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Supporting Working Parents Through Employee Discount Programs

For the more than 30 million working parents in the U.S., the past five years have been marked by rapid change and adaptation. The COVID-19 outbreak in 2020 dramatically reshaped daily life, forcing a convergence of professional and parental responsibilities within the home. Although this shift presented formidable challenges—balancing Zoom meetings with homeschooling and managing work deadlines amidst family demands—it also offered unexpected benefits. Working parents gained more quality time with their children, and the flexibility of remote work allowed for more adaptable childcare arrangements. For parents of the millions of babies born between 2020 and 2024, this blended dynamic of work and family life is all they’ve ever known.  

However, as more companies begin implementing return-to-office plans, this new normal may be coming to an end and many working parents are discovering that the level of support they’ve grown accustomed to is no longer guaranteed. While HR leaders continue to champion enhanced childcare benefits, their efforts are hitting a roadblock at the executive level. According to a recent KinderCare survey, nearly 80% of Fortune 500 CHROs report difficulties convincing the C-Suite to expand employer-sponsored childcare offerings, with the primary obstacle being concerns about return on investment (ROI).  

But the data tells a different story.  

 

The ROI of Childcare Benefits 

Despite hesitation from the C-Suite, HR leaders strongly advocate for the expansion of childcare benefits, recognizing their critical role in workforce stability and engagement. Findings from the same KinderCare survey highlight just how valuable these benefits can be: 

  • 86% believe that offering childcare benefits is instrumental in attracting top talent. 
  • 85% report that these benefits play a critical role in reducing employee turnover. 
  • Nearly two-thirds identify them as a key component of their talent acquisition strategies. 

Beyond expert opinions, quantifiable data reinforces the value of these benefits. An analysis conducted by Moms First and the Boston Consulting Group revealed that childcare benefits can yield an impressive ROI of up to 425%. Drawing on HR data, employee interviews, and surveys from five participating companies, the study demonstrated measurable gains in employee retention, enhanced productivity, and decreased absenteeism. Additionally, these benefits contribute to higher morale among working parents, fostering greater employee engagement and long-term loyalty.  

However, even with clear evidence showing the substantial ROI of childcare benefits, HR leaders still face other challenges in their efforts to support working parents. 

 

Other Barriers to Expanding Childcare Benefits 

While concerns about ROI remain a significant hurdle, HR teams also face the ongoing challenge of managing limited benefits budgets. With a finite pool of resources, they must make tough decisions about which programs to prioritize, often having to weigh childcare benefits against other pressing employee needs – particularly healthcare.  

According to a recent Mercer survey, despite escalating healthcare costs, most employers are committed to maintaining or selectively enhancing health benefits in 2025, with a particular focus on areas such as reproductive health and GLP-1 medications. While these investments are essential for employee well-being, the rising costs associated with healthcare often divert resources away from other critical benefits, including childcare support. 

However, benefits teams are not without viable alternatives, and employers can still make a meaningful impact in supporting working parents through creative and cost-effective strategies. 

 

Leveraging Employee Discount Programs to Support Working Parents 

For companies unable to expand formal childcare benefits, employee discount programs offer a practical and flexible solution to ease the financial burdens faced by working parents. The U.S. Department of Labor’s National Database of Childcare Prices reports that families spend between 9% and 16% of their median income on full-day care for one child. This can often equate to costs comparable to or exceeding monthly rent. The high costs are a major burden for working parents, particularly those in lower-income brackets, where childcare expenses can consume an even larger portion of their earnings.  

Employee discount programs frequently partner with local and national childcare providers, offering significant savings on daycare, after-school programs, tutoring, and babysitting services. These discounts can translate into thousands of dollars in annual savings, making a tangible difference in financial stability for many families. Additionally, the flexibility of these programs allows parents to choose options that best align with their schedules and caregiving preferences, ensuring a personalized approach to childcare support that wouldn’t be possible with one universal offering. 

