Caregiving benefits for the workforce already carrying the load.

The business case, in current numbers

The data has gotten substantially better in the last 18 months. Some of the load-bearing figures:

• 90% of family caregivers show burnout symptoms; 20% are in the severe category. The June 2026 LogicMark national survey — and the burnout numbers are highest in the cohort most likely to be your highest-tenured individual contributors and mid-level managers.
• $1.0 trillion in annual unpaid economic value, performed by 59 million caregivers of adults across 49.5 billion hours. Source: AARP Valuing the Invaluable 2026. Up from $470B a decade ago. The work is increasing roughly 8% per year.
• 64% of sandwich-generation working women at high burnout risk; 46% of women 40-54 in the most severe category. Source: Cleo Family Health Index. The cohort most likely to be in mid-career roles you spent five years training to retain.
• 27 hours/week median caregiving time commitment. Source: AARP/NAC Caregiving in the US 2025. Approximately 25% of family caregivers report putting in caregiving hours equivalent to a second full-time job.

The translation for HR: caregiving is the second-largest driver of mid-career attrition for women after parental leave, a substantial contributor to FMLA utilization, and the single most under-supported life-event category in the standard benefits stack. The benefit doesn't fix the load directly — but it removes the cognitive transfer cost that produces the most visible work-related symptoms (the slack-message-at-2pm-about-Dad, the suddenly-rescheduled 1:1, the resignation Mary handed in last quarter that you knew was coming).

What Kintaria does — for the family

The product itself is built for the families directly. The employer benefit is purchasing access for the workforce. The family-facing surface:

• Shared workspace. Medication list, appointment calendar, visit summaries, document vault, activity feed — visible to every family member at the right access level. Removes the cognitive-transfer tax (the "Dad has cardiology Tuesday at 2" briefing the primary caregiver otherwise re-types into every group text).
• Bilingual side-by-side. Caregiver notes in English, automatic translation in the patient's preferred language (Spanish, Chinese, Korean, Japanese, Vietnamese, Tagalog). Critical for the immigrant-family share of your workforce; standard caregiver benefits ignore this dimension.
• Smart Upload extraction. Drop a discharge summary or after-visit summary — Kintaria reads it, extracts medications, lab values, vitals, appointments, profile fields, and follow-up questions. Nothing writes until the family reviews.
• Step-by-step playbooks for the hard moments. 30 playbooks: hospital discharge, new dementia diagnosis, falls, end-of-life basics, caregiver burnout, plus spouse- / adult-child- / sibling-specific situations. See the full list →
• Voice line. (888) 704-0999 — caregivers can call and dictate notes when they don't have hands free for a phone. Useful for the families that won't open another app at 9pm.

How it fits the benefits stack

Kintaria is complementary to, not a substitute for, the existing caregiving-adjacent components of a modern benefits package:

• EAP / mental-health benefits. Kintaria handles the operational caregiving load; EAPs handle the emotional support. The two combine well — most caregivers need both. Kintaria's caregiver burnout playbook explicitly refers employees to their EAP for therapy + crisis resources.
• Care navigation services (Cariloop, Wellthy, Cleo, etc.). Care navigators are humans who help employees figure out what to do; Kintaria is software the family uses every day to actually do it. A navigator who recommends specific actions to a family can hand them off into Kintaria to execute the plan. We're happy to coordinate with whichever navigation vendor you've already chosen.
• Leave administration. Kintaria doesn't process FMLA paperwork; it surfaces the appointments and discharge documents that trigger the leave decision. Pairs well with your leave-admin vendor of choice.
• Wellness platforms. Kintaria is workspace, not coach. The two don't overlap functionally.

Multilingual coverage matters for diverse workforces

Around 25 million U.S. residents speak English less than “very well,” and the proportion of immigrant- origin households in your workforce is almost certainly higher than the median. Standard caregiving benefits ship English-first and treat other languages as a roadmap item. Kintaria runs in seven languages — English, Spanish, Chinese (simplified), Korean, Japanese, Vietnamese, Tagalog — with side-by-side bilingual mode inside one shared workspace. The mother in Queens reads in Mandarin; the children read in English; the same record holds.

