Back up the people you can't afford to lose.
One of your most senior, hardest-to-replace people is quietly running a second job: managing a parent's care during business hours. You can see the focus slipping. You don't want to pry into someone's family or health, but doing nothing feels like leaving them to handle it alone.
Averyn Keystone gives them real, private help, so the work holds, and you never see their health details. A dedicated professional coordinates the logistics, navigates the systems, and advocates at the family's direction.
Or explore: why Averyn · how funding works · cost to your business · cost to your workforce
Not an EAP replacement — a coordination and follow-through layer that sits alongside it.
Built for a defined group of people the business cannot afford to lose. Even a small starting pool can be meaningful.
Three steps, no heavy lift.
We learn your workforce, your benefits stack, and which population you most want to reach. No pitch — just whether and how this fits.
Define the group you cannot afford to lose, then set your contribution on the dial. Most firms fund a meaningful share, and we generally recommend staying at or below 80% so the family still has skin in the game. Start with a modest pool of funded launches.
Eligible employees get started and coordination begins right away. You see launch counts and impact in aggregate — never names.
You choose how much you fund. One offer, one dial.
There's one Averyn Keystone offer: a 90-day launch — Record Vault plus 90 days of dedicated coordination — for a person you can't afford to lose. You set your contribution anywhere on the dial, from funding most of each launch to making Keystone available at preferred rates. We generally recommend keeping an employee or family share so the household stays invested in the work that makes the first weeks count.
You fund the full launch. This can fit an executive carve-out or committed program. The family still pays the $199 reservation deposit even here, so the household stays invested; going this far up the dial is not our default recommendation.
Best fit when you have a reason to remove cost entirely for a named, must-keep group.
You fund a meaningful share; the family covers the rest. Lower per-launch cost for you, real engagement from the family, aggregate-only reporting. Start with a small pool (3 to 20 funded launches is typical).
Best fit when you want measurable utilization inside 90 days, or you're starting before a wider rollout.
You add Keystone to the benefits portal or partner-amenity list; employees start and pay directly at preferred annual-commitment pricing. Employer cost: $0. A post-tax LSA can be applied here too.
Often the sharpest math for senior people →
Best fit when you're a partnership / professional-services firm, or protecting retention at the senior level before making a funding decision.
We generally suggest funding no more than about 80% of the launch so the family keeps skin in the game. Full funding is allowed, and a small family co-pay always applies, even at 100% — it's the $199 Record Vault reservation deposit, which keeps the household engaged. A post-tax Lifestyle Spending Account can be applied at any point on the dial; the LSA is a payment method, not a separate program.
Two numbers, plus the dial.
90-day Launch Bundle: $1,746, one-time, per launch. Record Vault ($999) plus 90 days of Expanded coordination ($747). High-complexity cases add $400 when criteria are met. Your contribution dials against this per-family number.
Firm setup fee: $1,500, one-time, flat. A single line to stand up your program — not multiplied by launches, not split by the dial.
After 90 days: families who continue keep the preferred annual rate without a 12-month family lock-in — about $216/yr (Essentials), $900/yr (Expanded), or $2,880/yr (Dedicated) less than paying month-to-month. No obligation either way.
Why no-employer-funding availability is often the sharpest math — executives, partners, and top professionals.
Replacing a partner, director, or top performer can cost 200%+ of annual salary. Your most senior people are statistically the most likely to silently absorb caregiving, decline promotions, or reduce hours rather than ask for help (SHRM & AARP/NAC, 2025). They can often afford the personal share — so simply making the resource visible can be a meaningful retention move.
The retention upside accrues to you without a line in your benefits budget. Making Keystone visible at preferred rates is often the fastest path to reach the population whose departure would cost you the most.
See the partner-amenity page (written for the cohort itself) →
Co-pay options, the high-complexity adder, and continuation specifics are walked through in the 30-minute conversation.
The operational symptoms HR recognizes: absenteeism, presenteeism, and retention risk.
When an employee becomes the default coordinator for a loved one's care, the burden doesn't stay at home. It shows up as missed time, distracted performance, and eventual attrition — all driven by a logistics burden no current benefit addresses.
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)
Healthcare providers require communication during the workday to support right care, right time, right place. That coordination burden lands directly in your employee's work hours — it's not optional, and it can't wait until evening.
The hidden cause: your best organizers become the unpaid project manager at home.
At work, the people you pull in when a project wobbles have a team, a structure, and the ability to delegate — so their highest-value work stays protected. At home, that structure disappears. They become the unpaid PM for a system that only moves when they push it: the calls, the records, the referrals, the follow-ups that no one else will pick up.
And it arrives when the office calls — not after 5.
What it looks like at work:
- Missed meetings and delayed responses
- Unplanned time away, often mid-day
- Passing on a project they'd have owned six months ago
- Visibly stretched — and not quite saying why
Two views of the same problem — estimate yours:
Productivity drag, caregiver-driven turnover, and the cost of replacing your best people — from three quick inputs.
What your employees are personally absorbing — in hours and out-of-pocket dollars — that your benefits stack doesn't see.
