1.How well does your backup care program (in-home care, center-based care, adult/elder care) support employees when their regular care arrangements fall through?
Backup care programs (Bright Horizons, Care.com) provide subsidized emergency care. Employers typically provide 5–20 backup care days per year.
2.How well does your Dependent Care FSA program support employees with childcare and elder care expenses?
2026 DCFSA limit: $5,000 per household ($2,500 if married filing separately). Employer contributions are permitted but uncommon.
3.How well does your benefit program address elder care needs, including care navigation, geriatric care management, and caregiver support resources?
53 million Americans are unpaid caregivers. Elder care is the fastest-growing caregiving need. EAP elder care resources are a starting point.
4.How well does your benefit program support childcare needs beyond backup care, including childcare subsidies, on-site care, or childcare referral services?
Childcare is the #1 workforce challenge for working parents. Subsidies, on-site care, and referral services reduce absenteeism and turnover.
5.How well does your workplace flexibility policy (remote work, flexible hours, compressed workweek) support employees with caregiving responsibilities?
Flexibility is the most valued caregiver support benefit. Formal flexibility policies with manager training are more effective than informal arrangements.
This tool provides educational decision support only. Results are not legal, tax, actuarial, or insurance advice. Validate all outputs against current plan documents, applicable law, and qualified professional guidance. Scoring version 1.0 · Reference year 2026.
