Juggling work and holidays: Childcare strategies for working parents

The holiday season is upon us, bringing joy and celebration along with a major, often an unseen stressor for many families. When schools and daycares close for the winter break, finding temporary childcare becomes a daunting task, especially for those without family nearby to help. And, as many childcare centers do not prorate fees for days off, families end up paying double childcare costs, adding to an already hefty list of holiday expenses.

From scheduled to scrambled

As a mother of two and a leader of a company with many employees who have younger children, I can truly attest to the struggle of childcare during the holidays. I have a number of employees whose regular childcare arrangements are unavailable for 10 to 15 days in December and January, and while Upwards offers employer-sponsored childcare benefits, unlimited PTO, flexible schedules, and a remote-first policy to our employees, many working parents do not have those options.

Every year we see a spike in requests for nannies, babysitters and drop-in care on our platform right before Thanksgiving and until New Year. The same trend applies for backup care requests from employees whose companies offer childcare benefits through Upwards.

Families scramble to fill the days when they still have to work, but their childcare providers go on break. While home daycares might only close for a few days, most childcare centers shut their doors for a week or longer. For public schools it is common to go on break from December 22 until January 5 all across the country. While camps have waitlists and many drop-in care centers only accept kids under age five, many families of school-aged children are arguably the ones hit the hardest when it comes to juggling work and childcare during the holidays.

Creating a holiday miracle for working parents

How can we, as employers and HR professionals, foster a more supportive environment for our working families during the holidays? While major changes may be too late to implement now, there is still time to demonstrate empathy, improve communication, and learn from your employees to inform policy and benefits improvements for next season.

Communication is key

The first step you can take as an employer is to encourage open communication about work schedules and childcare needs. Providing a safe space for employees with caregiving responsibilities creates a new level of trust and shows empathy. You want to make sure that they feel comfortable asking for help if they feel stressed or overwhelmed with childcare, and can rely on your team members and leaders for support. Consider sending out a company-wide announcement to signal your understanding of childcare struggles during this time. Set an example, by encouraging company leaders to openly share their own childcare arrangements and concerns.

No one-size-fits-all solution

Creating a truly family-friendly environment during the holidays means embracing work-life integration. Flexibility is the name of the game. For working families during the winter break, this might mean having access to additional paid time off or being able to set their own work hours.

Not every industry can allow for remote work, but there is more to flexibility than working from home. If temporary remote work is possible, consider giving employees the option to do so during the holiday season. Other ways to promote a flexible culture include flexible scheduling, asynchronized work, allowing job sharing duties to team up for big projects, or, if both caregivers work at the same company, permitting them to work alternate shifts.

If you want your employees to feel valued, allowing this additional flexibility during the holiday season will truly make you an HR hero, boosting morale and loyalty.

Give the gift of childcare

Recognizing the increased financial strain of childcare during holidays goes a long way. As I said, many families double their childcare expenses during this time, having to pay for both their regular care and backup sitter during the 6-10 days of work. Now, let’s do some calculations. With average daycare costs ranging from approximately $230 to $500 a week across the county, holiday childcare expenses can easily add up to $1,000 or more.

So what type of employee childcare benefits are the most useful over the holidays? Besides a Dependent Care FSA and backup care that are most common in today’s employee benefits packages, Upwards’ data shows that these are being utilized by working families the most:

• Childcare assistance: This program assists employees with finding and accessing quality, affordable childcare. A dedicated care manager helps employees set up tours, meet caregivers, complete enrollment, and get started, whether that drop-in or regular care.
• Childcare stipend/subsidy: This option pays for a portion or the entirety of an employee’s childcare expenses. Tuition support programs are more flexible than backup care and can be customized to best fit the needs of working families.
• Babysitters and nannies: The flexibility, and in-home care that babysitters provide are ideal childcare solutions for many families, especially for short-term holiday needs. Employers could make life easier by providing access to platforms that help employees match with vetted babysitters and nannies.

Related: Flexible childcare benefits offer a critical competitive advantage

The result? Team well-rested for the year ahead.

Companies go above and beyond to show employees they’re appreciated around the end of the year with holiday parties and gifts. But for working families, feeling truly seen and heard often gets buried under the festive flurry. Employers that nail childcare support over the holidays and beyond will strike gold. Imagine a team returning from the holidays refreshed and energized, ready to tackle the new year with renewed dedication? That’s the power of genuine employee support.

Jessica Chang, CEO and Co-Founder of Upwards