This is genuinely differentiated against the existing employer-caregiving incumbents. More on the bilingual category gap →

What we're honest about

We try to be very explicit about what Kintaria is and is not today, especially for employers evaluating against more established enterprise products:

• No enterprise SKU shipped yet. No SSO. No admin dashboard. No reporting on utilization beyond aggregate signups. We're a small team that can manually set up a pilot for an employer that wants to try the product against a single team or business unit — but the “buy a seat per employee and integrate with our HRIS” surface isn't built.
• Not a HIPAA covered entity (yet). We use HIPAA-aligned controls (row-level access, full audit log, encryption at rest and in transit, role-based access, AI off by default) and a BAA is available on request. We're pre-launch in the regulatory sense. Full security posture →
• Not a navigator service. Kintaria doesn't employ humans who answer family questions on demand. The (888) 704-0999 voice line is an AI agent that takes notes and explains the product; it doesn't case-manage. If your benefits package needs human navigators, Kintaria pairs with Cariloop or Wellthy — it doesn't replace them.
• Pricing for employer-channel hasn't been formally published. Consumer pricing is free first 12 months for founding-cohort families, then $14/month per workspace after that. Employer-channel pricing is bespoke; we'll quote based on workforce size and what coverage shape would actually help. Expect it to be substantially less than navigator-services pricing (which makes sense — we're software, they're people).

If you want to talk

The right next step depends on where you are in the buyer journey. Three honest options:

1. You're scoping the category. Spend 10 minutes with the live demo at my.thrive.me/demo — it's a pre-populated example workspace. No signup. No marketing flow.
2. You want to pilot with a small team or business unit. Email info@thrive.me — subject “Employer pilot conversation.” We'll get a 30-minute call on the calendar within the week and walk through what a minimum-viable pilot looks like (typically: free access for 50-200 named employees for 6 months, light-touch onboarding email, basic utilization reporting).
3. You're an HR consultant or broker recommending caregiving benefits. Same email — we want to know what your clients are actually asking for, and we're happy to be evaluated on a substantive product comparison rather than logos and brand recognition.

FAQ (from employer buyers)

How does this compare to Wellthy or Cleo?

Wellthy and Cleo are navigator-led — humans (care coordinators, case managers) work with employees. Kintaria is software the family uses themselves, every day, between calls with anyone. The two are not direct substitutes; the right comparison is “our workforce gets to call someone for guidance” (navigator services) vs “our workforce has a shared family workspace that holds the picture for them” (Kintaria). Many large employers will want both. Most mid-market employers can't justify navigator pricing and Kintaria is a substantively better fit for them than nothing.

What kind of utilization should we expect?

Hard to forecast without your specific population, but as a rough order of magnitude: ~15-25% of any workforce in the 35-64 age band has active caregiving responsibilities for an adult, with another ~10-15% who will be triggered into it during a given benefits year. Kintaria's utilization tracks the active set, not the eligible set; expect honest numbers in the 10-20% activation range in the first year, climbing as caregiving events trigger new signups.

Do you have a BAA?

BAA is available on request. We're not currently a HIPAA covered entity ourselves (pre-launch in the regulatory sense), but the controls are HIPAA-aligned and we'll execute a BAA with employer-customers that need one. The full security and vendor posture is on our security page.

Do you do SSO?

Not yet. The standard sign-in is magic-link via email, which works fine for a small-pilot rollout. Enterprise SSO (SAML, Okta, Azure AD) is on the roadmap for the first paying employer-customer who needs it; we'll prioritize building it for a real pilot rather than building it speculatively. Tell us this is a blocker and we'll move it up.

Can we get co-branded landing pages?

Yes for a pilot of meaningful size. Custom landing page (e.g., thrive.me/yourcompany), tracked referral URL, basic utilization reporting, and a co-branded welcome email. All buildable; tell us what you'd need.

What happens at the end of a pilot if we don't renew?

Employees keep their workspaces. The benefit was access to the platform; the platform stays available to them on consumer pricing after the employer subsidy ends. Nobody's data is taken away. The data-portability surface (export-your-workspace) ensures the family can leave any time they want, with or without the employer relationship.

Email info@thrive.me →

Or skip the email and try the live demo at my.thrive.me/demo. No signup required.