Of course, the financial demands of raising a child extend far beyond daycare and babysitting costs. Parents are faced with a constant stream of expenses that can quickly add up, and employee discount programs can provide much-needed relief by helping working parents manage these ongoing costs more effectively. Let’s look at a few examples: 

  • Diapers: The annual cost of disposable diapers for one child averages around $840. This recurring expense can quickly add up, especially for families with multiple young children. Employee discount programs can offer partnerships with major diaper brands and retailers, providing bulk purchase discounts or coupons that ease this financial burden over time. 
  • Formula: With an average yearly cost of $1,700, formula represents another significant financial commitment. For families with infants who rely exclusively on formula, these costs can be even higher. Discount programs often include savings on both regular and specialized formula types, helping families manage the cost while ensuring their babies receive the nutrition they need. 
  • Toys: Families spend approximately $580 per year on toys, totaling close to $6,000 by a child’s tenth birthday. Beyond just entertainment, toys contribute to a child’s cognitive and social development. Discount programs can help manage these costs effectively by offering deals on educational toys, seasonal items, and even subscription services that deliver age-appropriate toys regularly. 
  • Essential Gear: High-cost items like car seats and strollers, which can exceed $500, are non-negotiable for safety and mobility. These items also need to meet strict safety standards, often making the most reliable products the most expensive. Employee discount programs can provide exclusive deals on trusted brands, bundle offers, or seasonal sales, offering significant savings without compromising on quality and safety. 

 

Maximizing the Impact of Discount Programs 

To fully leverage the benefits of employee discount programs, employers should take a strategic approach that goes beyond simple implementation. This involves actively promoting the program, regularly evaluating its effectiveness, and ensuring it aligns with the evolving needs of working parents. A well-managed discount program can significantly enhance employee satisfaction, reduce financial stress, and contribute to a more supportive workplace culture. Let’s go over a few tips: 

  1. Promote Awareness: Proactively raise awareness among working parents about the availability and advantages of the discount program. Often overlooked in benefits communications, these programs can be underutilized simply because employees aren’t aware of them. Use targeted communication channels, regular reminders, and onboarding materials to keep the program top of mind. 
  2. Gather Feedback: Actively seek feedback from employees to pinpoint the areas where support is most needed. Conducting regular surveys or focus groups not only helps tailor the discount program to better meet parents’ needs but also generates valuable insights that can strengthen the case for broader childcare benefits. 
  3. Measure and Communicate Impact: Consistently track and analyze the program’s effectiveness through key performance indicators such as reduced absenteeism, lower healthcare costs, improved productivity, and higher employee retention rates. Presenting this data clearly and effectively can help build a compelling business case for the C-Suite, highlighting the tangible ROI of supporting working parents. 

By creatively utilizing employee discount programs, companies can provide meaningful support to working parents, fostering a more engaged, productive, and loyal workforce. 

Empower Your Employee Caregivers with Discount Programs

Elderly man and young woman smiling while sitting on a sofa, holding mugs

Employee leave requests rose in 2024 for the third consecutive year, according to a recent report by AbsenceSoft. While injury and illness recovery (57%) and managing mental health challenges (47%) topped the list of reasons, caring for an aging parent (37%) emerged as the third most common driver. This trend underscores the growing pressures on employees balancing work with caregiving responsibilities. 

More than 48 million Americans currently serve as unpaid family caregivers, a number that is poised to grow as the Baby Boomer generation continues to age. With approximately 10,000 Baby Boomers turning 65 each day, the demand for caregiving is set to reach unprecedented levels over the coming years. 

Employees who are also caregivers face a unique set of challenges that significantly impact their physical, mental, and financial well-being. Studies show that caregivers experience higher rates of physical and mental illness compared to non-caregivers, yet they often place their own health needs on the back burner. Financially, the situation is just as demanding. U.S. caregivers contribute an estimated $600 billion in unpaid labor annually, while also shouldering substantial out-of-pocket costs to ensure their loved ones receive necessary care. 

As caregiving responsibilities continue to rise, employees are increasingly looking to their employers for meaningful support and resources to help them manage these competing demands. 

 

The Growing Impact of Caregiving on Employers

Employers are increasingly feeling the impact of caregiving demands, and the effects extend well beyond accommodation requests. The growing trend of employees juggling work and caregiving responsibilities presents significant challenges to workforce stability and productivity. According to a recent report from AARP and S&P Global: 

  • 67% of family caregivers have difficulty balancing their jobs with caregiving duties. 
  • 27% of working caregivers have shifted from full-time to part-time work or reduced their hours, and 16% have turned down promotions. 
  • 16% have stopped working entirely for a period of time, and 13% have changed employers to meet caregiving responsibilities. 

