Fortune 500 HR Leaders Say Flexible, Employer-Sponsored Child Care Benefits Are Essential for Employers in Today’s Market

Rhea-AI Summary

KinderCare Learning Companies (NYSE: KLC) has released its 2025 CHRO Perspectives Survey, revealing the critical importance of employer-sponsored child care benefits among Fortune 500 companies. The survey, conducted by The Harris Poll, shows compelling statistics: 85% of HR leaders believe these benefits reduce turnover, 86% say they help attract talent, and 82% report they enable professional excellence.

Key findings indicate that 84% of HR leaders anticipate increased demand for child care solutions, while 82% consider them important for return-to-office strategies. Despite 99% of Fortune 500 companies offering some form of child care benefit, challenges persist, including C-Suite convincing and budget constraints.

Looking forward, 89% of HR leaders plan to expand their child care offerings within five years. KinderCare, serving over 700 organizations nationwide, offers flexible solutions including subsidized tuition, priority enrollment, and on-site centers to meet diverse employer needs.

KinderCare’s 2025 Chief Human Resource Officers’ Perspectives Survey Highlights Growing Demand for More Customizable Child Care Solutions in the Workplace to Support Talent Retention and Recruitment

PORTLAND, Ore.--(BUSINESS WIRE)-- A new report from KinderCare Learning Companies, Inc. (NYSE: KLC) (“KinderCare”), the nation’s leading provider of high-quality early childhood education by center capacity, reveals that employer-sponsored child care benefits are a strategic necessity for Fortune 500 companies in the competition for top talent. The 2025 KinderCare CHRO Perspectives Survey, conducted by The Harris Poll, highlights human resources leaders’ recognition of the critical role child care benefits play in talent acquisition, retention, and employee well-being, while underscoring the urgent need for more flexible and customizable options.

Survey respondents overwhelmingly agreed on the significant value of child care benefits, with key findings including:

• 85% believe child care benefits reduce employee turnover
• 86% say these benefits help attract talent to their organizations
• 82% report that child care support enables employees to excel professionally
• 83% agree that child care benefits improve employee mental health

“Now more than ever working parents need flexibility and choice when it comes to child care,” said Jessica Harrah, KinderCare’s Chief People Officer. “As hybrid work models and return-to-office mandates continue to reshape workplaces, our data shows that employers also recognize the critical need for flexible child care benefits as 84% of HR leaders have experienced or anticipate experiencing increased demand for child care solutions from employees, and 82% identify child care benefits as a critical component of their return-to-office strategies.”

Barriers to Adoption and Opportunities for Growth

While eight in ten (81%) HR leaders agree that providing child care benefits increases employee productivity, they often face challenges in expanding these resources. Most (78%) report difficulty convincing the C-Suite of the long-term return on investment, largely due to a lack of clarity about employee needs and budget constraints. Additionally, HR leaders report a lack of employee awareness of current child care benefits even as 99% of Fortune 500 companies already offer some form of child care benefit.

The survey also revealed a disconnect between leadership priorities and employee expectations. While HR leaders rank child care benefits seventh in importance for competitive advantage, employees rank them third, according to KinderCare’s 2024 Parent Confidence Index.

“Accessible and affordable child care remains a necessity for working families,” said Dan Figurski, President of KinderCare for Employers and Champions. “The solution for employers doesn’t have to be complicated. At KinderCare, we work with more than 700 organizations of all sizes across the country to support their employees with child care benefits. We work with each employer to find a flexible solution that addresses the unique needs of their employees and works within their budget, whether that’s through subsidized tuition, priority enrollment at community centers, or even an on-site center at the employer’s location. With our national network of community-based early childhood education centers and our before- and after-school programs, we’re uniquely positioned to support organizations of all sizes as employers work to offer their employees the child care benefit that best suits their needs. And we’ve seen firsthand the impact that child care has on employees: they are generally happier, more engaged and more likely to stay with their employer.”

A Vision for the Future

Looking ahead, 89% of HR leaders plan to expand their child care offerings in the next five years, signaling a shift toward more inclusive, customizable benefits. KinderCare remains a committed partner in this journey, helping organizations design child care solutions that meet employees’ evolving needs.

To download the full 2025 KinderCare CHRO Perspectives Survey or learn more about KinderCare’s child care solutions, visit here.

Methodology

This survey was conducted online within the United States by The Harris Poll on behalf of KinderCare from July 30, 2024, to August 5, 2024, among 152 CHROs, CPOs, VPs, and Heads of HR of Fortune 500 Companies. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated.

About KinderCare Learning Companies™

A leading provider of early childhood and school-age education and care, KinderCare builds confidence for life in children and families from all backgrounds. KinderCare supports hardworking families in 40 states and the District of Columbia with differentiated flexible child care solutions:

• In neighborhoods, with KinderCare^® Learning Centers that offer early learning programs for children six weeks to 12 years old;
• In The Crème de la Crème™ School, which offers a premium early education experience using a variety of enrichment classrooms; and
• In local schools, with Champions^® before and after-school programs.

KinderCare partners with employers nationwide to address the child care needs of today’s dynamic workforce. We provide customized family care benefits for organizations, including care for young children on or near the site where their parents work, tuition benefits, and backup care where KinderCare programs are located.

Headquartered in Lake Oswego, Oregon, KinderCare operates nearly 2,500 early learning centers and sites. To learn more, visit KC-Learning.com.

View source version on businesswire.com: https://www.businesswire.com/news/home/20250115469640/en/

Colleen Moran

KinderCare Learning Companies

503-872-1300, opt. 3

media@kindercare.com

 

 

Source: KinderCare

FAQ

What percentage of Fortune 500 HR leaders plan to expand child care benefits by 2025 according to KLC's survey?

89% of HR leaders plan to expand their child care offerings in the next five years, according to KinderCare's 2025 CHRO Perspectives Survey.

How many organizations does KLC currently support with child care benefits?

KinderCare works with more than 700 organizations across the country to support their employees with child care benefits.

What percentage of Fortune 500 companies currently offer child care benefits according to KLC's survey?

99% of Fortune 500 companies already offer some form of child care benefit.

How do child care benefits impact employee turnover according to KLC's 2025 survey?

85% of HR leaders believe child care benefits reduce employee turnover.

What percentage of HR leaders report increased demand for KLC child care solutions?

84% of HR leaders have experienced or anticipate experiencing increased demand for child care solutions from employees.

What are the main barriers to expanding child care benefits according to KLC's survey?

The main barriers include difficulty convincing the C-Suite of long-term ROI, lack of clarity about employee needs, and budget constraints.