Reducing Healthcare Costs Starts with Supporting Caregivers
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For Employers & Health Plans
Family First delivers real and quantifiable outcomes for employers and health plans — and members are grateful for it.
Our partners consistently achieve a return on investment that exceeds program
costs, translating into tangible financial benefits for your organization.
costs, translating into tangible financial benefits for your organization.
$3,500
Annual medical cost avoidance per engaged member 1
97
Member NPS YTD
2.8:1
Return on Investment 1
$14,000
In annual cost savings attributed to reduced absence, leave and turnover and higher productivity 1
The Problem
As many as 70% of employees are caregivers 2 — nearly half are at high risk for caregiving-related illness and burnout 3
Published studies show caregivers have higher incidence and severity of the health problems that drive higher healthcare costs.
Health Index of Caregivers vs. Non-Caregivers
The —2.2 difference translates to a 26% greater impact of health conditions on caregivers than on the benchmark population. 6
91.8
NON-CAREGIVING POPULATION
89.6
CAREGIVING POPULATION
Caregivers have 8% higher health care costs on average than their non-caregiving counterparts 5
How it Works
Solving caregiving challenges is hard — Family First does the work.
Dedicated 1:1 Advocacy
Dedicated 1:1 Advocacy
A certified professional tackling caregiving challenges and logistics so your employees stay healthy, focused, and at their best.
Comprehensive Solutions
Comprehensive Solutions
Integrating medical data with social factors removes barriers and delivers whole-person support, especially for high-risk members.
On-Demand Resources
On-Demand Resources
Planning and collaboration tools, expert-curated content, searchable database of resources prioritize low and no-cost solutions.
Lasting Results
Family First’s caregiving solution creates sustained improvements in the physical and mental health of your caregiving population — preventing avoidable medical costs.
Annual cost avoidance per engaged member 1
Of members report sustained health improvements 7
Average reduction in members’ risk of burnout 4
- Rising healthcare claims driven by stress-related and chronic conditions
- Increased absenteeism and unplanned time off
- Hidden turnover risk from overwhelmed caregivers silently disengaging
- Caregiving-related exits that lead to costly talent loss and rehiring
Take the first step
Our 3-step process — discovery, program design, and implementation — makes it easy to get started. Schedule a call with our team today.
Footnotes
- This calculation is based on specific results measured from our program combined with medical cost data and employee data received from multiple sources including a third party actuarial review, publicly available data sets and peer reviewed, published literature references.
- Groysberg, B., & Seligson, D. (2019). The caring company: How employers can help employees manage their caregiving responsibilities—while reducing costs and increasing productivity. Harvard Business School.
- McKinsey Health Institute. (2023, May 11). Thriving workplaces: How employers can improve productivity and change lives. McKinsey & Company.
- Family First’s proprietary Caregiving Risk Index (CRI) measures a caregiver’s risk of burnout using both self- and expert-led assessments. It factors in medical conditions, emotional and mental health, and social determinants of health. The burnout score ranges from 0 (no risk) to 100 (high risk). Average risk reduction is based on analysis of Family First’s 2024 book of business.
- Kaiser Family Foundation. (2006). The MetLife study of working caregivers and employer health care costs.
- Blue Cross Blue Shield Association. (2020). The impact of caregiving on mental and physical health.
- Family First. (2024). Internal survey data from 2024 book of business. Unpublished proprietary data.