Caregiving is a workforce issue. Most benefits stacks miss it.
Organized around the decision you're actually working through, not a pile of links: size the problem, find the gap in your current stack, compare the options, then see how Averyn fits. Every number is cited, and nothing here needs a sign-up to read.
Jump to: 1. Size the problem · 2. Find the gap · 3. Compare the options · 4. See how Averyn fits · Field guides
Looking for the program overview instead? See Averyn Keystone →
Is this actually costing us, and how much?
Start here if you're putting together the internal case. The calculators turn a few inputs into a defensible number; the research explains where that number comes from. Free, no signup.
Productivity drag, turnover, and role-shrinkage cost, from three quick inputs.
What your employees are personally absorbing: time and out-of-pocket spend.
Lateral guarantee, book-of-business risk, recruitment fee, and onboarding ramp by role type; often several times the generic "200% of salary" benchmark, depending on role and tenure.
AARP's Valuing the Invaluable 2026 values unpaid family caregiving at roughly $1.01 trillion; much of it administrative coordination, done by someone's employee. What the headline means for your stack.
Read the article →A synthesis of presenteeism, absenteeism, role-shrinkage, and caregiver-driven turnover: the cited numbers HR leaders need to make the internal case.
Read the article →Where does your current stack fall short?
Before adding anything, see what today's benefits already cover and where they stop. Most stacks are strong on counseling and referral, thin on the administrative execution caregiving actually requires.
Score your stack across awareness, admin support, time-off, financial tooling, and culture. Most score lowest on admin/coordination (the layer most packages don't have), and you get focused next steps.
Take the audit →EAPs are excellent at counseling and referral. They're not built to execute on the administrative side of caregiving. The gap, and how to close it without replacing what already works.
Read the article →Comparing options? Start vendor-agnostic.
Build your own evaluation matrix with the buyer's guide, then use the honest, one-at-a-time vendor-fit pages to place named platforms on it, including where each one, not Averyn, is the stronger answer.
Already weighing a named platform? One honest page per vendor: where it's the stronger fit, where Averyn is, and how the two can coexist in a single stack.
How Averyn would actually work for you
The gap in most stacks is not clinical, it is execution: someone to do the administrative work a family cannot get to during business hours. Averyn Keystone is one offer with a contribution dial, so you choose how much of each launch you fund, and you never see anyone's health details. The program page has the offer, the price shape and the privacy line in one place; the funding article walks through where firms set the dial and why.
Deep dives on caregiving as a workforce issue
Long-form, cited guides on the specific situations caregiving creates at work, written for managers, HR and total-rewards leaders, and the advisors who serve them. Every number is sourced; nothing needs a sign-up to read.
The case & retention.
Why a senior performer slipping is often carrying an aging parent's care, and why flexibility and PTO alone don't fix it.
Read the article →Return-to-office mandates fall hardest on senior, female, and high-skilled staff: the people most likely to be caregivers. How to offset the mandate.
Read the article →Playbooks for managers & HR.
What to say, what to offer, and how to read the signals: a practical guide that goes beyond handing over the EAP number.
Read the guide →The eldercare squeeze on your workforce: what it costs, who it hits, and the coordination layer most benefits stacks miss.
Read the playbook →The admin load that explodes into your employee's workday in the first two weeks after a discharge, and how to remove it.
Read the article →Benefits, explained.
A plain guide to caregiving benefits (inform vs. offload), and how EAP, PTO, FMLA, and LSA each fit.
Read the article →Average EAP utilization is about 5%. For caregiving, the gap is delivery, not knowledge, and what working caregivers use instead.
Read the article →Support caregivers without a big new cost, and without a check-the-box benefit no one uses. The funding models, and impact per dollar.
Read the article →Point employees somewhere useful.
Quick answers & for advisors.
Plain, sourced answers to the questions HR leaders and managers actually ask: built to be quotable, each pointing to a deeper guide.
Read the Q&A →For benefits advisors: an additive line that runs alongside what you have already placed, helps you stand out with your best clients, and positions you as a strategist.
Read the article →Talk it through in 30 minutes.
A short conversation walks through where to set your contribution dial, what a starting pool looks like, and how the math compares to other emerging benefit categories.