Google Just Made Elder‑Care at Work Insanely Easy—Here’s How.

 

https://www.yodda.care/

The New Corporate Balancing Act.

In Indian households, the phrase "ghar ki zimmedari" often extends well beyond raising children. With a rapidly ageing population, more Indian employees are becoming caretakers for elderly parents and in-laws while managing high-pressure jobs. 

It’s no longer just about work-life balance—it's about work-life-care balance. Recognising this, Google India has taken a groundbreaking step by launching a holistic Elder-Care Support Programme tailored for its employees.

But Google isn't alone. A quiet but powerful HR revolution is brewing across India Inc.

Why Elder-Care at Work Matters More Than Ever.

India is greying fast. According to NITI Aayog, by 2050, the proportion of elderly in India is expected to double to 20.8%. Nearly 75% of seniors face at least one chronic illness, and over 23% experience multi-morbidity.

Traditional family structures, where seniors were cared for at home, are evolving. Nuclear families, migration for work, and lifestyle shifts have created new caregiving pressures. Add to this the stigma around elder-care needs at work, and you get a perfect storm of silent employee burnout.

Forward-thinking companies are recognising this and responding not just with empathy but with structured, strategic programs.

Inside Google India’s Elder-Care Programme: A Compassion-Driven Blueprint.

Launched in August 2025, Google India’s initiative is a first-of-its-kind in its scale and detail. It rests on three pillars:

1. Emotional Well-Being.

• Regular wellness check-ins and social engagement sessions for elders.

• Support groups for employees juggling caregiving and careers.

2. Physical Health Support.

• Quarterly home health visits.

• Full-body screenings and access to trusted telemedicine services.

3. Safety & Emergency Response.

• 24x7 doctor-on-call, ambulance coordination.

• Consultations to make homes elder-friendly and fall-proof.

As HR head Shraddhanjali Rao put it: *"The hands that guided our first steps now lean on ours."

Google’s model sets a precedent for what a truly holistic elder-care ecosystem at work can look like.

What Other Indian Companies Are Doing.

Google isn't alone. Several Indian companies are designing elder-care solutions tailored to their workforce needs:

• HSBC India.

• Three days of elder-care leave annually.

• Wellness app with free teleconsults for elders.

• Deutsche Bank.

• Mental health support for parents/in-laws.

• Webinars on managing chronic conditions in the elderly.

• SAP India.

• Elder-care leave folded into overall wellness benefits.

• Accenture India.

• Dedicated "Thriving Caregivers" resource group.

• Learning modules for navigating elder-care challenges.

• GlobalLogic.

• Partnership with Yodda for emergency response and daily wellness tips.

These are no longer just fringe perks but vital components of corporate wellness and inclusion.

Powering Change: The Rise of Elder-Care Startups.

Indian startups are riding the wave of the "silver economy" with tech-enabled elder-care services. Many are partnering with corporates to scale their reach.

• Samarth Elder Care.

• Clients include Wipro, Aditya Birla, and several banks.

• Offers preventive care plans, emergency support, and companionship services.

• Emoha Eldercare.

• Works with Novartis, Sanofi, and American Express.

• Provides holistic support from health coordination to community bonding.

• Yodda.

• Operating in 8 cities with plans to scale further.

• Focus on rapid response, home assessments, and mental health.

These platforms offer the tech backbone to corporate elder-care programs.

NGOs and the Social Sector: Strengthening the Safety Net.

Organizations like HelpAge India bring grassroots insights to the table:

• Mobile health units for rural elders.

• Geriatric physiotherapy and digital literacy training.

NGO-corporate partnerships can make elder-care solutions more inclusive and accessible, especially for Tier-2 and Tier-3 city employees.

Why This Should Matter to Every HR and Business Leader.

Elder-care programs are not just socially responsible; they make business sense:

• Reduce absenteeism and attrition.

• Boost employee loyalty and morale.

• Align with Diversity, Equity & Inclusion (DEI) goals.

• Enhance employer branding and CSR credentials.

How to Launch an Elder-Care Program at Your Organisation.

Step 1: Assess Employee Needs.

• Use surveys or town halls to understand caregiving challenges.

Step 2: Identify the Right Partners.

• Evaluate platforms like Emoha or Samarth based on regional availability.

Step 3: Start with a Pilot.

• Target one city or team. Track usage and feedback.

Step 4: Communicate Clearly.

• Use HR newsletters, webinars, and champions to spread awareness.

Step 5: Iterate and Scale.

• Adjust based on uptake, employee feedback, and ROI.

For SMEs and Tier-2 Cities.

• Leverage community NGOs.

• Create informal support groups.

• Use regional insurance providers with elder-care add-ons.

Challenges to Watch Out For.

• Cost Concerns: Partnering with startups allows scalable models.

• Low Usage Rates: Awareness campaigns and testimonials help.

• Resistance from Leadership: Present case studies and potential savings.

Conclusion: The Future of Work Is Intergenerational.

In a country where the phrase "maa-baap ke liye kuch bhi" holds deep emotional resonance, corporate elder-care is more than a perk—it’s a moral and strategic imperative.

Google India has lit the path. Now it’s time for others to walk it.

FAQs.

Q1: What is elder-care leave?
A paid or unpaid leave policy allowing employees to care for elderly family members.

Q2: What kind of elder-care services can corporates offer?
Teleconsultations, home visits, emotional counselling, safety planning, emergency coordination.

Q3: How do companies choose an elder-care partner?
Check coverage areas, tech support, emergency response capabilities, and employee feedback.

Q4: Are there tax benefits for elder-care spending by companies?
Not directly yet, but expenses can be classified under employee welfare.

Q5: Can small companies afford elder-care programs?
Yes, through partnerships, local NGOs, or phased rollout plans.