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Backup care is under a microscope.
As family needs and preferences evolve, the demand for support has moved far beyond "one-size-fits-all" solutions. Employers are now taking a hard look at whether their current programs are delivering—driven by growing concerns around safety, a lack of flexibility in traditional models, and an urgent need for more customizable care.
At Wellthy, we’ve built a program that turns these outdated assumptions on their head. By rewriting the narrative around backup care, we’ve created a model that truly works: families get the trusted care they actually need, while employers see the high-impact service and cost-efficiency they’ve been missing.
Achieving this level of satisfaction starts with clearing away the industry noise. In our work with large employers, we've found that the biggest barrier to a successful backup care program is often a set of long-held beliefs that no longer match reality.
These six persistent misconceptions keep coming up as teams reassess their backup care vendors:
1. The "single provider" scale myth
The assumption that only one company in the market has the scale to meet a large employer’s needs is outdated. True scale is not defined solely by the number of brick-and-mortar locations. Instead, it is defined by geographic reach, provider diversity, and the ability to support employees across a wide range of care needs.
2. The "big daycares are safest" assumption
A location on a map does not necessarily reflect how a family organizes its life or whom they trust. Many employees rely on caregivers they already know—local babysitters, nannies, camps, and faith-based programs. A modern model allows access to these trusted options while maintaining stringent screening standards and oversight.
3. Backup care is only for ages 0-5
While early childhood support is vital, today’s workforce spans far beyond the preschool years. A narrow focus leaves meaningful gaps for families with school-age children, pre-teens, aging parents, or even pets. Comprehensive backup care should evolve alongside the employee’s entire family.
4. Low utilization = low value
Usage rates are often treated as a proxy for importance, but backup care is a high-impact, moment-driven benefit, not a daily-use one. In many traditional models, annual limits and overage fees can make communication cautious, which leads to under-utilization. A pay-as-you-go structure creates room for confident promotion.
5. Switching providers is too disruptive
Disruption is rarely about the change itself; it is about how the change is managed. When transitions are structured intentionally—with proactive outreach to high-utilization employees and hands-on implementation—provider changes can feel seamless and even reinvigorate engagement.
6. Questioning if backup care is necessary
As legacy models begin to feel stale, it’s natural to wonder if the benefit is worth the effort. It is. For many, backup care determines whether they can show up to work or miss the day entirely. When built thoughtfully, it protects productivity and signals that an employer understands the realities of the modern workforce.
Is your backup care program delivering?
The shift toward more flexible, modern backup care design is overdue. If you’re reassessing your current approach, it’s time to see what a program built for the reality of how families live today can do for your organization.
Chat with us to discuss your backup care goals and we’ll share a tailored geo-analysis of your workforce to show exactly how Wellthy can support your teams.
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