- Key insight: Learn how employer-supported child care and benefits reshape workforce retention and productivity.
- Expert quote: "Whole-person health" policies integrate caregiving, finances and benefits, says Sabrina Spitaletta.
- Supporting data: Companies lauded for female-friendly practices outperformed peers by about 12 percentage points.
Source: Bullets generated by AI with editorial review
As mothers are recognized and thanked this Mother's Day, employers can do their part and show their own appreciation by better understanding working parents — and the benefits and policies that provide real support.
Working moms face many challenges, from
For example, child care assistance such as subsidized or backup options has become a massive need. "The traditional 'village;' that helped generations of working parents raise their kids is disappearing … The 2026 Modern Family Index shows that household dynamics have shifted, adding to the stress that many parents feel amid rising child care costs,"
Financial, mental and physical wellness are also critical areas where support often falls short. But the ROI of this is undeniable: In an analysis by the Milken Institute's Employer Action Exchange of stock performance of companies listed in Forbes' America's Best Employers for Women 2025, they outperformed non-designated competitors by an average of 12 percentage points.
"The mentality and the philosophical approach of employers focused on whole-person health for women will help all," says Sabrina Spitaletta, senior director at Employer Action Exchange. "It's looking at not just healthcare, but caregiving roles, financial independence, the economic component, the child duties, and realizing benefits and policies plus culture lead to support.
Experts in benefits and parental support share specific ways to help.
Child care
"77% agree that raising children requires a village, according to the research study, which was commissioned by Bright Horizons Family Solutions and conducted by The Harris Poll. This trend creates an opportunity for employers to step in and provide more child care support for working parents, says Priya Krishnan, chief digital and transformation officer at Bright Horizons.
"That village is really disappearing, and those responsibilities are falling on working parents," Krishnan says. "If you want parents to be happy, healthy and productive at work, then providing these supports is something that employers need to continue to do."
Read:
What leaders are doing:
From child care desert to on-campus school: An employer's solution for working parents Exclusive research: How to help parents stay present and productive at work What working parents want from their child care benefits
Parental Leave
The first months of parenthood should be joyous, but stress about taking leave and the return-to-work process can leave moms feeling overwhelmed. At marketing solutions company Customer.io, VP of people Jen Fong shares her strategy for a seamless transition.
"We have an exceptional people team that works very closely with our managers to just make everyone's leave a very smooth process," says Fong. "We want to make sure that you feel like your work is covered while you're out, and you're not stressed about what happens when you're ready to return."
Read:
What leaders are doing:
Mother Cover, Anteriad partner for better parental leave This CEO is on a mission to fix paid parental leave policies HP's parental leave policy supports working parents
Financial wellness
Planning for their children's future is a big part of parents' financial security. The more benefit leaders know about the obstacles they face in this area, such as changes to federal student loan debt policies, the more help they can provide.
"On April 1, 2026, the Department of Education will begin the process of phasing out Parent PLUS' eligibility for income-based plans. For employees, missing the remaining window of time can permanently cut off access to more affordable payments, putting them at risk of lasting financial complications."
Benefit leaders can offer access to expert education and guidance, says Jeni Burckart, VP of healthcare and workforce services at employee education assistance platform Tuition.io. "There's a sense of immense relief [for] employees when somebody has talked to them about their student loan debt and gives them a path based on their situation and their needs," Burckart says. "That feeling gets tied back directly to their employer."
Read:
What leaders are doing to support overall financial wellness:
4 ways to strengthen financial well-being and career opportunities for women Women face persistent headwinds as retirement challenges mount 3 ways to empower women through the workplace
Mental and physical health
For every stage of life, moms need specialized care. From fertility to postpartum mental health support, heart and cancer screening access and managing menopause symptoms, the right resources help mothers stay healthy, reduce costs and present in their jobs and with their families.
"Working women in the U.S. are estimated to pay $15 billion more each year in healthcare costs than working men, according to a survey from Deloitte, with the average female employee spending 18% more out of pocket than her male counterpart. Much of that gap is driven by limited access to specialized and inclusive care."
Improved care can benefit both women and their employers. "Comprehensive access to care does not just improve workforce outcomes," says Madge Rumman, the co-founder of Blair Health, a startup that specializes in women's health, primarily perimenopause, menopause, urology and clinical nutrition. "It's something that improves our society at large."
Read:
What leaders are doing:
