What Cleo stands for (and what it means for your workforce)

When it comes to building, raising, and caring for a family, there is no one-size-fits-all journey. Your employees are navigating deeply personal, everyday life decisions that impact their work. Whether they are welcoming a new pregnancy, managing the chaotic toddler or teen years, or coordinating complex care for an aging parent, caregiving is one of the most demanding roles they will ever have, and it cannot always be contained to the hours outside of 9-5.

In fact, Cleo’s 3rd Annual Family Health Index (FHI) Report reveals a quiet crisis in the workforce: 64% of working women in the sandwich generation are at a breaking point, facing severe mental health strain, escalating healthcare costs, and a heightened risk of burnout. When caregivers are stretched thin, workforce stability fractures—resulting in costly attrition, performance disruption, and a dramatic drop in employee retention.

At Cleo, we recognize that a generic benefit cannot solve such deeply personal pressures. To genuinely support working caregivers and prevent them from leaving the workforce, support must adapt. It has to meet your team exactly where they are—anchored in their unique cultures, identities, and lived experiences.

Here’s how our personalized values translate into a benefit that results in a more resilient, supported workforce.

1. Evidence-based care rooted in science

In an era of information overload, your employees deserve guidance they can trust implicitly. Caregivers are often expected to be experts, sometimes thrown into a world in which they have no training or background. They may spend countless hours searching online or making phone calls to get answers—often during the work day.

Cleo can help eliminate the guesswork by providing objective, evidence-based data to help families make informed health and wellness decisions. When complex medical or developmental topics arise, our guidance aligns directly with established recommendations from global professional bodies, such as the World Health Organization (WHO) and the American Academy of Pediatrics (AAP).

For employers, this focus on high-value, clinically sound interventions translates directly to better outcomes, reduced health risks, and fewer hours spent scrambling to find the right information.

2. Inclusive and holistic support for the whole family

We operate under a simple truth: every family is a Cleo family. Our approach is intentionally inclusive, integrating diverse cultural perspectives and honoring the distinct structure of every household.

When we refer to family, we mean whomever your employees consider family—whether bound by biology, legal ties, or chosen relationships. Our support extends beyond dependents to focus on whole-family health and wellbeing. From supporting LGBTQIA+ parents navigating adoption or surrogacy to providing targeted coaching for families managing neurodivergence, Cleo wraps around your entire population. Because helping caregivers means supporting everything that they care for and about.

3. A culture of empathy, compassion, and authenticity

Cleo is a global company that feels local. Our dedicated team is composed of Guides and Specialists from varied professional backgrounds, cultures, and disciplines. We actively embrace this diversity within our own walls to ensure we can authentically empathize with and serve the varied backgrounds of your team, no matter where they live or what situation they may face.

Because our Guides are as unique as your team, they create a psychologically safe space for healthy dialogue. They steer families toward values-based decisions that feel right for them, allowing your employees to bring their authentic selves to the table. When people feel seen, heard, and supported in their personal lives, they show up more engaged, focused, and empowered at work.

What this means: A holistic benefit solution

This isn’t just about offering a compassionate benefit—it is a critical business strategy. Caregiver burnout is a leading indicator for preventable healthcare costs. High-risk caregivers incur substantially higher medical spend (~$1,000 PMPM compared to $600 PMPM for lower-risk employees). By delivering personalized, targeted interventions, Cleo disrupts this cycle.

For employers, this hyper-personalized approach translates directly to:

• Higher retention among midlife and female leaders at their peak earning years, protecting your talent pipeline.
• Fewer unplanned leaves of absence and reduced performance disruption.
• Lower avoidable healthcare spend through proactive risk screening and earlier support.

When you support the diverse, real-world needs of your entire workforce with care that fits their lives, you build a loyal, focused, and deeply resilient team.