For HR & benefits leaders
About one in seven of your employees is quietly managing care for an aging parent. And most of them aren’t telling HR.
ElderHonor gives companies a CSA-led Employee Assistance Program (EAP) for caregivers — combining a caregiver education and training program, employer-sponsored caregiving workshops, structured family caregiving planning, and measurable workforce reporting. The result: meaningful caregiving support for employees managing aging parents, before hidden disruption turns into absenteeism, burnout, or lost talent.
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48-hour turnaround · no demo call required for the report · no credit card
The hidden cost in your headcount.
Caregiving rarely shows up on a P&L line. It shows up in absenteeism, attrition, missed deadlines, and managers carrying weight they didn’t sign up for.
Sources: U.S. Bureau of Labor Statistics, Unpaid Eldercare in the United States 2023–24 · National Alliance for Caregiving & AARP · HBS “The Caring Company” · Rosalynn Carter Institute. These measure different populations and are not additive. See full reference list ›
What it actually looks like inside your workforce.
You can train a sales team before they talk to customers. You train managers before they lead teams. Family caregiving is the only major operational role most of your employees will fill — and the only one you don’t offer them a structured caregiver education and training program for.
Operational overload, quietly
Doctor appointments mid-day. A parent who fell on Tuesday. A sibling who isn’t pulling weight. Output drops. Leave requests rise. The employee doesn’t tell HR — they tell their manager they’re “just dealing with some family stuff.”
Trained caregivers solve their own problems
Standard EAPs hand a stressed caregiver a phone number. We hand them a method. Employees who complete the caregiver education and training program stop interrupting their workday to chase advice — they already know how to evaluate a memory-care facility, run a family meeting about money, prepare for a hospital discharge, and read a Medicare summary. Less paging out, more staying focused.
The cost shows up everywhere but nowhere
Distributed across absenteeism, presenteeism, leave, attrition, and rehire — caregiving never gets attributed to itself. So it never gets fixed. The first thing our workforce assessment does is show you the number for your specific company.
Standard EAP vs. ElderHonor Eldercare Capacity Program.
Same line in the benefits stack. Different category of problem solved.
What’s inside the Eldercare Capacity Program.
A comprehensive caregiver education and training program for employers, built around the C-A-R-E framework — Conversations · Assessments · Roadmap · Education — and delivered to every caregiver employee plus their immediate family. Six components, one integrated benefit.
The Complete Caregiving Toolkit
The structured caregiver education and training program at the heart of the EAP. 15 modules. 30+ assessments and worksheets. Topical videos in 15–40 minute lessons covering the conversation, the move, and the last chapter — so employees see what’s coming and avoid the crisis before it starts.
A real caregiver community
Not a help line. A confidential online community where caregiver employees ask questions, compare notes, and stop feeling like the only person at work going through this. Available 24/7 on desktop and mobile.
Live employer-sponsored caregiving workshops
Regular employer-sponsored caregiving workshops with specialists in elder law, Medicare, dementia care, in-home care, palliative and hospice, advance care directives, signs of elder abuse, costs of elder care, and more. Live and recorded for the library.
The C-A-R-E family caregiving planning framework
Conversations · Assessments · Roadmap · Education. A structured family caregiving planning methodology your employees and their families follow at their own pace. The same framework powering coaching is built into the EAP at scale.
Built for the whole family
Your employee’s siblings, partner, and adult children get program access at no extra charge. One employee benefit, generations of confident caregivers. The plan works when the whole family runs the same plan together.
30/60/90/120-day program reporting
Built-in employee surveys at every stage of the program track confidence, stress reduction, plan completion, and program satisfaction. We deliver aggregated, anonymized survey results to HR each quarter — so you see the impact on your caregiving employees in their own words, without ever needing to share your HRIS data with us.
PREMIUM ESCALATION · AVAILABLE WITHIN THE EAP
For employees who need a family caregiving plan now: The Caregiver Planning Intensive.
When a caregiver employee’s situation is moving faster than weekly support can handle — a parent declining now, a move pending in the next 60 days, distance siblings who need to align before something breaks — the EAP includes the option to extend the Caregiver Planning Intensive to that specific family. Friday evening plus all-day Saturday. David Moyer, CSA facilitating up to 10 family members. The complete family caregiving planning output, built and signed in one weekend.
Billed through your EAP contract. Same outcome we’d run privately for $7,500+, available to your workforce as a premium escalation when one specific family needs the compressed format. See the full Intensive overview ›
How fast the caregiver EAP launches.
Designed so you can sign in May, run an open enrollment refresh in June, and report results to your CFO before Q3 ends.
Live for your team
Contract signed Monday. Your caregiver employees have access by Friday. No long IT integration runway.
First survey results
Initial baseline survey results from caregiver employees — engagement, stress level, confidence, and module completion — delivered to HR.
Quarterly program report
Aggregated, anonymized survey results showing employee confidence shifts, plan completion rates, family-extension uptake, and program satisfaction. Pull-quotes you can share with leadership.
Habits settle in
By month four, your caregiver employees have moved from reactive to planned. Survey results reflect it. Your managers feel it before the next report confirms it.
The 7-Day Care Plan Sprint — family caregiving planning, completed in a week.
The single deliverable inside the EAP that solves “I don’t know what to do next” and “I don’t have time to learn.” A guided one-week workflow for family caregiving planning that your employees actually finish — built so the most overloaded caregiver in your headcount can complete it on lunch breaks.
By the end of seven days, your employee and their family have a 30-day action plan, a working appointment map, role assignments across siblings, an emergency script, and a task calendar that runs the next ninety days for them.
- 30-day action plan tailored to their parents’ situation
- Appointment map across providers and specialists
- Role assignment map across siblings and family
- Emergency script for the 2 a.m. phone call
- Medication list and provider roster
- Questions-for-doctor sheet
- Hospitalization checklist
- Home safety checklist
The back-of-napkin math.
A 1,000-employee company with a typical caregiver footprint. Your numbers will differ — that’s why we run a custom assessment.
That is workforce-time exposure — not an accounting loss, not lost revenue, and not recoverable savings. We deliberately do not stack absence, reduced schedules, leave and turnover on top of it; the same caregiving event must not be counted twice. Reduced attrition may well be the larger number, but it is yours to quantify with your own cost-to-replace, not ours to assert. The workforce assessment shows you the same calculation run on your numbers — your caregiver population, your affected-hours assumption, your loaded rate, and a breakdown of which part of the exposure is realistically addressable. Indicative pricing for your scale is included. An ROI multiple is not.