Matt Bailey’s Post

Offering childcare benefits is more than a trend; it's a transformation in how we support our workforce. For ADP partners, this presents an opportunity to guide businesses in implementing benefits that not only enhance their competitive edge but also genuinely support their employees' needs. There is a lot of thought leadership and data out there that addresses the barrier parents face in workforce participation - this is especially tough for mothers. We see the evidence in pay gaps and difficulty in climbing career ladders. Childcare benefits are an interesting approach because they not only reflect a deep understanding of employee challenges and needs, but also contribute to a culture that values and supports diversity and inclusion. I encourage you to read more in our blog on this topic. It dives deep into the "how" and "why" - questions I know your clients have! https://lnkd.in/eqvKbPvS #ADPPartners #EmployeeSupport #ChildCareBenefits #adpmarketplacepartner #lsa #lifestylebenefits

On-site child care is the fastest-growing benefit, with businesses offering it experiencing a 7.4 times higher retention rate and 8.9 times more loyal employees. Even beyond on-site child care, a Best Place for Working Parents report highlights other benefits that emerged as competitive differentiators including parental leave and child care support. In the post-COVID era, family-friendly policies like parental leave and childcare support are emerging as competitive differentiators, showcasing a significant advantage for companies embracing these benefits. #humanresources #employeebenefits

As a working mother, I can attest that childcare struggles are nothing new. To retain working mothers, employers need to listen to their needs and focus on flexible work schedules. https://lnkd.in/drmePazS #workforce #women #workingmothers #childcare #retention #flexibleworking

"Providing a benefit that helps families find care when they need it, especially in those critical patch times — whether it's a nanny cancellation or a couple of weeks when you're in between daycare and preschool — engenders goodwill from employees and increases retention." Our CEO, Lynn Perkins, spoke with Employee Benefit News about the urgent need for collaborative solutions to the child care crisis facing working parents. 👨👩👧👦 The conversation goes beyond UrbanSitter—it's about how we, as a society and business community, can come together to address this critical challenge. Let's bring child care to the forefront of employee benefits discussions. 💼 👀 Read the article here: https://lnkd.in/gAiBrdDC #childcare #employeebenefits #wellness #workingparents #childcarecrisis

Thank you, Mel Faxon, for starting this important discussion and for the folks who have responded. We've had a lot of success with our babies at work program (started in 2006) and experience, as well—33 babies to date! We think it’s important to understand that this is a program for a limited time – from the period after STD/parental (8-12 weeks) leave through 6 months of age (so the baby is often in the workplace for about three months). Parents are not expected to work a full day, as we know time is spent caring for their child, typically 6 hours of work in an 8-hour shift. HR folks will know that when previously injured employees return to the workplace, companies are often required to provide light duty for a period. This is a similar concept, letting parents get back to work and earn money while also giving them more time with their newborn. There are benefits for the babies related to breastfeeding and parental bonding and attachment, and the larger company community supports new parents and enjoys seeing little ones around the workplace. As a result of this program, we have a high rate of mothers (and fathers) returning to the workplace after birth, a time when some choose to leave the workforce.

Interesting article in the Boston Business Journal (paywall for full article) about the potential for, and increasing provision of, #employee #childcare benefits as a strategy for #employers to better support, attract, and retain #talent. "Whether #companies are looking to stand out in a tight talent market or retain the existing employees during The Big Stay, they may want to take a closer look at child care benefits. That's one takeaway from a new national trends reports by The Best Place for Working Parents® — a national collaborative that provides support for working parents. The report found on-site child care was the fastest-growing benefit of the 10 #family-friendly policies it examined." Additional editorial comment, IMHO: This information may be best interpreted for its "Big Picture" point (childcare is #education AND effective infrastructure for #workforcedevelopment and #economicdevelopment, and #businesses increasingly are recognizing this fact) rather than for any highly specific conclusions about the best ways to provide #employer-supported childcare, which is an important and evolving question when considering a sustainable system that works for all #families and #earlychildhoodeducation service providers (and #businesses of all shapes and sizes). Follow and learn more with the Massachusetts Business Coalition for Early Childhood Education! #MassBiz4EarlyEd HT Marq Burnett https://lnkd.in/esUP8k3f

#Employers are increasingly looking at, and providing, #childcare benefits as a strategy to recruit, support, and retain #talent. Check out the Boston Business Journal article below and, if interested, some of my thoughts on what this means. Follow and learn more with #MassBiz4EarlyEd!

Grateful to be mentioned in The Hill article. As a restaurateur, I understand these hurdles firsthand, especially considering the tighter margins we operate on. Let's advocate for essential childcare incentives to support small businesses in creating family-friendly workplaces. #ChildCareIncentives #smallbusinesssupport https://lnkd.in/ekAtGNdr

I hadn't considered 'bring your baby to work' policies as a suitable response for childcare, but at a conference recently I learned that W. S. Badger has a policy that lets employees bring children under 6 month to their manufacturing plants. Think about it; you could breastfeed, have childcare, and continue to work without the financial strain of having to find care for an infant. Other companies are jumping on board, and I find solutions like this fascinating, especially when over half the country lives in a childcare desert. How would you feel about a 'bring your baby to work' policy in your workplace? https://lnkd.in/gBnt_cxd

For years, workforce productivity has been affected by childcare difficulties faced by mothers. Businesses experience a loss of excellent talent due to the cost of childcare, the inability of sick children to attend school, or the need for parents to stay home and tend to their children's needs. To minimize the turnover of valuable employees, businesses can afford to provide accommodations such as flexible schedules, remote work, additional sick days or PTO, and child care assistance at work. Analyzing how to improve employee retention through these measures will pay off in the long run. Every business that cares for its employees and offers child care assistance will attract more talent and increase its competitive advantage in the market.