How Employers Can Help Expand Childcare Access

As affordable childcare remains a central issue this legislative session, lawmakers are considering various approaches to expand accessible for working families.

One proposal, SB 1, aims to implement the Tri-Share model statewide. Under this plan, businesses would be required to cover one-third of their employees’ childcare costs.

While the goal of the bill is commendable and achievable for larger businesses, it may not be reasonable for small businesses, many of which may lack the financial resources to absorb such expenses.

So, how can small businesses attract and retain talented employees, particularly parents, without straining their financial resources?

Although large scale solutions may be difficult to implement, there are several practical steps small businesses can take to support working parents and make their workplace more attractive.

The following suggestions were inspired by attending the When Women Lead event, where female CEOs from various sectors shared the practices they implement in their own Connecticut businesses.

Flexible Work Hours

One of the simplest and most effective ways small businesses can help employees with childcare responsibilities is by offering flexible work hours.

By allowing employees to adjust their start and end times, businesses give parents more control over their schedules.

For example, employees could start their workday earlier or finish later to accommodate school drop-offs and pick-ups.

This flexibility allows parents to manage their childcare responsibilities without needing to compromise their work performance. 

 Remote Work Options

If the nature of the business permits, offering remote or hybrid work options is another powerful tool for supporting parents.

Remote work eliminates the need for child care during working hours, offering parents the flexibility to balance their professional and family obligations.

While not all businesses can transition to remote or hybrid models, many can adopt some form of flexibility to accommodate employees’ needs. 

On-Site Childcare

For businesses that have the resources, providing on-site childcare or partnering with nearby childcare centers for discounted rates can be a game changer.

his can reduce the time and cost parents spend on arranging care, making it easier for them to focus on their work.

In cases where on-site childcare is not feasible, small businesses can also explore providing a stipend to help employees offset the cost of care, offering much-needed financial support.

Childcare Stipends

While it may not be feasible for all small businesses to provide full child care coverage, offering financial assistance in the form of subsidies or stipends can help alleviate the burden on working parents.

Even a modest subsidy can make a significant difference for employees, allowing them to access better options while managing professional commitments.

Conclusion

By offering flexible work arrangements, exploring partnerships with providers, and providing other parent-friendly support, small businesses can still play a key role in helping their employees balance work and family life.

Supporting parents in the workplace not only benefits employees but can also lead to improved employee satisfaction, retention, and productivity—making it a win-win for everyone.

For more information, check out this helpful toolkit.

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For more information, contact CBIA’s Jenna Grasso (860.244.1169).