Latest news with #Care.com's
Yahoo
7 days ago
- Business
- Yahoo
Care.com Debuts Bold New Look and Enhanced Product Experience, Unlocking the Brand's Next Chapter
DALLAS, June 02, 2025--(BUSINESS WIRE)--Today, one of the largest online marketplaces to find family care and care jobs, announced a robust rebrand, unveiling a new visual identity and an improved user experience to usher the company into its next phase of growth. This transformation marks the most significant brand evolution in the company's 18-year history and reflects a deepened commitment to meeting the evolving needs of a new generation of families and caregivers. This comes on the heels of 2025 Cost of Care Report uncovering significant mental strain on parents. Released today, all-new 2025 Perception of Parenthood Survey also finds only 30% of adults (18-44) without children say they definitely want to become parents. Yet there is hope: 86% cite that comprehensive family care support, beyond just child care, influences that decision—and that is what the new is now positioned to provide. The rebrand signals a significant step forward in building a faster, simpler and more comprehensive platform for families to find care for the whole household to ease their mental load, and for professional caregivers to find meaningful work. Key elements include: A new brand visual identity with a modern logo symbolizing care and support, a refreshed color palette evoking calm and growth, and real, diverse imagery bringing warmth, optimism and authenticity to the experience. An expansion into more types of care, including adult care, kids' activities & camps, senior living communities and daycares as 86% of parents say it would be helpful to have a single platform for finding multiple types of care. An improved safety program—CareProtect—that empowers members of the community to make safer hiring choices, with access to new features like continuous background checks, a 24/7 safety hotline, a new safety coalition and more robust education in a revamped Safety Center. Additional product enhancements that make it easier to find or provide care, including smarter AI-enhanced search tools, plus faster and more reliable messaging. "This is more than just a new look and feel—it's a renewed promise to our members," said Brad Wilson, CEO of "Care is one of the most personal decisions a family can make. Through extensive research and conversations, we've taken a closer look than ever at what families and caregivers are really going through, and their stories helped shape everything we're doing now. Each detail—from the redesigned logo to the improved platform experience—was built to reflect their lives, their challenges and their hopes. This new chapter is all about showing up for them in a deeper, more thoughtful way." This is just the beginning of a longer-term vision to transform from a transactional platform to a more holistic, guided platform. More improvements are slated for the rest of 2025 and beyond, including: Expanded advisory services to help families that aren't sure what type of care is right for them in the first place. A new hiring hub to help families better manage jobs—including comparing applicants and creating shortlists. New video communication tools to help families and caregivers connect on-platform. New plan options to give more families easier access to the platform. This next chapter in journey comes with the launch of a new campaign, "When it's not you, it's It's built on a universal truth that families want to be there for the people they love, but they can't always do it alone, evoking a shared understanding that is here to provide support. About is where families go to find care and where caregivers go to find meaningful work. Since 2007, over 45 million people have turned to child care, senior care, adult care, pet care and housekeeping. Whether it's a nanny for your newborn, an assisted living community for your aging loved one, or an adventure buddy for your dog's daily strolls, we're here to make care simpler, smarter and more personal. Through Care for Business, also empowers over 700 companies to provide family care benefits to their employees. With HomePay, we make it easier for families to manage household taxes and payroll. is proud to be part of the IAC family (NASDAQ: IAC). View source version on Contacts Media Contact: Natasha Fellion, Associate Director, PRpress@ Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Business Wire
7 days ago
- Business
- Business Wire
Care.com Debuts Bold New Look and Enhanced Product Experience, Unlocking the Brand's Next Chapter
DALLAS--(BUSINESS WIRE)--Today, one of the largest online marketplaces to find family care and care jobs, announced a robust rebrand, unveiling a new visual identity and an improved user experience to usher the company into its next phase of growth. This transformation marks the most significant brand evolution in the company's 18-year history and reflects a deepened commitment to meeting the evolving needs of a new generation of families and caregivers. 