Empowering Businesses That Raise the Bar

Child-Friendly Business Assessment

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Child Care

Supporting working parents with access to reliable, affordable child care is one of the most powerful ways employers can improve loyalty, reduce stress, and increase workplace productivity. The questions below will help you assess what child care support your workplace currently provides.

Does your organization provide referrals to local child care providers or agencies?*

Yes

You're helping employees navigate a common challenge with a simple, meaningful resource. It’s a great way to support families without a large investment.

Referring employees to local child care agencies or resource networks is a simple way to start offering support. Explore the Child Care section of our Toolkit to learn how.

Do you offer child care stipends, subsidies, or reimbursement to help cover care expenses?*

Yes

Great! Financial support for child care—even modest amounts—can be a game-changer for working parents and increase employee retention.

You don’t need to cover the full cost of care to make an impact. Consider small stipends or flexible options that match your resources.

Does your organization offer a Dependent Care Flexible Spending Account (DCFSA)?*

Yes

Nice work. Offering a Dependent Care FSA helps employees use pre-tax dollars to cover child care expenses—a valuable benefit at no direct cost to you as the employer.

Providing access to a DCFSA is a cost-saving way to support working parents financially. Learn more in our Toolkit.

Do you support employees during child care emergencies (e.g., through emergency care referrals, remote work options, or flexible schedules)?*

Yes

Great job! Supporting employees through child care disruptions—whether with resources or remote flexibility—helps reduce absenteeism and builds long-term loyalty.

Emergencies happen. Whether it’s a same-day care referral or the option to work remotely, offering support in these moments can improve trust, reduce disruptions, and protect productivity.

Do you offer on-site or near-site child care (either employer-run or through a partner organization)?*

Yes

Fantastic. Providing on-site or nearby care is a major differentiator and can dramatically increase employee satisfaction, loyalty, and retention.

If on-site care isn’t feasible, consider partnering with a provider or reserving slots nearby. There are flexible ways to provide support—see our Toolkit for more ideas.

Do you allow employees to adjust their work schedule or make up time when school or child care is unexpectedly closed?*

Yes

Flexibility during unplanned closures helps employees manage stress and remain productive—kudos to you.

Even small scheduling adjustments can go a long way when care falls through. Explore what might be possible in your setting.

Do you allow employees to bring their child to work in emergency situations?*

Yes

Very good. When appropriate, this type of flexibility can relieve stress and keep employees engaged, especially when other options aren’t available.

If appropriate for your environment, allowing this on a case-by-case basis shows compassion and builds loyalty.

Flexible Work & Scheduling

Offering flexible work options—whether through schedules, locations, or culture—helps employees better balance work and life responsibilities. Flexibility can improve retention, reduce stress, and increase overall productivity. Answer the following questions to assess how your organization supports flexibility.

Do you offer flexible scheduling options, such as staggered shifts, flex hours, or compressed workweeks?*

Yes

This is great! Offering flexible schedules can improve productivity and morale—especially for caregivers balancing time-sensitive responsibilities.

Flexible scheduling doesn’t require major operational changes. Even small shifts can support better work-life integration—especially for employees with caregiving responsibilities.

Do you allow employees to work remotely (full-time, part-time, or as needed)?*

Yes

Awesome. Remote work options—when possible—can enhance productivity and reduce stress for employees balancing caregiving duties.

Remote work doesn’t have to be all or nothing. Explore whether limited remote days could support your team’s needs and performance.

Do you provide flexibility during the workday for personal or family responsibilities (e.g., school pick-up, appointments)?*

Yes

Supporting school pickups or appointments shows that you value your employees’ full lives. It builds trust and increases retention. Nice work!

Family responsibilities don’t always happen outside work hours. Simple flex time or make-up policies can show meaningful support.

Do you offer predictable scheduling practices (such as advance notice, stable shift patterns, or avoidance of “clopening”)?*

Yes

Predictability in scheduling is essential for employees coordinating child care and life outside of work. You’re providing structure and respect.

Providing advance notice of work schedules and avoiding last-minute changes supports reliability for both you and your team.

Do you have a written policy or official practice outlining flexible work options?*

Yes

Nice job. Having a written policy promotes transparency and consistency, making it easier for employees to understand and access flexible options.

Formalizing even informal practices in writing can help create clarity and fair access to flexibility across teams.

