WIN, a provider of fertility and family wellbeing benefits, has expanded its WINCares caregiving navigation and advocacy program to employers globally, broadening its employee benefits portfolio beyond fertility and reproductive health. The initiative aims to help employees manage childcare, eldercare, and other caregiving responsibilities through dedicated care coordinators, reflecting growing employer investment in holistic workforce wellbeing as caregiving responsibilities increasingly affect productivity, employee health, and talent retention.

As employers continue expanding workplace wellbeing strategies beyond traditional healthcare benefits, caregiving support is emerging as a new priority for workforce management.

WIN, a provider of fertility and family wellbeing benefits, has announced the global expansion of WINCares, a caregiving navigation and advocacy program designed to help employees coordinate childcare, eldercare, and other family support needs.

The move reflects a broader shift in human resources strategy as organizations increasingly recognize caregiving responsibilities as a business issue affecting employee engagement, absenteeism, retention, and overall workforce productivity.

By extending the program to all employer clients worldwide, WIN is positioning caregiving support as an integral part of the employee experience rather than a standalone benefit.

Caregiving Is Becoming a Workplace Challenge

The expansion comes as caregiving responsibilities continue to grow across the global workforce.

According to data cited by WIN, 73% of employees currently care for children, aging parents, or other family members while maintaining full-time employment. At the same time, 88% of caregivers report that these responsibilities negatively affect their own health.

For employers, the business impact is substantial.

WIN estimates organizations lose approximately $3.1 million annually for every 1,000 employees due to productivity losses associated with unmanaged caregiving responsibilities.

As populations age and multigenerational caregiving becomes more common, HR leaders are increasingly treating caregiving support as part of broader workforce wellbeing and employee experience strategies.

A Navigation Model for Complex Family Needs

WINCares is designed to function as a centralized caregiving support service that connects employees with dedicated care experts.

Rather than simply providing access to benefit information, the program offers personalized assistance in identifying, coordinating, and managing care across multiple areas, including:

• Childcare support
• Eldercare coordination
• In-home caregiver services
• Family care planning
• Life-transition support

The platform also integrates caregiving advocacy with WIN’s existing nurse-led clinical care management, creating a more comprehensive approach that addresses both medical and non-medical family needs.

This integrated model reflects a growing trend in digital health and HR technology, where organizations increasingly seek connected employee support ecosystems instead of isolated point solutions.

Supporting the ‘Sandwich Generation’

One of the strongest drivers behind the program is the growing number of employees balancing childcare and eldercare simultaneously.

Often referred to as the “sandwich generation,” these workers face increasing personal and professional pressures as demographic shifts reshape workforce needs.

According to the company:

• 21% of employees are actively providing care today.
• 42% of those caregivers report placing their own wellbeing at significant risk.
• 59% experience emotional distress related to caregiving.
• Nearly two-thirds report missing work or leaving employment because of caregiving demands.

These trends are encouraging employers to expand family benefits beyond maternity support and healthcare coverage toward more comprehensive caregiving assistance.

Employers Increasingly Link Caregiving to Talent Retention

The report also positions caregiving support as an investment in workforce stability rather than solely an employee benefit.

WIN states that participants in caregiving support programs experience an average of $3,300 in avoided healthcare costs annually, while employers may realize additional savings through reduced absenteeism, lower turnover, and fewer leave-related disruptions.

The company estimates potential employer savings of $17,300 per engaged employee annually, although actual outcomes will depend on workforce demographics and program utilization.

Independent workforce research similarly suggests caregiving has become an important factor in employee retention.

Nearly one-third of employees have reportedly left a job because of caregiving responsibilities, while 80% of working caregivers say those responsibilities affect workplace productivity.

However, employer awareness often lags behind employee experience, creating opportunities for HR teams to reassess workplace policies and benefit strategies.

Family Benefits Continue to Evolve

Historically, family benefits primarily focused on medical insurance, fertility coverage, parental leave, and maternity support.

Today, organizations are broadening those offerings to include caregiving navigation, mental health services, financial wellbeing, flexible work arrangements, and personalized employee assistance.

The expansion reflects changing workforce demographics as aging populations, longer life expectancy, and evolving family structures increase demand for more comprehensive support programs.

For multinational employers, caregiving benefits are also becoming part of broader diversity, equity, inclusion, and employee wellbeing initiatives designed to improve workforce resilience and strengthen employer branding.

Market Landscape

Employee wellbeing has become a strategic priority as organizations compete for skilled talent in an increasingly complex labor market. According to Gallup, employee wellbeing is closely associated with engagement, productivity, and retention, while McKinsey & Company has identified holistic workforce support as an important driver of organizational resilience and long-term performance.

At the same time, HR technology providers including Workday, Microsoft, Salesforce, and Oracle continue expanding employee experience platforms with wellbeing services, personalized benefits, workforce analytics, and AI-powered support tools. These capabilities enable employers to deliver more integrated health, caregiving, and family support throughout the employee lifecycle.

WIN’s global expansion of WINCares aligns with this broader trend, signaling that caregiving is becoming an increasingly important component of modern workforce strategies. As organizations seek to improve retention, reduce burnout, and support employees through different stages of life, caregiving navigation services are expected to play a growing role in comprehensive employee benefits programs.

Top Insights

• WIN has expanded its WINCares caregiving navigation program globally, helping employers support childcare, eldercare, and broader family wellbeing needs.
• Caregiving responsibilities now affect most employees, with significant impacts on health, productivity, absenteeism, and workforce retention.
• The program combines caregiving advocacy with nurse-led clinical care management to provide more comprehensive family health support.
• Employers are increasingly recognizing caregiving benefits as strategic investments that improve employee experience and reduce workforce disruption.
• The expansion reflects broader HR technology trends toward integrated wellbeing platforms that address employees’ needs throughout every stage of life.

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