Match with Care Benefits
There are now more employees with an elderly dependant than with a child dependant
Match with Care Benefits is the eldercare employee benefit from a care provider. Not a directory. We find, vet, and place carers for your employees' parents, then stay involved, so your people can be at work while someone they trust is with mum.
Eldercare vs childcare dependants at work
Employees with a child dependant
Employees with an elderly dependant
Source: ONS
Why Match with Care Benefits?
Most eldercare “benefits” are portals that list care homes and agencies for your employee to phone. We are the care provider. Our coordinators match your people's loved ones with vetted carers from our network and stay accountable.
1 in 7
UK employees is an unpaid carer for an ageing parent or dependant.
600/day
People leave the UK workforce entirely to care for someone.
84%
Of employees with an elderly dependent feel more stressed at work.
6+ days
Extra absence each year for employees juggling eldercare.
Benefits for your
Employee
Matched in days, not months
A named coordinator finds vetted local carers for mum or dad — so evenings and weekends stop disappearing into provider phone trees.
Real carers, not a directory
We place Enhanced-DBS-checked carers from our own network. You choose from a shortlist; we handle introductions and onboarding.
Unlimited support
Call, email, or video with your coordinator as often as you need. Care needs escalate — the support escalates with them.
Confidential by design
Nothing goes to your manager. Using the benefit stays between you and Match with Care.
Business
Keep the people you'd otherwise lose
Care-driven exits hide as 'personal reasons'. Placing a carer with an employee's parent is cheaper than replacing a mid-level hire.
Cut absenteeism and presenteeism
When someone trusted is with dad, your employee is at their desk — not on a hospital car-park call at 2pm.
One invoice, zero admin
We run the launch comms and matching. You get a monthly PEPM invoice and a quarterly anonymised utilisation report.
Stronger D&I for working carers
Women are far more likely to cut hours for eldercare. A real care placement closes that gap in a way leaflets never will.
Our solution at a glance
Everything an EAP promises in a leaflet — delivered as an actual care placement.
Named care coordinator
Every case gets a real person who assesses needs, geography, budget, and condition — then stays on the file.
Vetted carer matching
Enhanced DBS, references, interviews, and condition-specific matching (dementia, mobility, post-op, companionship).
Placement in days
Shortlist of carers near the family. The employee chooses; we introduce and set care up.
Ongoing involvement
Check-ins after placement, cover for carer holidays, and rematching when needs change. Never a hand-off.
Confidential employee access
Dedicated URL, email, and phone. HR sees anonymised utilisation only — so people actually use the benefit.
Launch kit for HR
We write the announcement, intranet page, and manager one-pager. Rollout costs your team about an hour.
Manager guidance
Simple briefing so managers know how to support a teammate in a care crisis without overstepping.
Member care rates
Employees access care through our network at member pricing — clearer fees than hunting the open market alone.
From “dad had a fall” to “dad has a carer”
The employee journey — confidential, fast, and owned by a named coordinator.
1. Day 0
Employee reaches out
In confidence, through their Match with Care Benefits line. Nothing goes to HR individually.
2. Day 1
Care assessment
A coordinator calls, understands the situation, condition, budget, and geography.
3. Days ahead
Matched
Shortlist of vetted carers near the family. The employee chooses; we handle introductions.
4. Ongoing
We stay in the loop
Check-ins, holiday cover, rematching as needs change.
Employees will not use a care benefit they think their manager can see. Anonymity is a feature, not a footnote.
Directory vs care provider
Frequently asked questions
Pricing is per employee per month and depends on headcount and the level of support you want. Most employers run it like an EAP: one monthly invoice, no per-claim admin, and unlimited access for every employee. We'll price a pilot against the cost of losing even one person to a care crisis.
Working carers miss days, go part-time, or resign for 'personal reasons' that never show up labelled in your HRIS. We cut that cost by placing a real carer with their parent or dependant — so your people can stay at work. Employers typically see fewer absences, less presenteeism, and stronger retention among mid-career staff.
We give you a dedicated URL, email, and phone line you can add to your benefits hub or intranet. Employees reach out in confidence — nothing goes to their manager. Usage reporting to HR is anonymised and aggregated.
Directories hand employees a list of providers to call. EAPs hand them a leaflet. We are the care provider: a named coordinator assesses the situation, shortlists Enhanced-DBS-checked carers near the family, handles introductions, and stays involved after placement — rematching when needs change.
Once we agree the pilot cohort and success criteria, launch usually takes days, not months. We write the announcement, intranet copy, and manager one-pager so rollout costs your team about an hour.
Let's chat
No hard sell. Bring headcount and a rough attrition rate — we'll sketch what eldercare is costing your organisation and whether a pilot makes sense.
Or send the form — we reply from hello@matchwithcare.com.