Childcare is an economic and an infrastructure issue, not a women’s issue 

Support for caregiving responsibilities has gone from a luxury option to table stakes in company benefits packages, with more than 70% of employees surveyed across 16 global markets telling us that they are taking care of children, elderly parents or others in need.

The issue has made it to the top of the agenda of the US Chamber of Commerce Foundation, which recently held its first-ever Child Care Innovation Summit to discuss the economic implications of childcare. Presenters highlighted the crucial role of childcare in promoting the economic well-being of families and of the nation, emphasizing that childcare is not just a personal or family issue but an economic and business concern.

Caregiver benefits encompass a range of services and financial resources, including backup care, onsite support, concierge support, childcare assistance, dependent care savings accounts and lifestyle spending accounts, aimed at assisting individuals in managing their caregiving responsibilities while maintaining a healthy work-life balance. These benefits are designed to keep individuals in the workforce, reduce leave and missed work and give caregivers the peace of mind to be present at work.

Attraction and retention

Offering caregiver benefits can be a game-changer when it comes to attracting and retaining employees. In a recent survey, up to 86% of respondents said that they were more likely to stick with their employer because of its childcare benefits. Another report stated that 1 in 5 employees have left a job because their employer did not provide family care benefits. Mercer’s survey data indicates that while 28% of employees said their employer offered resources to assist with caregiving responsibilities, 43% would find it helpful.

Similarly, 70% of working parents say working for a company that offers benefits to support work-life balance is non-negotiable. Employers can attract top talent and create a loyal workforce that is more likely to stay with the company long term.

Increased productivity

A survey from the Rosalynn Carter Institute for Caregivers found that 80% of employees with caregiving responsibilities say the added role affected their productivity, which directly impacts an organization’s bottom line. Caregiver benefits can provide employees with peace of mind and save employers extra missed days of work.

Backup care benefits, for example, give employees access to care when their regular care falls through. According to Mercer’s Survey on Health & Benefit Strategies for 2025, over a third of large employers offer backup care.

Concierge care can provide employees with a coordinator to do the heavy lifting for them on all types of care needs, such as calling daycare centers to check availability, screening providers and navigating complex eldercare situations. These benefits are highly valued by employees, saving them time and stress to be more present at work, resulting in higher job satisfaction.

Diversity and inclusion

Caregiver benefits also play a crucial role in promoting diversity, equity and inclusion in the workplace. About three-fourths of caregiving hours globally are provided by women. In a survey of working parents, women were significantly more likely to miss work to take care of a sick child compared to men. By providing caregiver support, employers can create a more inclusive environment that enables all caregivers to pursue their careers while raising a family. This not only benefits employees but also contributes to a more diverse workforce.

Positive return on investment

Contrary to widely held beliefs, offering childcare benefits is not just an expense for employers. All companies examined in a recent report obtained a positive return on investment from their childcare programs (ROI ranging from 90% to as high as 425%). The benefits of reduced turnover, increased productivity and improved employee morale outweighed the costs associated with implementing and maintaining the programs.