Clearly, as the population continues to age, employers will have to implement policies and benefits designed to retain this critical segment of employees in the workforce. But that’s easier said than done. 

 

Barriers to Offering Caregiver Benefits

Despite the growing need, many employers face significant challenges in implementing caregiver benefits. Rising healthcare costs, ingrained workplace norms, and the lack of regulatory mandates create obstacles that make it difficult to introduce new support programs. While employers recognize the importance of offering these benefits, balancing financial constraints and cultural shifts within the workplace can be a complex task. Here are some of the primary challenges they must navigate: 

  • Cost: Subsidized eldercare, paid caregiver leave, or access to caregiving resources can be expensive to implement and maintain. For smaller companies or those with tighter budgets, these costs may seem prohibitive compared to more traditional benefits. A report by Mercer highlighted that the cost of employer-provided healthcare has grown by an average of 6.5% annually, leaving many organizations struggling to balance budgets while also considering the addition of new benefits like caregiving support. This financial strain and focus on cost containment underscores the difficulty employers face in expanding their benefits offerings. 
  • Cultural Stigmas: Some workplaces still harbor cultural stigmas around discussing caregiving responsibilities. Employees may worry about being perceived as less committed or capable if they admit to caregiving challenges, reducing demand for benefits and deterring employers from offering them. According to the Harvard Business Review, nearly 60% of employees feel uncomfortable discussing caregiving responsibilities with their employers, highlighting the critical need for cultural shifts that normalize these conversations.
  • Lack of Regulation or Mandates: In the U.S., there is no federal mandate requiring comprehensive caregiver support. Without a regulatory push, many organizations deprioritize these benefits in favor of compliance-focused initiatives. Comparatively, countries like Germany and Japan have implemented national policies to support caregiving, illustrating a gap that leaves U.S. employers to navigate this complex issue largely on their own. 

 

Leveraging Employee Discount Programs to Support Caregivers

For companies unable to provide dedicated caregiving benefits, an employee discount program can serve as a meaningful and cost-effective way to assist employees. While they can’t replace a purposeful employee caregiving strategy, these programs can offer immediate assistance that addresses many of the unique challenges caregivers face. Here’s how these programs can help: 

Elder Care  

The median cost of an in-home health aide in the U.S. is $5,148 per month—a significant financial burden for many employees. Discount programs can provide access to reduced costs for elder care services such as home health aides, senior transportation, or respite care. These savings can help employees manage the high cost of providing quality care for aging loved ones without sacrificing their own financial stability. According to Genworth’s 2023 Cost of Care Survey, long-term care costs have increased by 4-5% annually, underscoring the importance of financial relief for employees. 

Child Care  

More than 37% of caregivers also care for children or grandchildren under the age of 18, making them part of the “sandwich generation.” Juggling the needs of children alongside caregiving responsibilities for older relatives can be overwhelming. Discounts on childcare services, including daycare, after-school programs, and summer camps, can help ease both the financial and logistical challenges these employees face, giving them valuable time to focus on other responsibilities. 

Medical Supplies and Equipment 

Not all medical supplies and equipment—such as walkers, wheelchairs, specialty beds, or adaptive devices—are covered by insurance. These uncovered items can cost caregivers thousands of dollars annually, and The National Alliance for Caregiving notes that 45% of caregivers use their personal savings to cover these costs. Discount programs that offer reduced prices for essential medical equipment or partnerships with suppliers can make a significant difference, helping employees ensure their loved ones have what they need without creating unmanageable financial stress.  

Financial Planning Tools 

Roughly 90% of physical caregivers are also financial caregivers, responsible for managing their loved ones’ expenses and navigating complex financial decisions. Given the high costs associated with caregiving, access to financial planning tools, workshops, or consultations through a discount program can empower employees to better manage their budgets, reduce financial strain, and prepare for future expenses more effectively. Studies indicate that caregivers who receive financial guidance are 27% more likely to feel confident about their ability to manage caregiving costs. 

