What is caregiving costing your business?
Three quick inputs. Real citations. An honest estimate of the productivity, turnover, and role-shrinkage cost of caregiver employees in your organization — and the slice Averyn is actually built to address.
No signup to see the estimate. Optional email to save a printable, shareable report for your benefits committee.
Three questions about your organization
Estimated annual cost to your business $0
Based on 0 estimated caregiver employees (roughly 1 in 5 of your workforce, varying by industry).
Roughly one-third of caregiver hours are administrative coordination — phone calls, portals, scheduling, paperwork, family updates — per AARP/NAC 2025 categorization. That is the layer Averyn addresses. Hands-on care, clinical decisions, and the emotional labor of being there — those stay with the family.
Of your estimated total cost, the slice Averyn is built to relieve is roughly $0 per year (~21% of total — admin share × our conservative relief fraction). We don't claim more than that. We don't need to.
Where this is most impactful: your executives, partners, and top professionals.
The math gets sharpest at the top of your org chart. Replacing a partner, director, or top performer typically costs 200%+ of annual salary — and your most senior people are statistically the most likely to silently absorb caregiving without telling anyone (SHRM Working Caregivers), most likely to decline promotions or reduce hours rather than ask for help, and most likely to retire early.
Because your most senior people can often afford the personal portion, the low end of the dial — making Averyn Keystone available at preferred rates with no employer cost — can still capture the retention upside. You don't have to co-fund to learn whether the cohort values it; you just have to make the resource visible.
See how funding works → · Read the full senior-talent analysis →
And here's the part that compounds the cost: even when employees are putting in the time, things still slip.
- The meeting quietly skipped, just in case the doctor calls back during it.
- The customer requirement that slipped while she was texting an aide who couldn't find the house.
- The project plan that came back a little soft, because they already know they're overcommitted.
- The stretch role they didn't raise their hand for — the one you were grooming them into.
- The unplanned day off to stand up a new home-care service — and the deadline the team quietly ate to cover.
Your employees are already paying the cost. The org is already absorbing it. Balls still drop.
What changes: the employee stays focused during the workday. The Sunday-night dread fades. HR sees retention math work in the segment that's hardest to replace. Aggregate utilization reports tell you whether the benefit is reaching the people you most want to retain — without exposing any individual case detail.
Size a starting pool with Averyn Keystone
You don't have to cover the whole org. Start with the people you can't afford to lose — the title band, or named roles where one resignation actually hurts — and decide how much of each launch you fund.
The $1,746 launch bundle is a 90-day engagement (Record Vault plus 90 days of Expanded coordination). After 90 days, families decide whether to continue — see the savings below. How funding works →
What the relationship unlocks for families who continue
After the 90-day launch, families who continue keep the preferred annual rate — without a 12-month family lock-in. That's roughly this much less per year than paying month-to-month:
Want a saved, printable report you can share with your committee?
We'll generate a personalized cost-to-business report you can print, save as PDF, or forward to the rest of your benefits committee — with every source, coefficient, and number traceable. We'll also email you a copy.
Methodology & sources
Every coefficient is cited. Numbers are intentionally conservative; the goal is a defensible estimate, not a sales pitch.
Caregiver prevalence in your workforce
National average is approximately 21% of working adults — AARP/NAC, 2025. We adjust slightly by industry (e.g. higher in healthcare, lower in retail/hospitality) using SHRM & Gallup workforce composition data.
Productivity drag
10% reduction in effective output during caregiving periods — midpoint of the 8–12% range reported in SHRM Working Caregivers (2024) and HBS / Fuller & Raman (The Caring Company, 2019). Applied to loaded salary (salary × 1.25 for benefits and payroll taxes).
Absenteeism
6 absence days/year attributable to caregiving — AARP/NAC 2025 + Gallup workplace caregiving. Valued at the daily loaded rate.
Caregiver-driven turnover
Caregiver employees turn over at approximately 13% annually vs ~10% baseline. The incremental ~3 percentage points is multiplied by your industry's typical replacement-cost factor (0.40–1.50× annual salary; Senior, hard-to-replace roles run 2×+ — see the senior-talent callout above). Source: SHRM turnover benchmarks.
Role-shrinkage
16% of working caregivers decline a promotion; 27% reduce hours — AARP/NAC 2025. We blend these into a "foregone capacity" estimate at ~10% of loaded salary per shrinkage event — deliberately conservative; published estimates run higher.
Averyn-addressable slice
Admin/coordination is ~32% of caregiver time per AARP/NAC IADL + care-coordination categorization. Of that admin layer, Averyn realistically relieves ~65% (handles the work without eliminating the underlying need for occasional oversight). Net: ~21% of total caregiver burden — the figure shown above.
What this estimate does NOT include
- Presenteeism in non-caregiver employees
- Healthcare cost spillover (caregiver-as-patient effect — documented by Personify Health but excluded for conservatism)
- FMLA administrative time and downstream backfill cost
- Recruiting cost amortization on caregiver-driven attrition
- Brand / culture impact of being known as a caregiver-friendly employer
See what your workforce is personally absorbing — cost-to-your-workforce calculator →
Are you the one doing the caregiving? See what it's costing you — personal cost calculator →
Want the gap-checklist self-audit? Benefits gap checklist →