Your Guide to a Child-Friendly Workplace
Build a Business That Works for Families
Being a child-friendly business isn’t about checking boxes—it’s about creating a workplace where families can thrive. Whether you manage a team of five or 500, this toolkit offers practical, benefit-rich guidance to help you support working parents and caregivers in meaningful ways.
The Toolkit
Each section includes real-world ideas, local and statewide resources, and best practices that meet you where you are—whether you’re starting small or ready for deeper change. And the benefits aren’t just for families. When businesses invest in their people, they see stronger retention, increased employee satisfaction, and improved community trust.
Let’s work together to build a stronger workforce—one that values the needs of today’s families and helps tomorrow’s generation succeed.
Child Care
Access to reliable child care is one of the most pressing challenges for working parents—and one of the most powerful opportunities for employers. When businesses help families navigate their child care needs, they don’t just ease stress; they improve attendance, productivity, and employee loyalty. Whether or not you can offer direct child care support, there are many ways to be part of the solution.
Why It Matters
Supporting employees with young children helps your team show up fully—at work and at home.
- Nearly 60% of U.S. parents say child care responsibilities have impacted their careers, according to a survey conducted by the American Staffing Association.
- Employees without reliable care may face tardiness, absenteeism, or even job loss.
- Child care support is one of the top benefits sought by younger workers and working mothers in particular.
What You Can Do
Here are a few ways businesses of all sizes can support child care needs:
Share Resources
- Provide information about local child care providers, subsidies, and waitlists.
- Create a resource sheet or internal hub that includes tools like the ones on this page.
- Offer referrals or connections to local child care agencies.
Adjust Schedules to Fit Family Needs
- Allow flexible or split shifts to accommodate school or daycare hours.
- Build in grace periods for drop-off and pick-up.
- Consider compressed workweeks or remote options for parents with young children.
Explore Financial Support
- Offer Dependent Care FSAs to let employees use pre-tax dollars for child care expenses.
- Provide monthly stipends or reimbursement programs (even modest ones can help).
- Pay part of the cost for preferred providers if feasible.
Think Creatively
- Allow employees to keep young children on-site in emergencies.
- Partner with neighboring businesses to share child care resources.
- Survey your team to understand their unique needs.
Tips for Taking Action
No matter your company size or structure, you can make a difference by understanding your employees’ challenges and offering practical support. Start by sharing resources. Ask your team what would help most. Even simple changes can go a long way in helping parents feel seen, supported, and empowered.
- Start an internal Slack channel or bulletin board where employees can share child care tips and recommendations.
- Include local child care resources in your onboarding materials or employee handbook.
- Create a rotating schedule to help team members with school pickups.
- Ask team members what child care challenges they’re facing—and brainstorm what kinds of support would help.
- If you can't afford subsidies, consider flexible scheduling to ease pickup/drop-off stress.
- Partner with nearby employers to share resource lists or explore a cooperative solution.
Relevant Resources
Search for licensed child care providers in Fresno County and access family support services including referrals, payment assistance, and early learning tools.
Statewide directory of child care resources, including employer tools, family subsidies, and policy guidance.
Offers up to eight weeks of partial wage replacement for eligible employees bonding with a new child or caring for a seriously ill family member.
Provides information on licensing requirements for child care facilities in California, including compliance info and searchable provider databases for parents.
Flexible Work & Scheduling
For many working parents, time is more valuable than anything else. Offering flexibility—whether in how, when, or where people work—can dramatically reduce stress, improve productivity, and build trust. It’s also one of the most cost-effective, high-impact ways employers can support their teams. Whether you’re a large company or a small business, flexible work options can be scaled to fit your operations and your people.
Why It Matters
When employees feel trusted to manage their time, they’re more likely to stay engaged—and stay with your business.
- Flexibility consistently ranks as one of the most desired benefits among employees, especially parents and caregivers.
- Studies show that flexible work arrangements increase retention, reduce burnout, and improve morale.
- Flexible policies are key to recruiting younger talent and ensuring equal access to resources and opportunities in the workplace.
What You Can Do
Flexible work doesn’t have to mean full-time remote jobs. Here are a range of options that can be tailored to fit your business:
Offer Schedule Adjustments
- Staggered start/end times
- Split shifts (e.g., 7–10 a.m. and 2–5 p.m.)
- Reduced or compressed workweeks
- Job sharing between two part-time employees
Enable Remote or Hybrid Work
- Allow remote work where feasible—even just a day or two per week.
- Use technology to support off-site work (e.g., shared calendars, chat tools).
- Create clear expectations around communication and deliverables.
Allow Flexibility for Family Moments
- Give grace for drop-offs, pick-ups, and school events.
- Encourage results-based performance instead of rigid hours.