Do you evaluate flexibility options based on job type and responsibilities?*

Yes

You're taking a thoughtful approach by considering flexibility role-by-role. This helps ensure every employee—especially those with caregiving responsibilities—has access to support that fits their role, not just their title. That kind of creativity is core to being family-friendly.

Not every position allows full flexibility—but evaluating options based on job type can help more employees benefit from family-friendly practices. Even small adjustments for frontline or in-person roles can reduce stress and improve retention.

Accommodations & Support

Family-friendly workplaces recognize that small, thoughtful accommodations can have a big impact. This includes providing space and time for lactation, responding to parenting needs, and supporting employees during major life transitions. Use this section to assess how your organization supports caregivers through accommodations and everyday support.

Do you provide a private, non-bathroom space for lactation that includes reasonable amenities (e.g., seating, outlet, access to a sink and refrigerator)?*

Yes

Offering a clean, private space for lactation is an essential and legally required support for new parents. You’re helping to create a more inclusive and welcoming workplace.

Lactation spaces aren’t just a kindess—they’re a legal requirement in California and at the federal level. Even small adjustments can meet this need and make returning to work easier for new parents. See the Toolkit for practical ideas and compliance tips.

Do you provide schedule flexibility or modified duties for pregnant employees or those recovering from childbirth?*

Yes

Great! Providing flexibility or lighter duties during pregnancy and recovery shows compassion and compliance. It’s an important way to protect health while maintaining connection to the workplace.

Many roles can be adapted to support pregnancy and postpartum recovery. Modifications can reduce stress and prevent extended absences—check the Toolkit for low-cost options.

Do you have a written or informal practice of allowing time off or adjusted work for parenting needs (e.g., school events, child illness, behavioral needs)?*

Yes

Recognizing the realities of parenting helps foster trust and reduces employee stress. You’re showing that your workplace values families.

Supporting parenting moments doesn't require formal policies—grace and flexibility go a long way. Consider where you can build understanding into your culture.

Do you train managers or supervisors to respond supportively to family-related accommodation requests?*

Yes

Good job! Ensuring your leaders are equipped to respond with empathy strengthens culture and helps employees feel safe using their benefits.

Even basic awareness training for managers can improve consistency, confidence, and fairness in responding to family needs.

Do you make space (formal or informal) for private phone calls, personal needs, or brief quiet breaks during the workday?*

Yes

This is great. Providing personal space—no matter how simple—helps employees navigate real-life responsibilities and manage stress.

A small break room or even a shared quiet area can help employees manage personal needs without stigma or disruption.

Do you have a formal return-to-work policy or practice for new parents?*

Yes

Great job! A thoughtful return-to-work policy helps ease the transition for new parents and supports long-term retention.

Return-to-work protocols can be as simple as offering flexible schedules or check-ins. Consider adding this practice—it benefits both employees and your business.

Health Benefits & Spending Accounts

Family-friendly health benefits don’t stop at insurance. They include wellness support, financial tools like FSAs, and coverage that meets the real needs of working families. This section will help you evaluate how your current offerings support the health and stability of employees and their loved ones.

Do you offer either full or partial paid health insurance benefits to your employees?*

Yes

Offering health insurance—whether partial or full coverage—is one of the most valued benefits among employees. For businesses of any size, it promotes retention, stability, and overall wellness, while reinforcing a strong organizational culture.

Health insurance is a major factor in employee satisfaction and retention. If your business is still exploring options, group plans through Covered California or private carriers can be scaled to meet your needs. Learn more in the Toolkit.

Do you offer dental insurance to your employees?*

Yes

Nice work! Dental coverage is a valued benefit that supports both employee health and retention.

Dental insurance is a high-impact, lower-cost benefit that many employees appreciate. If full coverage isn’t feasible, consider sharing access to affordable dental discount programs.

Do you offer vision insurance to your employees?*

Yes

Well done! Vision coverage is a meaningful addition to your benefits package.

Even modest vision coverage can help employees and their families stay on top of their health. If full coverage isn’t offered, explore lower-cost add-on options.

Do your health benefits extend to employees’ dependents (e.g., spouse, partner, or children)?*

Yes

Wonderful! Extending coverage to families supports the whole household—and makes your benefits package more competitive and compassionate.

When possible, offering dependent coverage shows you're invested in employees’ families, not just their work. Review tips for including dependents in the Toolkit.

Do you offer a Flexible Spending Account (FSA) option to employees?*

Yes

FSAs allow your employees to set aside pre-tax dollars for healthcare expenses. By offering this option, you're helping them prioritize their wellness.