Health and Wellness Resources 

The physical toll of caregiving is significant, with three-fifths of caregivers reporting fair or poor health, chronic conditions, or disabilities. Encouraging caregivers to prioritize their health is crucial. Discounts on gym memberships, fitness equipment, or wellness retreats can motivate employees to stay active and focus on self-care. Additionally, partnerships with wellness coaches or nutritionists can provide caregivers with personalized guidance to maintain their physical well-being. A recent study by the Caregiver Action Network revealed that caregivers who engage in regular physical activity report a 40% improvement in overall mental health. 

Mental Health Resources 

Caregiving often leads to “caregiver burnout,” a state of physical, emotional, and mental exhaustion caused by the constant demands of managing another person’s well-being. This burnout can negatively impact not only the caregiver’s mental health but also their overall productivity at work and quality of life. Offering discounts on counseling services, mental health apps, or wellness programs can be a lifeline, helping caregivers build resilience, cope with stress, and regain balance in their lives. Providing access to virtual therapy or support groups can also make it easier for caregivers to seek help within their busy schedules. 

Everyday Essentials 

According to a study by the TIAA Institute and the University of Pennsylvania School of Nursing, the average caregiver’s uncompensated expenses total more than $7,000 annually. These costs often include groceries, household goods, and other essentials. Discount programs that offer savings on these everyday items can alleviate some of the financial strain, allowing caregivers to redirect their limited resources toward other critical needs. 

 

Educating Employees About Discount Programs

To truly maximize the impact of an employee discount program, employers must take intentional and proactive measures to ensure their workforce is both aware of these benefits and confident in how to use them. It’s not enough to simply offer a discount program—it requires consistent communication, clear guidance, and active promotion to highlight its value and accessibility. By fostering awareness and engagement, employers can transform their discount program into a powerful tool that directly supports caregiving employees. Here are a few actionable strategies: 

  1. Assist Employees Requesting Accommodations. When employees request accommodation for caregiving reasons, make sure they’re informed about how the discount program can help them. Personalized guidance during these discussions can make a significant difference. 
  2. Connect with Employee Resource Groups. Proactively engage with relevant employee resource groups to share information about the benefits of the discount program and how it supports caregivers. These groups can also serve as a valuable channel for gathering feedback to improve the program. 
  3. Incorporate Caregiving Benefits into Communications. Given the expected increase in caregiving responsibilities over the coming years, include information about how the discount program can assist caregivers in your standard benefits communications plan. Use newsletters, intranet updates, and dedicated webinars to ensure employees are aware of these valuable resources. 

By leveraging employee discount programs and raising awareness about their benefits, employers can better support employees who are also caregivers, enhancing both retention and employee well-being in the process. 

How PerkSpot Makes Gift Giving Easy

Gift giving can be can be time-consuming and sometimes challenging depending who you’re shopping for. Finding the perfect gift requires thoughtful consideration, research, and sometimes a little bit of creativity. Not only that, but gifting is year round with holidays and special occasions like graduation. With an employee discount program like PerkSpot, not only will you save money but you’ll also save time with gift guides and buying guides at your fingertips. We’ve taking a closer look at just how hassle-free gift giving becomes when you partner with PerkSpot.  

Endless Gift Options to Choose From 

One of the advantages of shopping through an employee discount program like PerkSpot, is the extensive variety of gift options. Whether you’re looking for electronics, rental cars, home décor, or even experiences like theme parks and travel, PerkSpot has it all. With access to hundreds of big-name brands, you can easily browse through a diverse range of products and services, ensuring that you find the perfect gift.  

Exclusive, Unbeatable Deals 

What makes PerkSpot differ from our competitors? Our offers are exclusive and unmatched in the market, meaning you can’t find them anywhere else. These discounts can be a lifesaver, especially when you’re shopping for multiple gifts or looking for high-end items that might otherwise be out of your budget. With PerkSpot, you can stretch your gift-giving budget further, allowing you to give something you might not have had the means for without it.  

Convenience and Time Savings 

Shopping for gifts can be a time-consuming task, especially during busy holiday seasons or special occasions. We understand the value of your time and simplify the entire process. By providing a personalized platform where you can explore brands and make purchases from the comfort of your own home, we eliminate the need to visit multiple stores or spend hours browsing online. Not only that, but our member’s receive weekly email communications with weekly perks, hand-picked gift guides, and tips to help them save. 

