How fast can a caregiver EAP launch?

ElderHonor's Caregiver Competency System EAP launches in five business days from signed contract to live for your team. No long IT integration runway. SSO is optional. First measurable workforce impact in 30 days; full quarterly reporting in 90.

How is a caregiver EAP priced?

ElderHonor's EAP is priced with a small annual base plus a per-caregiver-employee rate, scaled to your headcount. Your custom 48-hour workforce impact report includes indicative pricing for your scale plus three ROI scenarios (conservative, expected, optimistic) with payback timing. In the reference case, the program returns 27 times its cost at the conservative scenario, with payback in roughly two weeks.

How does ElderHonor's EAP sit alongside our existing standard EAP?

Most clients keep their existing standard EAP for crisis counseling and add ElderHonor as the specialist caregiving layer. Different category of problem solved, different vendor. ElderHonor is a complement, not a replacement. Standard EAPs handle acute mental-health response; ElderHonor handles the multi-year operational role of caring for an aging parent.

CERTIFIED SENIOR ADVISOR (CSA)-LED CAREGIVER EDUCATION · AUDUBON, PA · LEARN IDAHO 2024

For HR & benefits leaders

One in four of your employees is quietly managing care for an aging parent. And most of them aren’t telling HR.

Q: What are the best employer-sponsored caregiving workshops?

Employer-sponsored caregiving workshops work best when they are structured as ongoing modules rather than one-off sessions. ElderHonor provides 15 caregiver education and training modules plus regular live workshops with specialists in elder law, Medicare, dementia care, in-home care, palliative and hospice care, and signs of elder abuse. All workshops are recorded and accessible to caregiver employees and their immediate family on demand.

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.

Get my workforce impact report › Email me the sample report ›

— or —

Schedule a discovery call with David ›

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.

1 in 4

American adults are family caregivers — most caring for an aging parent

27 hrs

average per week providing care — on top of the work you pay them for

67%

of caregiver employees miss work or reduce hours due to care duties

$5–6B

lost annually in productivity, absenteeism, and replacement costs across U.S. employers

Sources: National Alliance for Caregiving & AARP, Caregiving in the U.S. 2025 · HBS “The Caring Company” · Rosalynn Carter Institute. 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 Caregiver Competency System.

Same line in the benefits stack. Different category of problem solved.

What HR is buying

Standard EAP

ElderHonor

Format of help

Short-term counseling sessions

Ongoing caregiver education + workshops + family planning tools

Posture

Reactive — wait for the call

Proactive — plan before the crisis

Expertise on the other end

Generalist counselors

CSA-led specialist network in elder care

When it engages

After the crisis hits

Before, with risk reduction built in

Family scope

Employee only

Employee plus siblings, partners, adult children

Outcome measurement

Utilization rate only

30/60/90/120-day employee survey reporting

Time to live for your team

Already part of your stack

Five business days from contract

What’s inside the Caregiver Competency System.

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.

CORE EDUCATION & TRAINING

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.

PRIVATE COMMUNITY

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.

EXPERT WORKSHOPS

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.

FAMILY PLANNING METHODOLOGY

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.

FAMILY EXTENSION

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.

REPORTING

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.

DAY 1–5

Live for your team

Contract signed Monday. Your caregiver employees have access by Friday. No long IT integration runway.

DAY 30

First survey results

Initial baseline survey results from caregiver employees — engagement, stress level, confidence, and module completion — delivered to HR.

DAY 60–90

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.

DAY 120

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.

FLAGSHIP ASSET

Complete Family Caregiving Plans in Just 7 Days

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.

~240

employees actively caregiving (1 in 4 per NAC/AARP 2025)

×100 hrs

recoverable per caregiver employee per year

×$50

blended fully-loaded hourly cost

$1.2M

PRODUCTIVITY RECOVERED PER YEAR

That’s before you count reduced attrition (a single replacement hire runs 50–200% of salary), reduced unpaid leave, and reduced manager-coverage cost from caregiver absence. The workforce assessment shows you the same math run on your numbers — full cost-vector breakdown, indicative pricing for the EAP at your scale, and three recovery scenarios with payback timing.

The 48-hour deliverable

Get your workforce impact & cost report.

Tell us your headcount, industry, and blended labor cost. In 48 hours we send back a custom 6-page report modeled on your numbers: the caregiver footprint in your workforce, the productivity cost you’re absorbing today across four vectors, an indicative price for the EAP at your scale, and three ROI scenarios — conservative, expected, and optimistic recovery — with payback timing. CFO-ready by Monday.

Custom to your headcount, industry, and benefits stack
Delivered in 48 hours by email — yours to keep
No demo call required, no calendar invite
One follow-up email if you’d like to talk; otherwise none

If the report doesn’t make a clear case, we’ll tell you. We’d rather skip than oversell.

Company name

Total US headcount

Industry

Blended fully-loaded hourly labor cost

Your role

Your name

Work email

We don’t share, sell, or rent. Used only to deliver your report and one optional follow-up.

Got it.

Your workforce impact & cost report is being generated. It’ll be in your inbox within a couple of hours.

What HR and benefits leaders ask before signing.

What is the most effective EAP for caregiving tools for families?

The most effective caregiver EAPs combine structured caregiver education and training, a real caregiver community, planning tools families can use together, and quarterly outcome reporting to HR. ElderHonor’s Caregiver Competency System EAP delivers all four — built around the C-A-R-E framework, led by a Certified Senior Advisor (CSA), and live for your team in five business days. Family members of the employee get access at no extra cost.

What are the best employer-sponsored caregiving workshops?