Your EAP supports the employee. Nobody supports the family member whose logistics are consuming their time.
Many employers already offer an EAP, and those services help the employee cope, find resources, and get referrals. But an EAP supports the employee's mental health and wellbeing. It doesn't support the family member the employee is caring for — the person whose medical records, appointments, and providers are consuming the employee's time.
- Counseling and emotional support
- Resource finding and referrals
- General caregiver guidance
- Short-term crisis triage
The EAP helps the employee cope. It doesn't help the family member's care plan keep moving.
- Chase records across providers and portals
- Coordinate scheduling and home services
- Follow up on referrals and authorizations
- Keep family members aligned and informed
- Manage provider calls during the workday
This is the work that spills into the workday. Most current benefits do not take it off the employee's plate.
Coordinates the logistics. Navigates the systems. Advocates at the family's direction.
Averyn gives each qualifying employee a dedicated Care Continuity Partner — a real person, not an app — who takes on the non-clinical follow-through 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.
Medical records gathered from every provider, organized into one portable snapshot. Records-history-informed sourcing finds records a portal export would miss.
Appointments scheduled. Referrals chased until confirmed. Providers and vendors held accountable on the family's behalf. 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 →
The parent who “doesn't need it yet” is exactly who to set up first.
Many of your employees would tell you their parent is independent and doing fine — so they never raise their hand. That's the trap. The most valuable time to get a parent organized and Averyn Ready is before the fall, the surgery, or the new diagnosis pulls the employee into a full-time scramble during the workday.
Getting an independent parent ready now — records organized, care team documented, a coordination contact in place — means a future event doesn't turn one of your steadiest employees into an absent one overnight.
Setting a parent up early is far lighter work than untangling a crisis later. And because it fits employees who aren't in crisis yet, it widens who benefits — worth weighing when you size a funded pool.
Your best people are critical to your business and bottom line. Help them thrive; help your business prosper.
Reduce burden. Support productivity. Strengthen retention.
The medical records are organized. The specialists are coordinated. The family is getting written updates instead of calling the employee at work. The coordination and follow-through that was quietly consuming hours every week is someone else's job now.
Without an answer, the employee absorbs more. Performance erodes. Missed days become a pattern. Eventually they step back, reduce hours, or leave — and you typically replace a proven employee at 6–12 months of loaded salary cost.
The care situation didn't disappear. The logistics burden did. That's a retention decision.
Start with a small pool. See the impact.
A 90-day launch: coordination from day one, the Record Vault building in parallel, and usually a family share that keeps engagement real. At the end, the family decides whether to continue privately — no obligation either way.
You choose how much you fund
Of dedicated coordination and follow-through
The family can continue at the preferred annual rate
Start with a small pool of launches — 3 or 20, your call. Defined budget, aggregate-only reporting, and the freedom to expand or end at 90 days. The dial, the two pricing numbers, and the co-pay are walked through in a 30-minute conversation.
Prefer not to fund the launch yet? You can make Keystone available at preferred rates — see how funding works, including the no-cost end of the dial.
Email me the procurement pack — the materials your committee will ask for.
The diligence-grade materials you need before scheduling a call: data-handling & security posture, sample SOW for a small starting pool, sample aggregate quarterly report, the “service, not insurance” position, FAQ for benefits leaders, and OE / open-enrollment communication templates. Delivered to your inbox so you can review on your own time.
No call required. Reply directly with questions when you're ready.
Privacy-first. Clear scope.
What the employer sees
Aggregate reporting only:
- Number of launches
- Time to initial Record Vault delivery
- 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.
Data security documentation, proof of professional liability coverage, and employee confidentiality details available on request.
- We don't sell personal information — not to advertisers, data brokers, or anyone else
- Permission-based — we never contact a provider without your authorization
- HIPAA-aligned infrastructure — every vendor we depend on operates at HIPAA-compliant standards, even though Averyn is not a covered entity
- Confidentiality bound — all Averyn employees sign confidentiality and non-disclosure agreements
- Team vetted — background checks, OIG and federal exclusion screening
- You control who's in — add or revoke family and caregiver access anytime from the app
- Your data stays in the US — all health-related data stored in US data centers
Insights & tools for HR leaders
Free, no signup. Built specifically for the HR / benefits leader thinking about caregiving as a workforce issue.
Estimate productivity drag, turnover, and role-shrinkage from caregiver employees in your organization.
What your employees are personally absorbing — time and out-of-pocket dollars — that your benefits stack doesn't see.
A 15-question audit of how your current benefits stack supports caregiver employees — scored, with focused next steps.
Long-form guides on productivity impact, the EAP gap, and how to fund caregiving support without a new benefits line — with citations.
A 30-minute conversation is usually enough to see if there's a fit.
We'll walk you through how Keystone works, where to set the dial, how the family share works, and whether a small starting pool makes sense for your team. No commitment until you're ready.
Benefits advisor or broker? See how Averyn Keystone fits your portfolio →
Averyn Care provides non-clinical coordination and follow-through. We do not provide medical advice, clinical triage, emergency services, or 24/7 monitoring. Medical decisions remain with your providers.