'This is more than just a new look and feel—it's a renewed promise to our members,' said Brad Wilson, CEO of This comes on the heels of 2025 Cost of Care Report uncovering significant mental strain on parents. Released today, all-new 2025 Perception of Parenthood Survey also finds only 30% of adults (18-44) without children say they definitely want to become parents. Yet there is hope: 86% cite that comprehensive family care support, beyond just child care, influences that decision—and that is what the new is now positioned to provide. The rebrand signals a significant step forward in building a faster, simpler and more comprehensive platform for families to find care for the whole household to ease their mental load, and for professional caregivers to find meaningful work. Key elements include: A new brand visual identity with a modern logo symbolizing care and support, a refreshed color palette evoking calm and growth, and real, diverse imagery bringing warmth, optimism and authenticity to the experience. An expansion into more types of care, including adult care, kids' activities & camps, senior living communities and daycares as 86% of parents say it would be helpful to have a single platform for finding multiple types of care. An improved safety program —CareProtect—that empowers members of the community to make safer hiring choices, with access to new features like continuous background checks, a 24/7 safety hotline, a new safety coalition and more robust education in a revamped Safety Center. Additional product enhancements that make it easier to find or provide care, including smarter AI-enhanced search tools, plus faster and more reliable messaging. 'This is more than just a new look and feel—it's a renewed promise to our members,' said Brad Wilson, CEO of 'Care is one of the most personal decisions a family can make. Through extensive research and conversations, we've taken a closer look than ever at what families and caregivers are really going through, and their stories helped shape everything we're doing now. Each detail—from the redesigned logo to the improved platform experience—was built to reflect their lives, their challenges and their hopes. This new chapter is all about showing up for them in a deeper, more thoughtful way.' This is just the beginning of a longer-term vision to transform from a transactional platform to a more holistic, guided platform. More improvements are slated for the rest of 2025 and beyond, including: Expanded advisory services to help families that aren't sure what type of care is right for them in the first place. A new hiring hub to help families better manage jobs—including comparing applicants and creating shortlists. New video communication tools to help families and caregivers connect on-platform. New plan options to give more families easier access to the platform. This next chapter in journey comes with the launch of a new campaign, 'When it's not you, it's It's built on a universal truth that families want to be there for the people they love, but they can't always do it alone, evoking a shared understanding that is here to provide support. About is where families go to find care and where caregivers go to find meaningful work. Since 2007, over 45 million people have turned to child care, senior care, adult care, pet care and housekeeping. Whether it's a nanny for your newborn, an assisted living community for your aging loved one, or an adventure buddy for your dog's daily strolls, we're here to make care simpler, smarter and more personal. Through Care for Business, also empowers over 700 companies to provide family care benefits to their employees. With HomePay, we make it easier for families to manage household taxes and payroll. is proud to be part of the IAC family (NASDAQ: IAC).
Forbes
24-04-2025
- Health
- Forbes
Burnout Is Costing Businesses Millions—Here's What Leaders Can Do About It
Over half of employees say they're at a moderate to high risk of burnout. Burnout is a multi-million-dollar hidden business expense that's undermining corporate America's bottom line. According to new research published in the American Journal of Preventive Medicine (AJPM), at an average 1,000-person U.S. company, employee disengagement and burnout resulted in $5.04 million in lost costs annually. There are several ways in which burnout poses a financial risk to companies. For instance, burnout often leads to higher absenteeism and reduced productivity. According to APJM's report, employees experiencing burnout are less productive and tend to miss more workdays. Studies from SHRM also show that replacing employees who quit can cost between 50% and 200% of their annual salary, and burned-out workers are nearly three times more likely to be actively job hunting. What's worse is that burnout can cost more than onboarding new hires. The APJM report found that disengaged and burned-out employees can cost up to 17 times more than it does to train a single employee. Unfortunately, many employers underestimate how many of their employees are experiencing burnout. According to 'Future of Benefits Report,' 69% of employees say they're at a moderate to high risk of burnout, while employers believe only 45% of their employees are at risk. This 24-point disconnect that terms the 'burnout perception gap' could devastate business outcomes and exacerbate the already growing costs associated with burnout. Often, overwork stems from excessive unessential tasks that don't directly contribute to organizational value. According to a recent Deloitte article on its '2025 Global Human Capital Trends' survey findings, nearly half of employees feel they're being bogged down by work that isn't value-driven, and only 22% of survey respondents feel that their organization is highly effective at simplifying work. And while 82% of employers acknowledge the importance of freeing up employee capacity, a mere 8% say they've made progress at doing so. According to Deloitte, it's 'the meeting overload, the outdated processes, and the myriad of nonessential work' that hold employees back from 'achieving the outcomes that matter the most.' For businesses to effectively manage burnout, it starts with eliminating busy work that leads to overwork—such as unnecessary meetings and antiquated processes. The authors suggest that employers instead give