Consider how many of your team rely on childcare to work. Typically at least half of employees are paying for some type of care. Talk to your employees about the types of challenge that they face when it comes to childcare. Cost is one factor, but reliability and mental stress can also be issues which employers are able to support with.

There are a range of actions you can take as an employer which will provide practical support but also help engender a family friendly culture.

Be flexible

Some childcare costs can be mitigated by parents being able to work flexible hours or from home for part of their hours. All employees have the right to make a flexible working request, however parents hesitate to approach their employer for fear of being viewed as difficult or demanding. Initiating a conversation about flexible working options with people going on/returning from parental leave, or when a new employee who has caring responsibilities joins the organisation, can help remove the fear of stigma. It is also helpful to regularly review how parents are managing their responsibilities in and out of work and offering to review working arrangements.

Be clear about leave options

Parents should be made aware that they have the right to unpaid time off work when they need to look after their child(ren). Parents might need to use parental leave to look after a sick child (time off for dependents) or during school holidays (planned unpaid parental leave). For some parents, taking unpaid leave may be more affordable than paying for additional childcare, e.g. during school holidays. Again, proactively broaching the subject with employees can help to reduce the stigma attached to taking leave.

Offer financial support

Many nurseries and childminders require a deposit to secure a child’s place in the setting. This is often as much as a whole month’s deposit. For parents who may be managing on a lower that usual income during maternity/paternity leave, such a large deposit can be a huge financial burden. For some, it could be the reason they eventually decide not to return to work. Employers can provide financial support through offering a forward on a salary or setting up a childcare deposit loan scheme (CDLS). Similar to a season ticket or cycle to work scheme, a CDLS is an interest free loan that is paid back in equal instalments from the borrower’s salary. The Mayor of London announced such a scheme in 2017 accompanied by a toolkit that other employers can use if they set up their own scheme.

Offer on-site childcare

For large employers, there is the option to offer childcare on or very near the company premises. There are different models, with some companies setting up a nursery next to their offices that parents can use as their primary childcare provider or for back up childcare if their usual provision falls through. Some companies use a salary sacrifice scheme to make this resource more affordable, where others use their on-site provision to offer all employees a certain number of days emergency childcare each year.

Offer back-up childcare

It’s not just the affordability and accessibility of childcare which is a challenge, the reliability of care can also be a source of stress for parents. Some companies acknowledge this by subsidising flexible in-home care to use when other childcare arrangements fall though or when their child can’t leave the home. (See how Uber are doing it)

There is a real opportunity for businesses of all sizes to have a positive impact by acknowledging the important role of childcare in their employee’s lives and considering any support they can provide.

However you choose to invest in childcare support, then track the ROI by monitoring retention and missed days. Also measure how supported and motivated employees feel.

Continue to have an open dialogue about childcare with your employees and create a culture where parents feel supported