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One in five of your employees is a family caregiver. You already pay for it, in absenteeism, presenteeism and resignations that get logged as "personal reasons". Rezilia is the benefit they will actually use, and the first one that gives you a number.
Caregiving does not appear on any dashboard. It shows up as a top performer who suddenly declines the stretch assignment, as the meetings quietly missed at 2pm every Thursday, as the resignation letter that says nothing about a parent with dementia. By the time it is legible, the person is already gone.
Your EAP does not catch it either. EAP utilization sits in low single digits, and caregivers do not self-identify, they have not thought of themselves as anything other than a daughter, a son, a spouse.
You cannot manage a risk that never appears in a report. Rezilia makes it appear, without exposing a single individual.
Rezilia deploys as a standard benefit, direct or through your broker. Setup is measured in weeks, not quarters, no clinical integration required on the employer side.
The app their whole family uses, not another portal they log into once.
Aggregated, anonymized, and defensible in front of a works council or a legal team.
Headcount, sites, languages, and whether you go direct or through your broker. Pricing is per employee per month, published.
Comms kit, manager briefing and a launch webinar. Employees activate themselves, you never handle enrollment data.
Activation is driven by the family, not by HR nagging. The benefit spreads because it solves a problem at home, not at work.
At around 90 days you get your first anonymized read: how many caregivers you actually have, and where the load concentrates.
Mental health has utilization data. Fertility has outcome data. Caregiving has anecdotes. That is why it keeps losing the budget argument internally, and why a benefit that produces a defensible cohort metric changes the conversation with your CFO.
Pricing
Custom pricing
Priced per organization by size and scope, Rezilia Pro included. Book a demo and we'll scope it with your team.
Caregiving is a top driver of unplanned exits among employees aged 40-60, the most expensive cohort to replace.
Rezilia sits alongside your EAP and health plan rather than competing with them. It catches the population they never reach.
No individual data leaves the family layer. The architecture is designed for European privacy scrutiny, not retrofitted for it.
English, French and Spanish from day one, with teams in Orlando, Montreal and Paris. Useful if your workforce is not only American.
We answer procurement and security questionnaires directly, write to connect@taloshealth.ai.
Aggregated, anonymized cohort metrics only: engagement rates, distribution of mental load, share of the cohort in an elevated burnout-risk band, trends over time. You never see names, message content or an individual score. Cohorts below a minimum size are suppressed so nobody can be identified by elimination.
An EAP is reactive and requires the employee to identify as needing help. Rezilia is used daily for a practical reason, coordinating a parent’s care, which is why engagement is structurally higher. The wellbeing layer works because it is attached to something the employee already opens.
A comms plan and a launch. There is no HRIS integration required to start, no clinical data exchange and no eligibility file if you deploy to all employees. SSO and SCIM are available for larger deployments.
Yes. Rezilia runs on HIPAA-compliant Azure infrastructure in production, with a BAA available. SOC 2 Type I is targeted for Q4 2026. Our security documentation is available under NDA before contract.
Yes, and we recommend it. A scoped pilot on one site or one business unit gives you a real activation rate and a first cohort read before you commit the whole population.
Yes. We have a broker and distribution partnership model, including revenue share. If your benefits broker wants to bring Rezilia to you, put them in touch.
Forty-five minutes with your team, on your headcount and your actual use cases.
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