- Offer time-banking or flex time options for making up hours later.
Ask & Adapt
- Survey your team to understand their needs and ideas.
- Pilot new schedules with one department before expanding.
- Offer flexibility as a trial period with periodic check-ins.
Tips for Taking Action
Flexibility shows your team that you trust them—and that you value their lives outside of work. Start small. Listen often. And remember: what works for one employee or department might spark a broader shift that benefits your whole business.
- Offer “core hours” where all staff are available, with flexibility outside those hours.
- Pilot one flexible schedule policy (e.g., 4/10s, hybrid workdays) with a single team before rolling it out.
- Allow staff to submit preferred schedules, then find overlap that works for your business.
- Use scheduling software to make shift swaps easier and more transparent.
- Ask your team what flexibility would look like to them—and start with the most feasible idea.
Relevant Resources
Explains how employers can legally implement alternative work schedules (e.g., four 10-hour days) under California labor law.
Provides legal definitions of work hours, rest breaks, overtime, and flexible schedule requirements under state law.
Offers a state-by-state comparison of wage and hour laws, including California’s overtime, meal, and rest break rules.
Main hub for California’s labor laws, workplace rights, compliance support, and wage enforcement programs.
Federal guidance and case studies on implementing flexible work options that support business goals and employee wellbeing.
Accommodations & Support
When employees feel supported at work, they’re more likely to be engaged, loyal, and able to bring their full selves to the job. Accommodations and support don’t have to be expensive or complex—they just need to be thoughtful. From private spaces for new parents to flexibility around family emergencies, creating a supportive culture shows your team that their lives outside of work matter.
Why It Matters
For working parents, especially those with young children, having an understanding employer can make all the difference.
- Employees who feel supported are more likely to stay long-term—and less likely to burn out.
- Thoughtful accommodations often prevent larger disruptions like absenteeism, disengagement, or medical leave.
- A strong culture that respects employee well-being results in real business benefits—companies with highly engaged cultures experience 59% less turnover and save between 90% and 200% of an employee’s annual salary in turnover costs.
What You Can Do
These accommodations are scalable, affordable, and easy to adapt to your work environment:
Know Your Legal Obligations
Employers in California are required to provide:
- Reasonable accommodations for pregnancy and childbirth recovery
- A designated lactation space with running water and refrigeration access
- Protection against discrimination or retaliation related to pregnancy, childbirth, or caregiver status
Create Safe, Private Spaces
- Provide a clean, private lactation space that isn’t a restroom, with access to running water and refrigeration.
- Include a comfortable chair, access to a sink and fridge, and a locking door if possible.
- Offer a quiet room or phone booth-style space for personal calls or decompression.
Build Flexibility Into Expectations
- Offer flexibility during pregnancy, postpartum recovery, or family transitions.
- Be generous with personal time off for appointments, illnesses, or family emergencies.
- Allow short breaks for school pick-ups or caregiving moments without penalty.
Accommodate Pregnancy & Postpartum Needs
- Provide seating for employees in roles that require long hours of standing.
- Modify lifting or travel requirements temporarily.
- Offer flexible dress code options for comfort and mobility.
Create a Culture of Understanding
- Train supervisors to recognize and respond appropriately to caregiver needs.
- Normalize requesting help—start the conversation rather than waiting for it.
- Encourage employees to use benefits without fear of judgment or retaliation.
Tips for Taking Action
Supporting your team doesn’t just improve their lives—it strengthens your business. Sometimes the most meaningful accommodations cost nothing. Ask what your employees need, then find a way to say yes more often than no.
- Convert a storage closet into a private space for quiet reflection or personal moments.
- Add a few extra chairs in work areas to support employees who need to sit more often.
- Build a one-page “Life Happens” policy outlining accommodations for family needs.
- Stock a small, labeled fridge specifically for breast milk storage, and include treats for lactating mothers.
- Train managers to initiate supportive conversations, not just react to requests.
- Acknowledge family needs in team meetings—model a culture of empathy.
Relevant Resources
Details employers’ legal obligations around accommodations for pregnancy, childbirth recovery, and lactation in California.
Outlines the state requirements for lactation spaces, breaks, and employer responsibilities.
Federal guidance on breastfeeding accommodations under the Fair Labor Standards Act.
Health Benefits & Spending Accounts
Health benefits that consider the needs of parents and children can make a meaningful difference in employee satisfaction, retention, and peace of mind. Whether it’s coverage for dependents, mental health services, or tax-advantaged savings accounts, offering family-focused benefits shows your team you care about their well-being—at work and at home.
Why It Matters
Employees are more likely to thrive when their families are cared for, too.
- Health benefits remain one of the most important factors in job choice and retention, especially for parents.
- Offering inclusive benefits can help you attract younger talent and promote equity.