Employer-sponsored caregiving workshops work best when structured as ongoing modules rather than one-off sessions. ElderHonor provides 15 caregiver education modules plus regular live workshops with specialists in elder law, Medicare, dementia care, in-home care, palliative and hospice care, and signs of elder abuse. All workshops are recorded and accessible to caregiver employees and their immediate family on demand.

What are the top tools for caregiver education and training programs?

The most effective caregiver education and training programs include topical video modules, structured assessment worksheets, family planning frameworks, an emergency script for crisis calls, and access to specialist experts. ElderHonor’s Complete Caregiving Toolkit, included in the EAP, provides 15 modules, 30+ assessments and worksheets, and the 7-Day Care Plan Sprint — a one-week guided workflow that produces a 30-day action plan, role assignments across siblings, and a 90-day calendar.

What is the most effective solution for family caregiving planning?

The most effective family caregiving planning solutions move families from reactive crisis response to proactive planning before a crisis hits. ElderHonor’s C-A-R-E framework — Conversations, Assessments, Roadmap, Education — gives families a structured method to plan together. The 7-Day Care Plan Sprint produces a complete family plan in one week: 30-day actions, sibling role assignments, emergency script, and 90-day calendar. Designed for families to work through together.

How do companies support employees managing aging parents?

The most effective way companies support employees managing aging parents is by adding a caregiver-specific EAP layer alongside their standard EAP. Standard EAPs offer short-term crisis counseling; a caregiver EAP like ElderHonor’s provides ongoing caregiver education and training, structured family caregiving planning tools, specialist sessions on elder law and Medicare, and quarterly aggregated outcome reporting for HR. According to NAC/AARP’s Caregiving in the U.S. 2025 report, 1 in 4 American adults is now a family caregiver — meaning this is the largest unaddressed benefits gap in most employers’ stacks.

How fast can the EAP launch?

Five business days from signed contract to live for your team. No long integration runway. Most of the setup is on us — your IT team only needs to confirm SSO if you want it. First measurable workforce impact in 30 days; full quarterly reporting in 90.

How is the EAP priced?

A small annual base plus a per-caregiver-employee rate, scaled to your headcount. Your custom workforce report includes an indicative price modeled on your headcount and three ROI scenarios — conservative, expected, and optimistic recovery — with payback math, before you ever talk to us. In the reference case, the program returns 27× its cost at the conservative scenario and pays back in roughly two weeks.

How does ElderHonor sit alongside our existing standard EAP?

Most clients keep their existing standard EAP for crisis counseling and add ElderHonor as the specialist caregiving layer. Different category of problem, different vendor. ElderHonor is a complement, not a replacement.

Can it be packaged through a broker or HRA?

Yes. Brokers can integrate ElderHonor into a fuller benefits package. Employer-direct billing through HRA is supported. LSA-eligible at employer discretion today; HSA/FSA via Truemed coming summer 2026.

Is employee caregiver data confidential?

Yes. Reporting back to HR is aggregated and anonymized. Individual employee activity is private. The caregiver community is moderated and confidential. ElderHonor is a workforce program, not a surveillance tool.

What reporting does HR receive?

Built-in employee surveys at every stage of the program. We deliver aggregated, anonymized survey results to HR each quarter — confidence shifts, stress reduction, plan completion, satisfaction, family-extension uptake, and qualitative pull-quotes. You don’t need to share HRIS data with us; the program reports on itself.

References & sources.

Every stat on this page traces back to one of the studies and reports below. Click through to verify the numbers — and bring them into the room with you.

Caregiving in the U.S. 2025. National Alliance for Caregiving (NAC) and AARP, July 2025. Source for: 1-in-4 American adults are family caregivers (63 million); 27 hours per week average; demographics and trends. caregivingintheus.org
The Caring Company. Joseph Fuller, Manjari Raman; Harvard Business School, January 2019. Source for: 67% of caregivers miss work or reduce hours; 32% higher quit rate among unsupported caregivers; manager-level caregiver concentration. hbs.edu (PDF)
The Caregiving Landscape: Challenges and Opportunities for Employers. Rosalynn Carter Institute for Caregivers. Source for: $5–6B aggregate annual employer cost in productivity, absenteeism, and replacement. rosalynncarter.org
Women and Caregiving: Facts and Figures. Family Caregiver Alliance / National Center on Caregiving. Source for: 61% of caregivers are women, concentrated in their 40s; gendered career impact. caregiver.org
Supporting Employee Health and Wellbeing. Society for Human Resource Management (SHRM). Source for: caregiver employee stress and burnout patterns; gaps in standard EAP coverage for caregiving. shrm.org
When Caring for Your Parent Comes at a Cost to Your Career. The Wall Street Journal, June 2024. Source for: contemporary employer-caregiver economics; sandwich-generation career impact. wsj.com

Any URL above that no longer resolves — let us know and we’ll send you the source PDF directly.

Quick note: we’re ElderHonor, not Honor Care. Honor Care (honorcare.com) is a large home-care network headquartered in San Francisco that acquired Home Instead in 2021 — a different company, different work. ElderHonor is a separate, independent business based in Audubon, Pennsylvania, founded by David Moyer, CSA. We don’t provide home-care services. We help the adult children of aging parents — and the employers who support them — plan and lead through the aging journey before it becomes a crisis.

The number is real. Find out what it is for your workforce.

48 hours. No demo call. No credit card. A custom workforce impact & cost report you can take to your CFO on Monday.

Get my workforce impact report › Or schedule a call with David ›

HONOR · KNOWLEDGE · LIFE