access to qualified professionals who can provide direct, individualized support to working family caregivers.
Pilot availability, service areas, funding arrangements, and program terms are determined collaboratively based on organizational needs and provider capacity.