Your best people are quietly carrying a second job.
They're chasing medical records between meetings. Rescheduling appointments during lunch. Managing portals, authorizations, and family calls that can't wait until 5 pm.
You can see the distraction. You just don't have a concrete way to help with it.
Averyn gives qualifying employees a dedicated professional who handles the non-clinical administrative follow-through — so the care plan keeps moving and the employee stays focused.
Not an EAP replacement — a follow-through layer that sits alongside it.
Works for organizations of any size. Even a few employees is a meaningful start.
Your EAP helps employees cope and find resources. Your work-life program offers guidance. But when a parent gets discharged and nobody is coordinating the follow-up — the records, the referrals, the home services, the family communication — there is nothing in most benefits stacks that actually solves the problem. The employee absorbs it.
Caregiving is a workforce issue — not just a personal one
The burden is not just emotional. It shows up as missed time, distracted performance, and attrition risk.
Source: AARP & National Alliance for Caregiving, Caregiving in the U.S. (workplace impact data from 2020 edition; 2025 report confirms seven in ten employed caregivers face significant workplace disruptions)
Your EAP handles the referral. Who handles what comes after?
Most employers offer some form of caregiver support. These services help employees cope, find resources, and get referrals. But the employee's actual problem is downstream: nobody is running the follow-through.
- Counseling and emotional support
- Resource finding and referrals
- General eldercare guidance
- Short-term crisis triage
The referral is made. Then the employee is on their own.
- Chase records across providers and portals
- Coordinate scheduling and home services
- Follow up on referrals and authorizations
- Keep family members aligned and informed
- Re-explain the situation at every handoff
This is the work that spills into the workday.
An executive assistant for the employee's care logistics.
Averyn gives each qualifying employee a dedicated Care Continuity Partner — a real person, not an app — who takes on the non-clinical administrative work that's consuming their time. Think of it as an executive assistant for the family's care logistics: records, scheduling, referrals, provider coordination, and written updates — handled, so the employee stops being the only one holding it together.
This is private-pay administrative execution, not a broad wellness platform. Averyn doesn't counsel, advise on coverage, or provide clinical care. We run the follow-through that other services leave on the family.
Medical records gathered from every provider, organized into one portable snapshot. Claims-informed sourcing finds records a portal export would miss.
Appointments scheduled. Referrals chased until confirmed. Home health, therapists, and specialists kept in sync. The employee stops being the relay.
Written updates to the whole household — what moved, what's pending, what's next. No more "what did the doctor say?" calls during the workday.
See how Averyn works for families → · See real deliverables →
Co-funded. Targeted. Clean exit.
The employer and employee share the cost of a 90-day launch bundle — Record Vault plus dedicated follow-through. The family's co-pay keeps them engaged (they need to provide authorizations, records, and care team information). After 90 days, the family decides whether to continue privately. No obligation on either side.
- Record Vault — medical records gathered, organized, and delivered in ~10 business days
- 90 days of active support — a Care Continuity Partner handling scheduling, referrals, provider coordination, and family updates
- Aggregate reporting to the employer — no individual case details
- Private continuation at the family's option after the funded period
- Co-pay ensures engagement — a household with financial skin in the game follows through on authorizations and documentation
- Narrow targeting — not every employee with an aging parent qualifies; the benefit is for concrete, active burden
- Privacy by design — the employer approves based on eligibility and contribution, never on case details or health information
Start with a pilot. See what happens.
Most organizations start with a small pool of funded activations and a 90-day window. Whether that's 3 employees at a 100-person firm or 20 at a larger organization — the structure is the same: defined budget, clear reporting, and a clean exit if it doesn't work.
pilot term with midpoint check-in
the number of funded activations
no individual case details shared
How activation works
- Employee self-identifies or HR suggests the benefit
- Averyn conducts intake privately — HR is not involved in details
- Employer approves funding based on eligibility only — no case details
- Family co-pays and activates — Record Vault in ~10 business days, then 90 days of dedicated support
The employee who was about to step back is back to full capacity.
The medical records are organized. The specialists are coordinated. The family is getting written updates instead of calling the employee at work. The home services are scheduled. The follow-up that was quietly consuming hours every week is someone else's job now.
The care situation didn't disappear. The administrative burden did.
What happens without an answer
The employee absorbs more. Performance erodes slowly enough that nobody flags it. Missed days become a pattern. The flexible schedule becomes permanent. Eventually they step back, reduce hours, or leave — and you replace a proven employee at 6–12 months of loaded salary cost.
A targeted co-funded intervention is not a line item. It's a retention decision.
When the benefit is most effective
This is not a broad workforce perk. It's a narrow, targeted intervention for employees where the care admin burden is concrete and currently affecting work.
- Recent transition — parent or spouse after hospitalization, rehab, surgery, or new diagnosis
- Long-distance coordination — employee managing care from another city
- Multiple providers — 3+ specialists, home health, pharmacy, or portal systems
- Recurring work disruption — missed time, schedule changes, or distracted performance tied to care logistics
- Retention risk — a valuable employee showing signs of stepping back or reducing hours
Not every employee with an aging parent qualifies. This works when the burden is concrete, ongoing, and measurably affecting work.
Privacy-first. Clear scope.
What the employer sees
Aggregate reporting only:
- Number of activations
- Time to first artifact
- Continuation rate after funded period
- Employee satisfaction (if surveyed)
No individual case details. No PHI. No family specifics.
What Averyn does not do
- Clinical advice or medical guidance
- Emergency monitoring or 24/7 access
- Insurance navigation or benefits counseling
- Hands-on caregiving or home visits
Averyn works for the household, not the employer. The family's Primary Contact authorizes all actions. The employer funds access — not control.
A 30-minute conversation is usually enough to see if there's a fit.
We'll walk you through the pilot structure, how cost-sharing works, and whether this makes sense for your team. No commitment until you're ready.
Averyn Care provides non-clinical administrative coordination. We do not provide medical advice, clinical triage, emergency services, or 24/7 monitoring. Medical decisions remain with your providers.