How to Negotiate Child Care and Family Support From Your Employer

Written by WIN Staff

This Sunday was officially National Parents Day on the calendar, and now more than ever, parents deserve to be celebrated and acknowledged for the impossible and overwhelming challenges that have been flung their way due to COVID-19.  It’s never easy to raise a human, but with the stress of the virus, the pressures of home-schooling, the lack of a support system from family members or other childcare, closed daycares, financial challenges, working from home, and a summer of no structure, for many at least, it feels almost impossible.  

To all parents out there, we applaud you.  The struggle is very real and we want you to give yourself credit for all that you are doing to ensure your family’s well-being.  

Back-to-school season usually brings with it a sense of relief, perhaps a tinge of sadness that summer is over, but also the promise of routine and certainty for your children.  All bets are off this year, however, as parents find themselves without any idea of what the year ahead will look like for their children or for themselves.  Whether you are planning on sending your children back to school in five weeks or homeschooling them, virtually zoom-schooling proactively or by default because your state’s schools are not opening, everyone is struggling to determine what is the best path forward.   

Obviously there is much of the equation out of our control.   What we can try and control, however, is the flexibility and accommodation we are given by our employers right now.  Hopefully your employer is sensitive to your extenuating circumstances and needs as a parent.  Here are some areas you might want to negotiate for your family with your employer that can at least help ensure that you are not under additional, avoidable work stress. 

Understand What Your Company is Offering

At Your Current Job:  Whether you are struggling through a pandemic or seeking solutions in a more stable time, the first and most important step is to gain an understanding of what your company currently offers in terms of child/family care support or what they plan to offer. Schedule a meeting with your HR representative to discuss your options. Be proactive when explaining your parental commitments.  There’s no need to be coy about having a family.  Present your scenario and don’t apologize.  It can be uncomfortable speaking with a supervisor about childcare arrangements but beginning the conversation by seeking out solutions is your best first step.  It’s likely you are not the only employee interested in the company providing child/family care options and see if your employer would be willing to negotiate on any of the following options. 

For a New Job:  It’s important to know what kind of parental perks are being offered by the company, potentially before you even apply.  If it’s not listed or not easy to find, ask them in the interview what their company culture and policy is for childcare.  It is much more attractive for companies to offer child care solutions for its employees and the number of companies that do offer some form of support is rising. Don’t forget to do your own research!  Websites like FairyGodBoss and Glassdoor offer crucial insights on a company’s culture and work perks.  Find out what similar businesses in the same space are offering.  We recommend waiting to negotiate this until after you have received a job offer, but before you accept it.  This is when you have the most leverage. 

Types of Childcare Support Employers Can Offer

SUBSIDIZED CARE

Traditionally, on-site daycare centers were favorable for employees, but with many companies closing their office doors to transition to remote work until 2021, that solution is no longer viable.  It comes as no surprise that child and family care costs are expensive.  According to the Center for American Progress, the cost is too expensive for most working families: 

The average monthly cost for infant care is $800 at a home-based daycare and $1,230 at a child care center.

Child care challenges have always been a barrier to work, especially for mothers.  Women disproportionately take on unpaid care-giving responsibilities when their family cannot find or afford child care.  The COVID-19 pandemic has only widened this gap.  And with the permanent closure of many daycare and early childhood centers, access to cost-effective solutions could be even more difficult than before. 

Luckily, there are options! To help their employees, some companies will offer to subsidize their employee’s child care bills or negotiate on their employees behalf with local child care providers to offer bulk discounted rates. 

Why Subsidize?   Cutting costs for employees not only keeps them happy and productive, but helps reduce a burden that keeps many women out of the workforce.   Small businesses can earn a tax break from offering subsidization solutions.  

Another way employers can subsidize the cost of childcare is through offering dependent care assistance.  Under tax law, employers can give up to $5,000 to each employee’s child without the payment being added to the employee’s taxable income. Employers can offer this through either a one-time payment or a regular bonus that is paid out monthly. 

What are My Options?   With schools going partially or fully remote for an unforeseeable future, and daycare centers shuttering, it begs the question: what care solutions are available to working parents?  One option is WeeCare, a mobile platform that connects parents with in-home daycare owners.  These smaller daycares are typically 30-40% cheaper than a larger center and also limits your child’s exposure to the virus. 

OFFER A BACKUP

It seems that any real plans for 2020 have become increasingly unhinged.  As parents, we understand, sometimes more than others, that emergencies happen and plans change. If your company is not in a position to offer full-time or part-time subsidized care solutions, then perhaps offering a needs-based subsidy program is a solution worth exploring. 

Through a “Backup” program, companies can subsidize the costs of emergency care when a child is sick or child care arrangements fall through.  This can be set for a number of days each year.  Traditionally, backup child care is an arrangement made in response to an emergency or disruption in regular child care.  The need for backup care is universal for all parents.  But what happens when all child care arrangements break down?  When schools send kids home and care centers shut their doors? This is where a little creativity is important.  To keep happy, productive parents, backup solutions for in-home care could offer peace of mind when they are faced with that next big meeting or need a day for total focus. 

Why Backup Care?   U.S. businesses forgo more than $33.5 billion annually due to caregiving-related absenteeism.  When employees are happier and less stressed, productivity increases by 10 percent! Companies are able to opt-in to the tax benefits of offering subsidized solutions, but more budget friendly. 

What Are My Options?   Any way we can keep disruptions to a minimum is a blessing!  There are a number of companies that are offering backup care solutions, and some are still operating with heightened health awareness through the pandemic such as Care and Bright Horizons. 

Invite Collaboration

Keep in mind, we are all in learning mode.  It’s a problem that requires creative solutions.  What works for one company might not work for yours, and what works for one employee might not work for you.  We’ll have to find solutions on a case-by-case and business-by-business basis. With that being said, there is strength in numbers.  Try to collect information on what is most beneficial to as many employees as possible. Keep in mind how these solutions will help your company prosper. 

Some solutions companies are open to offering are more flexible schedules, reduced working hours, and pushed deadlines.  Another solution overwhelmed parents might feel compelled to negotiate for could be more paid leave or extended vacation time. 

Build a workplace support group

Support groups bring together people who have similar concerns or difficulties.  They enable participants to share their personal stories and offer helpful information. Not only can this help provide an outlet for stressors, but can offer a new level of support you never thought possible.

Babysitting co-op

Free babysitting does exist! Community babysitting co-ops have existed for decades and have had a resurgence.  If you’re looking to limit your child’s exposure while being able to get some solid work time, creating a co-op could be a solution.  In a co-op, children are watched by a trusted adult in exchange for the same service to be returned later.  

The Bottom Line

The reality is, raising children takes a village. 

Overall, offering parent-friendly solutions is beneficial for both employers and employees.  But businesses are most concerned about their bottom line.  If you work for a small or mid-sized company, they may be unsure about what options are available to them. Whatever solution you present or try to negotiate for, continuously express how it will benefit your employer.  Parent-friendly policies help mitigate the gender gap and create a culture of inclusivity.  During times of uncertainty, being flexible and innovative is necessary.