Versatility for Various Occasions 

Whether it’s a birthday, anniversary, graduation, or holiday celebration, PerkSpot has an unmatched deal for you. Our flexibility ensures that you can find the right gift for any event, ensuring that your gestures are well-received. From fresh flowers to a personalized watch, no matter the occasion you will find what you’re looking for.  

The way we approach gifting has been simplified with employee discount programs. With tons of options, exclusive discounts, convenience, and versatility, PerkSpot simplifies the process, making it easier and more enjoyable than ever before. Say goodbye to gift-giving stress and embrace the convenience of PerkSpot for a memorable and meaningful gift-giving journey. 

Interested in getting started today? Let’s meet and go over the details.  

Featured Post: At These 5 Companies, Interns Never Fetch Coffee

Built In Chicago sat down with companies in the area in search of internships that offer an experience with a real impact. To do so, former interns and full-time employees who oversee the programs shared details on what their internships entail.

PerkSpot HR Specialist, Lexi Vassallo, shared what our internship program looks like, discussed some of the coolest projects interns worked on, and walked through how our internship has helped interns grow professionally and kickstart their careers.

Lexi shared, “Our program is designed to give our interns real-life working experience and tools that they can utilize in their future careers.”

View the full article here.

Are you interested in an internship with PerkSpot in the future? Stay tuned for our open positions on our careers page and see highlights from last year’s program. Check out our other open roles in the meantime!

The Importance of Recognizing Women’s History Month

Did you know that the windshield wiper, disposable diapers, and the dishwasher were all invented by women? Women’s History Month, celebrated annually in March, is a month to recognize and celebrate the social, economic, cultural, and political achievements of women. But why is this so important? We’re taking a closer look. 

Women have been fighting for equality throughout history. 

In 1908, over 15,000 fearless women marched through New York City demanding shorter hours, better pay, and voting rights. But that wasn’t the beginning of the struggle, it had been going on for decades prior. Even then, it wasn’t until the 19th Amendment in 1920 that women were finally granted the right to vote in the United States. No matter the problem at hand, women are relentless and will fight for their rights! 

Women have invented some of life’s greatest tools.  

Some of our everyday items that we rely on, were invented by innovative women. In 1812, Tabitha Babbitt invented the circular saw after noticing people were having trouble cutting wood with a pit saw. The life raft? Invented by Maria Beasly in 1882. Coffee filter? You can thank Melitta Benz for that next time you brew a batch. 

Inequality is still very present. 

Unfortunately, inequality still exists both in the United States and worldwide. According to a study in 2020, it would take an extra 42 days of work for women to earn what men did. The factors that contribute are educational attainment gaps, occupational segregation, and overall work experience. Women’s History Month is a great opportunity to join the charge and fight for equality! 

It’s an opportunity to celebrate the women in your company. 

There’s plenty of ways to celebrate this month, whether it’s observing a day off work, taking your co-workers out to lunch, or a little gift to say thank you. Take time to reflect and encourage engagement and collective action in advancing women’s equality. Everyone, everywhere can play a part. 

You can show support by encouraging shopping women-owned and founded businesses. 

What better way to support women directly than encouraging shopping and supporting businesses with fierce women leaders? There’s thousands of ways both nationally and in your local community that you can take advantage of. Encourage your employees by providing them with a list of your favorites! Not only that, but offer your employees savings while shopping by providing access to an employee discount program

Remember, advocating for women should be done everyday, not just this month. There’s always time to show support and celebrate the women in your life. Learn more about what HR professionals can learn from powerful women today! 

PerkSpot Made The List: Built In’s Best Places To Work Chicago

Each year, Built In’s Best Places to Work Awards Program gives recognition to companies who offer the best total rewards and compensation packages among their peers. With a mission to inspire others to love where they work, our dedication to employee satisfaction starts right here. 

With a name like PerkSpot, it goes without saying that perks and benefits are a big deal to us. While not the full list, here’s a rundown of some of the highlights:

Comprehensive Insurance Benefits

Your health and wellness is our top priority. We offer a broad range of options for health insurance through Blue Cross Blue Shield. We also have outstanding dental and vision insurance. All insurance benefits are effective on your first day of employment. In addition, we also offer 100% employer-paid short-term and long-term disability insurance.

