Caregiving is already affecting your workforce -- absenteeism, early retirement, quiet disengagement. A voluntary LTC benefit gives employees a plan for what's coming, and enabling access costs your organization nothing.
One in five of your employees is currently a caregiver. They're adjusting schedules, missing meetings, burning through PTO, and quietly looking for employers who understand their reality. Most never bring it up to HR.
Washington's LTC payroll tax is live. California, New York, and Pennsylvania are next. When your state passes a mandate, HR will own the implementation. Having a voluntary program already in place makes that transition seamless.
Health, dental, vision, FSA, HSA, life — your open enrollment window is packed. LTC doesn't need to compete for space. It launches off-cycle, runs independently, and doesn't add a single item to your enrollment checklist.
Most employees under 50 have never thought about long-term care. They don't know what it costs, they don't know their family history puts them at risk, and they don't know they could access group coverage at rates unavailable to them individually.
Somewhere in your organization right now, an employee is leaving early to take a parent to a doctor's appointment. Another is spending their lunch break researching memory care facilities. A third just turned down a promotion because the travel requirements conflict with their caregiving schedule.
None of them have told HR. Most never will.
73% of caregivers say their responsibilities affect their work. The impact shows up as absenteeism, reduced productivity, early retirement, and turnover — but it rarely shows up in an exit interview. Employees don't frame it as a benefits gap. They frame it as a personal problem they need to solve on their own.
A voluntary LTC benefit doesn't fix caregiving. But it gives employees a concrete plan for when care needs arise — for themselves or for the family members they're already worried about. And it signals that your organization takes the long view on employee wellbeing.
Washington's LTC payroll tax is already live. California, New York, Pennsylvania, and several other states have active legislation. When your state passes a mandate, HR will be responsible for implementation, employee communications, and opt-out documentation. Organizations that already have a voluntary program in place will transition smoothly. Those starting from scratch will scramble.
The median age of the American worker continues to rise. Employees in their 40s and 50s are the ones most affected by caregiving — and they're also the ones most likely to value an employer who offers LTC coverage. For mid-career retention, this is a differentiator.
Individual LTC policies require medical underwriting, and a significant percentage of applicants are declined based on health history. Group voluntary programs offer guaranteed issue — no medical questions, no declinations. This is access your employees can't get on their own, and it's a meaningful benefit even if the employer doesn't contribute a dollar.
The single most important thing to know: this does not add to your workload.
One kickoff call to align on timeline and employee communications. One introduction email to your workforce, which we draft for you. That's it. From there, we run the entire enrollment — communications, education, enrollment support, and follow-up.
Premiums are collected via ACH direct debit from employees — meaning HR never has to touch a deduction code, manage a file feed, or reconcile a billing statement. No payroll slot needed.
We launch off-cycle. Your benefits calendar is already full. LTC doesn't need to compete with health plan renewals, FSA elections, or any of the other items fighting for employee attention during open enrollment. A standalone launch actually performs better because employees can focus on it without distraction.
We manage the program after enrollment — participant questions, billing, annual reviews, and claims advocacy. If an employee needs to use their coverage, we help them navigate the process.
Week 1
We analyze your workforce demographics and design the program structure — coverage tiers, eligibility rules, and communication strategy.
Week 2
We send a sequence of employee communications — email, text, and optional mailers — that explain what LTC coverage is, why it matters, and how to enroll. The messaging is educational, not salesy. We draft everything; you approve it.
Weeks 3-4
Employees enroll through a mobile-friendly platform. No logins, no paper forms. Average enrollment time: 15 minutes. Our team is available for live support — phone, chat, and email — throughout the window.
Post-enrollment
We handle premium collection, participant onboarding to Cariloop care coaching, and ongoing program management. You receive a participation report and we schedule an annual review.
Every eligible employee can enroll regardless of health history. Coverage helps pay for care services — home care, assisted living, nursing facilities — if the employee or a covered family member needs long-term care in the future.
Programs are underwritten by A-rated, nationally recognized carriers to ensure long-term stability and claims reliability.
Every employee who enrolls in the LTC program receives immediate, full access to Cariloop care coaching for themselves and their family members — finding providers, understanding care options, coordinating family logistics. A benefit employees can use today, even if they never file an LTC claim.
If an employee leaves your organization, their LTC coverage goes with them. They keep the same rates and the same guaranteed issue terms. This makes the benefit genuinely valuable rather than something that disappears with a job change.
Secure by design: Our mobile-friendly enrollment platform is SOC2 compliant, ensuring employee data is protected without requiring HR to manage logins.
“The whole thing ran in the background. My team didn't have to do anything beyond the initial introduction, and employees were genuinely grateful we made this available.”
— VP of HR, Multi-Site Healthcare System
A 15-minute call is enough to walk through the program, answer your questions, and talk through whether this fits your organization and your timeline. No pressure, no forms to fill out — just a conversation.
Book a 15-Minute LTC Overview