The problem you're already paying for
Your highest performers are statistically the most likely to face this situation. The sandwich generation, employees between 40 and 65, are simultaneously managing careers, families, and the growing needs of aging parents. When a parent falls, gets a diagnosis, or can no longer live safely at home, these employees still show up, but they’re not really there.
The distracted hours, the calls from the hospital in between meetings, the time spent on Google trying to figure out what a rehab discharge plan actually means. When someone finally hits a wall, they either take extended leave or they leave altogether. Replacing that person will cost you roughly twice their annual salary once you factor in recruiting, onboarding, and lost productivity. That’s before counting what it does to the team they leave behind.
You already offer health insurance, dental, and a 401k. But when an employee’s elder loved one is being discharged from the hospital on Friday and they don’t know what to do, none of those benefits help. That’s the gap we fill.
FMLA won't cover what you think it covers
Most employers assume FMLA protects their employees and, by extension, their business in these situations. It doesn’t. Not reliably.
In New Jersey, FMLA for family caregiving only applies to biological, adoptive, step, or foster parents. Parents-in-law are not covered. It requires the employee to have worked for you for at least 12 months and logged at least 1,250 hours in the prior year. And it only applies to serious health conditions as defined by the Department of Labor, not the situations Veramazo actually handles every day.
When an elderly parent starts wandering, when a family realizes mom can no longer live alone but doesn’t know what the next step looks like or when someone is found to have been skipping medications for months. None of that qualifies and FMLA won’t be there.
We take the FML out of FMLA.
What we offer doesn’t have eligibility requirements, waiting periods, or a Department of Labor definition. Your employee calls us. We help them figure out what to do. They get back to work.
What the benefit includes
The Veramazo Elder Care Navigation Benefit is a confidential, clinician-led service your employees can access when they need guidance navigating elder care for a loved one.
For your employees:
- Confidential access to a licensed Veramazo clinician
- Structured 30-minute navigation consultations. Not a hotline or a chatbot. A real clinician
- Guidance on hospitalizations, rehab discharges, home care decisions, and senior living options
- Decision support and a written next-step plan after each consult
- Up to four loved ones covered per employee (immediate family and designated caregivers)
- Portal Page Access
For your business:
- One in-person visit from our team each year (Q&A, Presentations, How To Utilize The Benefit)
- Educational webinars your team can watch on demand available 24/7
- HR toolkit: conversation guides and manager resources for supporting caregiver employees
- Co-branded employee communication materials to launch the benefit internally
- A dedicated Veramazo point of contact for your HR team
- Portal Page Access
This is clinical navigation and decision support, structured, time-limited, and delivered by licensed professionals who know elder care systems inside and out.
Employee conversations are completely confidential. Your organization receives only non-identifying utilization data, aggregate information on usage patterns and satisfaction.
The Veramazo Caregiver Support Plan
A comprehensive caregiver benefit for employers who want to offer premium support and a meaningful retention strategy.
- Business-hours access line and secure email
- Priority scheduling, same-week standard with expedited options when needed
- Guaranteed appointment window within 48 business hours for time-sensitive cases
- 30-minute clinician consultations (included pool based on employee count)
- Resource navigation and written recap after each consult
- Annual manager training session or employee presentation with live Q&A
- HR toolkit: accommodation guides and manager conversation scripts
- Annual review with HR leadership
Contact us for pricing based on your employee count.
The value for you
Let’s be direct about what this is worth.
If one of your key employees would otherwise take five weeks of leave, or leave the company entirely, because they had no guidance and no resources to handle a parent’s care situation, what does that cost you? Recruiting, onboarding, coverage, lost productivity. You’re looking at roughly twice their annual salary, conservatively. This benefit costs a fraction of that.
More importantly, your employees will know you put this in place. In an environment where workers are evaluating total benefits packages and not just salary, having a resource like this signals something. It tells your team that you have their back when things get hard. That matters for retention. It matters for recruiting. And it removes one of the most uncomfortable conversations a manager can have, debating with HR whether someone’s parent’s condition is serious enough to qualify for time off while a real family crisis is unfolding in real time.
You don’t have to have that conversation. We handle it.
If you could keep one key employee from walking out the door because they felt unsupported during the hardest season of their life, this pays for itself. Probably more than once.
Who this is right for
Organizations that get the most from this benefit tend to share a few things. Their workforce skews toward the 40 to 65 range. They care about culture and retention. And they’ve either lost someone they didn’t want to lose, or they can see it coming.
Ideal employer types include professional services firms, healthcare organizations, financial institutions, school districts, and mid-size corporate offices where your most tenured people are also your most valuable ones.
If you’re trying to differentiate your benefits package, reduce absenteeism, or simply give your people a resource that actually helps during one of the hardest seasons of their lives, this is worth a conversation.
Let's Talk
This starts with a 30-minute call. We'll learn about your organization, answer your questions, and determine whether this is the right fit. No commitment required.
The Veramazo Elder Care Navigation Benefit is not an emergency service. For emergencies, employees should call 911. All employee consultations are confidential. Employers receive only non-identifying aggregate utilization data. This benefit does not include therapy, medical treatment, or ongoing care management. Private-pay upgrades to additional Veramazo services are available with a separate agreement.