Paid Time Off

PerkSpot’s PTO policy empowers you to take the breaks you deserve, because we don’t set a fixed limit for PTO each year! Whether you’re taking a trip to Europe or taking a few days off to recharge, we encourage you to take the time off you need to be at your best.

Paid Parental Leave

Primary and secondary caregivers are afforded special leave time to care for and bond with their new child, paid at 100% of their current salary.

401(k)

PerkSpot provides a full 401(k) plan through Principal Financial Group, including matched contributions to help you reach your retirement goals. Through our partnership with Holberg Financial, you’ll also have access to exclusive, free financial planning services.

Flexible Remote Work

Flexible work options are part of PerkSpot’s dedication to a remote-first environment. Whether you reside in Chicago or elsewhere, all PerkSpotters are given the option to work remotely as they choose. We also offer a one-time reimbursement allowance for new hires to help ensure you have a home office setup that helps you work safely and productively.

Perks & Discounts

Whether you’re looking to save on a new TV, a trip across the country, or everyday expenses, we’ve got you covered with access to our steep, exclusive discounts offered through the PerkSpot platform.

Check out the full list of award winners here

We’re proud of what we’ve accomplished, but here at PerkSpot our eyes are focused on the future. Click here to learn from a few PerkSpotters about our recent growth, the tangible impact of their work every day, and why it’s such an exciting time to join the team.

Ready to join one of Chicago’s best places to work? Check out our open roles and apply today!

Constructing Hybrid Communication Streams that Work

hybrid era communication

Hybrid workplaces have come with a host of benefits, but these new methods of organization have also led to new challenges. One of the most prevalent issues faced by evolving hybrid companies is the opening of new avenues of communication. When a hybrid worker has to sort through videoconferencing, email, slack, and in-person meetings, it can easily become overwhelming. Doubly so if different information streams are delivering inconsistent information! 

In-person meetings are a great way to deliver important information and boost social cohesion in the workplace. Conversely, if teams that collaborate are in the office on different days,  videoconferencing meetings might occur despite being physically available. 

This opens up additional unnecessary communication streams that can contribute to overwhelming an employee. Additionally, if flexibility is a key aspect of your hybrid model, you may develop a culture of workplace proximity bias. Employees who frequently come in and hold face-to-face conversations can be prioritized in the flow of information and favor. These problems should not be taken lightly, poor communication and preferential bias can easily cause inefficiency within the organization.

Hybrid Communication Solutions

So how can communication be effectively managed in a hybrid environment? The absolute most important thing to do in the evolving hybrid workplace is to act with intentionality. Pay attention to not just what employees are communicating, but also how they are communicating; especially if teams or individuals are closely collaborating, it’s vital to take the initiative and organize scheduling efforts so that closely affiliated co-workers are in the office at the same time, cutting down on the number of open communication channels. 

This is also an area where Human Resources can really step in and be a big help. HR check-ins are important for taking the pulse of employees in general. In the hybrid era they can be extra important. Some effective simple solutions include organized collaboration and clear channels of communication. If one employee prefers acting on emails and another prefers in-person discussion, HR might serve both to remind others to communicate over e-mail when sending information digitally while encouraging relevant teams to come into the office for in-person collaboration on one specific day.

Flexibility Vs. Communicative Efficiency

One of, if not the most serious problem facing hybrid communication structures is the seemingly direct conflict of allowing employees flexible work-from-home schedules against the need to have employees in the office on the same days to cut down the number of open streams of communication. While it can be a challenge to get employees to come in when they have control, it’s possible. 

To encourage employees to come in on certain dates, consider hosting in-person events that coincide. These can be anything from a simple happy hour at the end of the work day to a yoga class. What matters is that these events are clearly communicated to employees as an incentive to come into the office. Plus, unique events like these are a fantastic and often inexpensive way of boosting morale! It’s easy to give workers a fun incentive to build their schedule around. You’ll be able to retain a high level of employee flexibility while making sure collaborators are in the office at the same time.

While communication management has certainly become more challenging in the hybrid era, the new difficulties it poses are far from insurmountable. And even the challenges it does provide are significantly outweighed by the benefits, in flexibility and work-life balance among others. Through intentional action and providing incentives that direct employees into the office intelligently, you can cut down on the ballooning amount of communication channels available to employees and, in doing so, curb sensations of being overwhelmed before they even start. An easier way to provide employee stress solutions is through helping their financial security – an ask that PerkSpot can help with, if you’re interested in scheduling a demo to hear how we can save employees money and help promote positive internal culture.

