Childrencare benefits should be available to both men and women equally

Photo of author
Written By NewtonPatterson

Lorem ipsum dolor sit amet consectetur pulvinar ligula augue quis venenatis. 

To ensure equal advancement opportunities, all employees should have access childcare benefits, regardless of gender. Women workers can get a huge morale boost by receiving childcare benefits.

Nearly 6 out 10 men (59%) think that people in their company have a fair shot at advancement. Only 43% agree with this sentiment.

Offering childcare benefits can help women feel more confident, particularly if they know that all employees have the opportunity to progress.

Braun stated that basic benefits such as paid parental leave or back-up care have a significant impact on employee engagement. Braun believes many women are “putting themselves on the shelf” because they don’t get enough childcare support from their employers.

Braun states that many women feel that taking time off to pay for childcare is too hard and hinders their ability to move up the ladder.

Both men and women appreciate childcare benefits, even though they are more important for women.

Flint stated, “If it means that their spouse can work and financially support the family’s financial needs, it is a win for all.”

In a home where both parents work full time, childcare is likely to be a valued and appreciated benefit.

Employers can save money on childcare by offering Childcare Savings Accounts

Every family has different childcare needs. Employers of all sizes can be offered a Dependent Care Flexible Savings Account (DCFSAs). This allows parents to choose the best childcare benefits for their family.

Employers and employees can each contribute $2,700 to a worker’s DCFSA. These tax-free contributions can be partially or entirely subsidized by businesses. Employees can also have a savings account that can be used for childcare-related expenses.

13 percent of women (13%) are unhappy with the services provided by their childcare company. Four times as likely as men (3%) are women to be unhappy with the childcare services offered by their company.

Because they have to take care of their children, women are more likely than men to be vocal about the benefits to their families.

Working mothers are eight times more likely to care for sick children than their male counterparts.

Because they let parents choose the benefits they want, childcare savings accounts can be a great option for businesses.

Imagine Shelly’s experiences as a small-business owner. Shelly employs a few children, but she doesn’t have the resources to run an in-office daycare facility or offer large cash subsidies for working parents.

Shelly can contribute up to $2700 annually to each of her parents through flexible savings accounts. Shelly can match up to $2,700 of the employee’s limit. She will contribute $1,000 for each $1,700 that an employee makes, for instance.

Her contribution rate can be adjusted according to her business’s profit, and her employees have the right to choose which benefits they are most important.