3 Ways To Offer Affordable Child Care Benefits for Your Employees

A recent study released by a small business association underscores a growing problem for business owners: Child care issues are impacting their ability to grow and retain good talent.

 

Recent research highlights how significantly child care challenges affect both employees and employers. A 2026 study found that more than 60% of working parents have had to leave work early, arrive late, miss work or become distracted at work because of child care issues. The same report estimates that child care challenges cost the U.S. economy $172 billion annually in lost earnings and productivity. Additionally, nearly 90% of parents say finding available child care is a challenge, underscoring why many businesses are exploring ways to better support working families.

 

As business owners, we need to respond to this issue. Many of our employees come from families with two working parents. People don’t just need time off to visit schools and take their kids to the doctor. They also need financial help to pay for day care, summer camps and other activities, especially as some school systems — most recently Pennsylvania as well as many other states — are passing or considering legislation to offer four-day school weeks in order to attract more teachers.

 

Helping working parents can also benefit employers. Child care disruptions contribute to billions of dollars in lost productivity each year, while employers that support working families can help reduce absenteeism, improve retention and create a more supportive workplace.

 

What can we do to support our employees who are dealing with significant childcare costs? There are three strategies that you should consider, all which provide help from the federal government.

The first is reimbursing for childcare expenses. The IRS allows you to reimburse an employee for up to $5,000 per year to help pay for qualified childcare expenses, which includes preschool, summer day camp and after-school programs. To do this, you’d need to start a formal plan that’s available to all your employees (not just yourself and family members). From there, decide how much you’ll reimburse each year — it doesn’t have to be the full $5,000. You get a deduction for the reimbursement up to that amount, and the employee doesn’t get taxed.

 

Depending on your resources, you may want to consider providing your own childcare facility, or paying for access to an existing one. Thanks to the Employer-Provided Childcare Tax Credit, which was established in 2001, you can get up to a $150,000 annual credit against the taxes you owe to help offset the costs of building and operating your own childcare facility or paying for access to another facility.

 

To take advantage of this credit, you can claim 25% of your expenses for providing onsite child care or contracting with a qualified offsite childcare facility. This includes the costs of acquiring, constructing, rehabilitating or expanding any property used as a qualified childcare facility. You then need to provide training for employees, scholarship programs for children, or offer higher salaries for advanced childcare professionals.

 

I know that this might sound like a big effort, but some companies partner together to do this and share costs. Another alternative is contracting with a qualified facility. You can also claim 10% of your expenses if you contract with a resource and referral service that helps employees find child care.

 

If an employee has qualified childcare expenses (i.e. day care, babysitters, after-school programs, day camps) beyond what you’re reimbursing or providing through a facility, they can also take advantage of the independent childcare tax credit. This credit can be used to offset the taxes they owe. 

 

But have you dug deeper into the credit calculation? Hold on to your seat.

 

You’ll see what I mean when you take a look at Form 8812, which taxpayers must complete in order to claim the credit. There are numerous eligibility requirements and income limitations that make for a pretty complex calculation. Some legislators are pushing for an expansion of the credit to cover more families, which is great, but will create more questions and add complexity.

 

So how can you help your employees? You can educate them.

 

Consider paying for a tax professional or certified public accountant to consult and teach employees who may be eligible on how to utilize the tax credit. I have some clients that pay their accountants to do this and their employees are grateful for the added help. 

 

Healthcare, retirement and flexible work arrangements (including vacation) lead the list of the most requested employee benefits. But childcare benefits are also growing in popularity. In these times of tight labor, the strategies above can help you provide childcare benefits to your people, which in turn will lead to a more productive, loyal and — hopefully — expanding workforce.