Your best people shouldn’t lose Wednesdays to a parent’s hospital appointment.
Care at Work is a monthly pool of concierge hours your employees draw on whenever elderly-parent care needs come up. One bill to the company. No approvals, no per-employee paperwork, no reimbursement claims.
Hospital visits. Pharmacy runs. Attendant no-shows. What a mid-career professional in India now spends on elderly-parent emergencies — and none of it appears on your absenteeism dashboard.
Indicative range from our own Hyderabad casework, not a published national estimate. Model it against your team below.
She gets the job done. She always does.
This is the pattern behind the number above — not an absence, a series of interruptions that never gets recorded as one.
Your senior engineer’s phone rings. Her father’s cardiologist appointment is confirmed for 12pm.
The driver hasn’t arrived. The maid has called in sick.
She closes her laptop, cancels two meetings and books a cab.
Back at her desk, exhausted. The product launch slips by a day.
Then she starts looking at job listings in Mumbai — because Mumbai is closer to her parents.
Hyderabad GCC attrition runs 16–18% a year, and your engineers compare benefits with Amazon, Microsoft and Google every quarter. A parent’s health back home is the driver no engagement survey captures.
Eldercare also falls disproportionately on women — which makes this a retention question for exactly the people your DEI numbers depend on.
You have probably tried some of this already
Counselling-focused. Genuinely useful for mental health — but no operational help when a parent needs a hospital escort at 11am on a Wednesday.
Financial cover, not service cover. It pays the bill; it doesn’t solve the time problem, which is the one costing you output.
Calling a different agency each time is high-friction and inconsistent. Employees try twice, then quietly take leave instead.
They require the employee to find help themselves first, then claim it back — which defeats the entire purpose.
Three steps, and no bureaucracy in any of them
The design constraint was simple: an employee in the middle of a bad morning should not have to fill in a form or ask permission.
You buy a monthly pool of hours
Sized to your team. One bill to the company, no per-employee allocation, no eligibility rules to administer.
Finance sees one GST-ready invoice.
They call one number and say what’s wrong
A single phone line, WhatsApp or your internal form. No approval chain, no manager conversation, no claim to file afterwards.
Nobody has to explain their family to HR.
A trained Care Manager turns up instead
Vetted, healthcare-trained.They handle the appointment, the escort, the follow-up — and you get a monthly utilisation report.
Your employee stays at work.
If it would otherwise pull your employee out of work, it’s in scope
Accompany parents to hospital appointments and day-care procedures. Liaise with doctors, collect reports.
Daytime visits to elderly parents. Medication adherence verified, concerns spotted before they become emergencies.
Ambulance, admission and attendant arranged. Your employee joins the situation rather than leading it.
Pharmacy pickups, lab sample drops, document collection — coordinated through third-party services.
Managing in-home attendants, nursing shifts, physio and doctor visits through one point of contact.
If it is care-related and reasonable, we will find a way. Our concierges are healthcare-trained, not gig workers.
Third-party costs for ad-hoc deliveries outside scheduled visits (Rapido, courier services and the like) are billed separately, at cost, with no markup.
Model it against your own team, not a national average
We don’t publish an industry estimate, because one would tell you nothing about your team. Put your numbers in and see the annual cost currently going unmeasured.
Every input here is yours. Cost per half-day is usually taken as loaded salary plus the knock-on cost of a slipped deadline — your finance team will have a better number than we would.
unmeasured productivity cost across those employees, every year
Three sizes. One simple commitment.
Pooled hours, drawn down as your people need them. Unused capacity is visible in the monthly report, so you can resize at the end of any term.
Monthly, plus GST. Hours are pooled across the whole workforce — not allocated per employee.
- Concierge hours a month
- 50 hours
- Response-time SLA
- 4 hours
- Simultaneous events handled
- 2
- Account management
- Shared manager
- Reporting
- Monthly utilisation report
- Term
- 3-month pilot
- Concierge hours a month
- 120 hours
- Response-time SLA
- 2 hours
- Simultaneous events handled
- 3
- Account management
- Dedicated manager
- Reporting
- Monthly report + live dashboard
- Term
- 6 or 12 months
- Concierge hours a month
- 250 hours
- Response-time SLA
- 1 hour
- Simultaneous events handled
- 5
- Account management
- Manager + on-site liaison
- Reporting
- Real-time dashboard
- Term
- 12 months, custom add-ons
Start with a three-month pilot and decide on your own data
Three months of Starter. Break-even lands after roughly sixty averted half-days, which most teams reach in month two.
Kickoff with HR, internal launch comms, booking channel goes live.
Bookings start arriving. Patterns emerge. Weekly check-in with us.
Mid-pilot data review. Adjust internal messaging or scope if needed.
Full usage and satisfaction data. Continue, expand or stop.
Everything your procurement process is going to ask for
Nothing here is bespoke. It is how the programme is set up by default.
Pooled hours or per-employee, as a single GST-ready bill. No per-employee paperwork.
Monthly utilisation reports and a quarterly review, formatted for leadership.
Family health details stay under medical confidentiality. HR sees utilisation and outcomes, never diagnoses.
Response SLAs from one to four hours, a dedicated account manager, on-site liaison at Enterprise scale.
Standard Master Service Agreement, GST invoicing and ready-to-send employee comms. Your teams have what they need on day one.
People on the ground across Hyderabad and Secunderabad, including the GCC corridor.
What we measure, and report back to you
Share of allocated hours actually used
Request to Care Manager ownership, against your SLA
Requests closed without the employee stepping away
Post-episode rating, reported in aggregate only
Concierge for parents is the entry point, not the ceiling
Any of these can be added to a corporate package — billed to the company, to the employee, or subsidised from your wellness budget.
Running a plant or a larger site? We also provide doctor-led occupational health — on-site annual health checkups, OHC setup and statutory compliance.
Occupational Health & Workplace Medical Services →A 30-minute conversation. No pitch.
Tell us what your team is seeing on the ground. We’ll share what we’ve learned running this in Hyderabad and work out together whether there’s a fit — and, if there is, size a pilot to your team.
Request a 30-min call
Tell us a little about your team.