- Wellness support—including mental health access and caregiving resources—helps reduce burnout and absenteeism.
What You Can Do
Even if you don’t offer full insurance plans, there are still creative, cost-effective ways to help employees manage family health needs:
Provide Dependent Health Coverage
- Offer health insurance options that cover children and other dependents.
- Include family-friendly providers and pediatric specialists in your plans.
- Consider dental and vision options for dependents.
Include Mental Health Resources
- Ensure access to counseling, therapy, and crisis support.
- Include child and adolescent mental health coverage in your plan.
- Provide referrals to local behavioral health services or family support groups.
Support Wellness Beyond Insurance
- Offer small wellness stipends or reimbursements (e.g., gym memberships, therapy co-pays).
- Promote community health resources for children (e.g., immunizations, screenings).
- Invite local providers to give lunchtime info sessions or health checkups.
Tips for Taking Action
When your employees know their families are protected, they can focus, engage, and contribute more fully. Start by evaluating what you already offer—and ask your team what would make the biggest difference. Sometimes the most appreciated benefits are the ones that acknowledge real life.
- Offer access to a Dependent Care FSA, even if you don’t contribute to it.
- Host an info session with a local health plan or benefits advisor to explain family options.
- Let employees apply wellness stipends to family-related expenses like child therapy or gym classes.
- Survey your team about which benefits matter most—and prioritize those in renewals.
- Offer a curated list of pediatricians, counselors, or clinics near your office.
Relevant Resources
Explore health insurance plans available for businesses with 1–100 employees, with cost-sharing and dependent coverage options.
Official IRS guide to tax-advantaged health plans, including Flexible Spending Accounts and Dependent Care FSAs.
Provides oversight and resources for California’s health plans, including consumer protections and plan comparison tools.
California’s state-sponsored retirement program for employees whose employers don’t offer retirement plans. Free for employers to facilitate, with no fiduciary liability.
A centralized resource hub offering tools and information for family caregivers and working families, including support for navigating health and care options.
Paid & Unpaid Leave
Time away from work isn’t just a benefit—it’s a necessity, especially for parents and caregivers. Whether it’s bonding with a new baby, attending a school event, or navigating a family emergency, leave policies help employees show up for the people who matter most. Offering clear, compassionate leave options strengthens your workplace culture and shows your team they can count on you when it matters most.
Why It Matters
When employees know they can step away without penalty, they’re more likely to stay committed for the long haul.
- Leave policies are essential to work-life balance and long-term employee well-being.
- Paid family leave can reduce turnover, especially for new parents returning to work.
- Clear and supportive leave policies foster trust, transparency, and team loyalty.
What You Can Do
Whether you’re meeting the legal baseline or offering enhanced support, here are ways to make your leave policies more family-friendly:
Know the Required Leave Options
- California Paid Family Leave (PFL): Partial pay for up to eight weeks to bond with a new child or care for a seriously ill family member
- California Family Rights Act (CFRA): Up to twelve weeks of job-protected unpaid leave per year for qualifying employees
- Pregnancy Disability Leave (PDL): Up to four months of job-protected leave for pregnancy-related condition
- Reproductive Loss Leave: Up to five days for employees experiencing a miscarriage, failed adoption, or similar events
- Paid Sick Leave: All California employees are entitled to at least five days or forty hours per year
Go Beyond the Minimum
- Offer paid leave instead of unpaid where possible.
- Provide additional weeks of leave for new parents, especially after disability leave ends.
- Extend leave benefits to part-time employees, when feasible.
Make Leave Accessible & Welcoming
- Create a clear, well-communicated leave policy in your employee handbook.
- Offer supportive check-ins before, during, and after leave periods.
- Normalize using leave—especially for dads, adoptive parents, and non-birthing caregivers.
- Create re-entry transition plans that include flexible work schedules to help employees reacclimate and regain their rhythm
Tips for Taking Action
Leave is more than time off—it’s a chance to show your values in action. Offering thoughtful, well-communicated leave policies builds a workplace where employees feel respected, supported, and empowered to care for their families.
- Create simple leave request templates to reduce paperwork and stress.
- Add a standard “Welcome Back” check-in meeting for employees returning from leave.
- Allow part-time staff to use prorated leave benefits where feasible.
- Build leave usage examples into your employee handbook to normalize it.
- Offer additional unpaid time off options when possible, even if not legally required.
Relevant Resources
Outlines the state’s Paid Family Leave benefits, including eligibility, application process, and qualifying events.
Comprehensive guide to CFRA and PDL rights for California employees and obligations for employers.
Covers paid sick leave requirements, accrual, usage, and compliance tools for employers.
Provides details on the federal unpaid, job-protected leave rights for eligible employees.