employees 'slack' or 'unscheduled, unassigned time in the workday that workers have complete autonomy over.' This gives employees the agency to own and be accountable for their productivity. This way, employees aren't weighed down by tasks that likely won't contribute significant value to the company or are more focused on hours worked than actual results. Employers can also consider gaining a deeper understanding of each employee's individual needs. research found that 83% of employees paying for family care say caregiving worsens burnout risk. As the report highlights, understanding the needs of caregivers and providing benefits—such as access to child and senior care, additional healthcare coverage, and care subsidies—can go a long way in mitigating burnout among employees who are also caregivers. When leaders make an effort to understand the unique needs of everyone on their team, it can provide insights that help prevent the costly effects of burnout, such as missed workdays, reduced productivity, and higher employee turnover. And as this author has written in the past, regular employee surveys and one-on-one meetings are reliable strategies that encourage active listening and ensure leaders are attuned to the needs of their teams. Burnout is far more than a workplace culture concern—it's a massive hidden cost for many American businesses. Yet it isn't an inevitable expense. With the right strategies in place, companies can stop burnout and disengagement from dragging down their teams. By empowering employees to take ownership of their work and understanding what they need to succeed, business leaders can proactively address burnout and avoid its costly side effects. If businesses want to truly protect their bottom lines from burnout, cultivating a motivated, supported, productive workforce is the way to do it.
Forbes
12-04-2025
- Health
- Forbes
The Crisis No One Talks About: 29% Of Parents Have Considered Suicide
Despite having access to traditional benefits like paid leave and health insurance, nearly a third ... More of caregiving parents report suicidal thoughts. The real issue? A lack of human-centered support. A startling 29% of working parents have considered suicide or self-harm, according to 2025 Cost of Care Report. These aren't caregivers on the margins. They're employees in jobs that offer health insurance, paid leave and child care benefits. But benefits, it turns out, aren't the same as real support. And for many caregivers, the gap between the two can feel like a breaking point. Why have nearly a third of caregiving parents reported thoughts of ending their lives? After all, their employers are offering support through traditional benefits. But access to benefits does not always translate to real-world relief. Caregiving is overwhelming and multifaceted. According to the report, the average parent manages five different care arrangements for children, aging loved ones, pets and more. More than half of adults in their 40s are part of the sandwich generation—caring for both kids and older parents. This pressure doesn't stop when the workday starts. It follows them home and to work, often without a break or backup plan. Studies have consistently found that stressful life events—including financial strain, caregiving burdens and interpersonal conflict—are significant risk factors for suicidal thoughts and behaviors. These stressors are linked to increased suicide risk even when accounting for mental health conditions such as depression or PTSD. One of the most overlooked but impactful stressors is job insecurity. The fear of losing one's job is intensified by caregiving responsibilities. When workers struggle to meet expectations due to outside demands, they begin to question their job stability and long-term career prospects. This fear is especially acute in high-pressure industries that rely on layoffs, restructures or performance-based reviews. And when job security is already fragile, economic uncertainty only magnifies those concerns. According to LinkedIn's Workforce Confidence survey, 2025's economic volatility has made employees feel less secure about their careers, finances and long-term growth. While many companies offer employee benefits like backup child care or paid leave, they often remain underutilized. And many employees aren't even aware these benefits exist. report found that while 69% of employees report moderate to high risk of burnout, only 45% of employers recognize that risk in their workforce. The day-to-day experience of caregiving is exhausting and isolating. True support is more than what's listed in a benefits handbook. It's shaped by how those benefits are understood, accessed and normalized within workplace culture. Support looks like flexibility without stigma, mental health resources without shame, and leadership that models empathy. Benefits might say 'you're covered,' but support says 'you're not alone.' Even when benefits are available, workplace culture doesn't always make room for empathy. In always-on environments, caregivers often feel that asking for time off or help could hurt their reputation—or even their job security. They may avoid using benefits out of fear they'll seem less committed, promotable or reliable. That fear, paired with stigma and emotional exhaustion, can leave caregivers feeling invisible and unsupported. Support is human, active and ongoing. It's cultivated in environments where people aren't afraid to say, 'I need help.' Employers can no longer assume that offering benefits is enough. Until caregiving is normalized, protected and resourced with empathy, we will continue to fail the very people who keep our families, workplaces and communities running.
Yahoo
24-02-2025
- Business
- Yahoo
The fertility crash comes down to what men are doing—or not doing—Nobel laureate says
Countries with low fertility exhibit a key difference from those with even lower birth rates, according to Nobel-prize winning economist Claudia Goldin, who pointed to the extra hours women spend on child-rearing and household chores compared with men. Falling fertility rates around the world have alarmed governments, tech execs like Elon Musk, and economists. While numerous policies and financial incentives have been employed, few have been proven to reliably boost fertility. But a new study from Nobel-prize winning economist Claudia Goldin points to the extra hours women spend on child-rearing and household chores compared with men. She found that was a major difference between countries with low fertility and those with even lower rates, or the "lowest-low" nations. In Sweden, for example, women spend just 0.8 hours more than men each day around the house, and the country's fertility rate is 1.7 kids per family. And in Denmark, women work 0.9 hours extra, and the fertility rate is also 1.7. To be sure, both rates are below the so-called replacement rate of 2.1 kids per family, which is needed for a country to maintain a stable population. But they exceed countries with even lower fertility. In South Korea, where the fertility rate is 0.9 kids, women put in 2.8 hours more than men on the home and family each day. And in Italy, where the fertility rate is 1.3, women do 2.9 extra hours. The US, meanwhile, has a Scandinavian-like fertility rate of 1.7, even though women do 1.8 more hours of work at home. In an interview the Washington Post columnist Heather Long, Goldin said men's assumptions about what other fathers are doing are important. 'It won't change unless the guy's expectations about what he's 'supposed to do' changes,' she explained. 'There's some evidence that individual men believe in couple equity more than they act on it because they believe other people don't feel this way.' As economies developed rapidly or experienced steep postwar recoveries, women entered the workforce in droves, clashing with some cultural norms. 'When you have rapid growth, then you don't give generations enough time to get used to modernity. You thrust them into modernity,' Goldin said. While her paper doesn't advocate for a particular policy solution, she told the Post that US lawmakers could provide government-subsidized child care, saying that's more critical than parental leave. The study comes as other data point to the crushing burden of caregiving. In latest Cost of Care report, the online marketplace for caregiving services found that 90% of parents lost sleep, 80% cried (with the number rising to 90% for mothers), 85% sacrificed other life goals, 73% lashed out at loved ones, 71% suffered health issues, and 29% considered suicide or self-harm. Meanwhile, a recent study from the McKinsey Global Institute said much of the world is facing a 'youth deficit' as people have fewer children, setting up top economies for population collapse. Some of those economies are on track to see 20%-50% population declines by 2100, requiring big changes to societies and governments operate. But if the demographic trends continue, younger people will endure slower economic growth while supporting bigger cohorts of retirees, eroding the historic flows of generational wealth, the study warned. 'The current calculus of economies cannot support existing income and retirement norms—something must give,' it said. This story was originally featured on