Child Care Benefits To Add To Your List This Year

Being a parent is a rewarding and exciting part of life, but it also comes with responsibility and added costs. In fact, fifty-seven percent of working families spent more than $10,000 on child care in 2020. As an employer, there is more that can be done to support your hard working employees entering a new chapter in their lives. We’re highlighting a few of the different benefits that employers are adding to their list this year. 

Onsite Child Care 

Although not a new benefit, companies are implementing onsite care in growing numbers over the recent years. There are plenty of benefits to providing this option, especially if your team is in office. Employees have reported a sense of security having their children close by, and time savings with less time spent on drop off/pick up, an increase in productivity due to less days off caring for their child, and an increased sense of community with other employees with children. 

Paid Parental Leave 

Paternity leave policies have improved, but a reported 70% of men in the US take fewer than 10 days parental leave, according to a Department of Labor survey. It’s been shown that paternity leave provides lasting benefits, not only for fathers but children and mothers too. With businesses around the world jumping on the bandwagon and providing paternity leave policies, make this the year that your company joins the movement. 

Impactful Child Care Discounts 

Child care is pricey. There are a lot of new expenses when you add a new member to your family including healthcare, transportation, food, clothing, housing, daycare and so much more. A simple and effective way to provide support for your employees is to implement an employee discount program that provides your team access to steep discounts including savings on apparel, baby supplies, toys, child care, and education. 

Offer Flexibility

As a human resources professional, you know the difficulty of securing and managing benefits that meet your diverse workforce’s needs. But that shouldn’t get in the way of offering support to the working parents at your organization. Work closely with working parents to come up with a schedule that works for them. In addition, try to place less emphasis on the regular “9-5” working day. If your organization relies on strict hours or scheduled time tables, give employees the opportunity to edit their scheduling preferences based on their child-care needs. 

With PerkSpot, your employees can save up to $4,500 per year with exclusive access to thousands of discounts. Are you ready to improve your child care benefits with a no-cost, easy to implement program? Get started today!

5 Questions Answered About Employee Discount Programs

One of the benefits that has gained traction in the recent decades is employee discounts. It’s a great way for employers to contribute to their team’s financial wellness and it helps employees save on the things that matter most. Whether your company manages their discounts in-house, relies on seasonal promotions, or doesn’t provide discounts at all, an employee discount program is a simple way to improve your employee experience. But how do you get started? Which discounts do you provide? There are a lot of questions when it comes to employee discount programs and we are here to provide you with answers! 

What Is An Employee Discount Program? 

An employee discount program is a marketplace of exclusive discounts, negotiated by our team of experts, from top brands and local businesses. Employees can access their discounts through their discount portal and browse deals or search by brand or category. They can also discover curated and personalized discounts relevant to their interests, and enjoy savings on a variety of products and services. PerkSpot’s program drives financial wellness for your employees, putting money back into their pockets.

How Often Are New Discounts Added For Employees? 

PerkSpot negotiates directly with top brands to secure leading offers everyday. We are constantly adding new ways to save from local establishments to big-name nationwide brands. Not only that, but employees have the opportunity to suggest their favorite businesses and we will do our best to secure an exclusive offer! 

What Management Is Needed To Keep The Program Up To Date? 

We handle the management of your discount program. Your perks and discounts will be up and running in a matter of days.  We’ll help with custom branding tailored to your unique organization and a built-in employee communication plan. Additionally, our team of client success managers are here to help you with anything you need. We help devise engagement strategies, create marketing materials, and more. 

What If Employees Have Questions or Run Into Issues?

Our customer support team is always available to help your employees with any questions. We are dedicated to making their experience smooth and problem-free. 

How Much Does It Cost Per Year To Provide An Employee Discount Program? 

PerkSpot is a cost-free program. With 25+ savings categories, there are endless opportunities to save with no hidden fees. 

Providing employees with impactful discounts is the quickest, easiest way to contribute to your team’s financial wellness. With a discount program like PerkSpot, you not only are able to provide unbeatable savings, but you have a program that does the work for you. Start your team’s savings journey today!