Every article on caregiver benefit ROI says the cost is significant and then stops. This is the calculator instead. Change the inputs, see the arithmetic, and take the number into your own budget conversation.
We chose low-end assumptions on purpose, because a number your CFO can attack is worth nothing. Six lost days a year for seventy percent of the caregiving cohort, a three percent productivity drag on half of it, and four percent caregiving-driven exits costed at half of annual salary to replace.
Then we assume only fifteen percent of that total is recoverable through a caregiver benefit. If the result still looks favourable at those settings, it is a conversation worth having. If it does not, we would rather you found that out here than after a procurement cycle.
A number your finance director can attack is worth nothing.
One in five employees is a family caregiver, consistent across AARP and National Alliance for Caregiving work in the US and DREES data in France.
Absenteeism and presenteeism effects for working caregivers are documented across HR research, with wide ranges depending on care intensity.
Caregiving-driven exits concentrate in the forty to sixty age band, which is also the most expensive cohort to replace.
The questions that follow a number nobody expected to be that large.
It depends on headcount, salary and how many of your employees are actively caring for someone. The calculator above uses your own figures rather than a benchmark, because the published benchmarks vary by a factor of three and none of them know your payroll.
The honest answer is that it is measured differently by every vendor in this category, and we will not invent a multiplier. What we can say is which levers move: unplanned absence, voluntary turnover in the 45 to 60 age band, and the productivity loss employees themselves report. Those are the three the calculator isolates.
From published research on working caregivers, not from our customers. Every default is replaceable, and we recommend replacing all of them with your own HRIS data before you take the output to a finance conversation.
Rezilia is priced per employee per month, in a published range, with the whole grid on our pricing page. There is no demo required to see it.
Nothing. Rezilia Pro reports on cohorts with a minimum group size, and an employee’s own account is theirs. If an HR team could see an individual caregiver’s load, nobody would use the product honestly, and the data would be worthless.
We will run the same calculation on your real headcount and cohort, and tell you honestly if it does not hold.