FSAs are cost-neutral benefits that make a big difference for families. Consider including one in your offerings—see our Toolkit for how to get started.

Do your employees have access to mental health support through insurance, an Employee Assistance Program (EAP), or other offerings?*

Yes

This is great! Access to mental health care—including for children and families—helps reduce stress, improve engagement, and promote long-term well-being.

Even if you can’t offer a full EAP, local counseling referrals or mental health stipends can make a difference. Explore the Toolkit to find free resources that can help.

Do you offer policies for unplanned life events (e.g., short-term or long-term disability insurance, life insurance, accidental death & dismemberment (AD&D) coverage)?*

Yes

These benefits show a deep investment in employee well-being and financial security—excellent work!

Even offering one of these benefits can significantly boost employee trust and retention. Explore cost-effective options that align with your company size.

Do you offer fertility or adoption-related benefits (financial support, time off, or insurance coverage)?*

Yes

These benefits send a powerful message: your workplace supports growing families in all forms.

Even modest offerings—like flex time for appointments or reimbursing adoption paperwork costs—can make a meaningful difference.

Do you offer a retirement savings option, such as a 401(k) or employer-sponsored retirement plan?*

Yes

Great. Supporting long-term financial wellness is a powerful way to show that you care about employees’ futures, not just their today.

If a formal plan feels out of reach, explore starter options or offer educational sessions about state programs. The Toolkit offers more information and resources.

Do you offer tuition reimbursement, continuing education, or college savings programs?*

Yes

Fantastic! Helping employees invest in their or their children’s education builds long-term loyalty and resilience.

You don’t need a large fund to offer education support—start with reimbursement caps or college savings info.

Do you offer any wellness stipends, memberships, preventive health options, or family health education resources?*

Yes

That's excellent. Even small wellness perks—like reimbursements for gym memberships or parenting workshops—send a powerful message that you care about employee well-being.

Wellness support can take many forms. Start with what fits your culture—our Toolkit offers tips for workplaces of any size.

Do you offer a structured workplace wellness program (e.g., challenges, coaching, or health tracking)?*

Yes

Formal wellness programs keep employees engaged, supported, and connected to their goals.

Consider starting small—monthly wellness themes, hydration reminders, or walking meetings. See the Toolkit for tips and ideas.

Paid & Unpaid Leave

Time away from work—whether for caregiving, recovery, or renewal—helps employees manage life’s demands while staying connected to their workplace. When businesses support this time off thoughtfully, everyone benefits.

Do you offer paid sick leave to your employees (beyond what's required by the State of California)?*

Yes

Paid sick leave is more than a legal requirement—it’s a practical way to reduce workplace illness and support healthy families.

Paid sick leave is one of the simplest ways to build a resilient workplace. If you're unsure where to start, our Toolkit includes practical tips for implementation.

Do you offer paid vacation leave or paid time off (PTO)?*

Yes

Paid vacation is a powerful tool for avoiding burnout and improving morale—offering it shows your long-term investment in your team.

If traditional vacation isn't feasible, consider offering flexible PTO options or bonus time-off incentives.

Do you offer more than the minimum state-mandated Paid Family Leave (e.g., longer duration or full pay)?*

Yes

Going beyond the basics shows your commitment to working parents. These policies can help you attract and retain top talent.

Even small expansions—like extra unpaid weeks or topping up partial pay—can make a huge difference.

Do you allow employees to take unpaid time off when needed (outside of legal leave protections)?*

Yes

Having flexibility—even when it’s unpaid—can make your workplace feel supportive and human.

Offering unpaid time off doesn’t cost you much, but it means a lot to employees navigating family challenges. Consider building this into your policies.

Do you offer bereavement leave following the loss of a loved one?*

Yes

Offering time to grieve honors your employees as people first. It’s a compassionate and appreciated practice.

This benefit is often low-cost but high-impact. If not formally written into your policy, consider offering it on a discretionary basis and documenting the option.

Do you allow employees time off to attend school events or family responsibilities during the day?*

Yes

This kind of flexibility shows that your organization values both work and family—and employees notice.

Offering time for family events helps parents stay engaged both at work and at home. If possible, consider flexible scheduling or discretionary hours.

Do you offer leave for survivors of domestic violence, sexual assault, or family-related crises?*

Yes

Having a compassionate leave policy for these moments is a quiet but critical way to support safety and dignity.

Even if not required by law for your business size, you can establish informal options that give employees time to address personal crises.

Do you offer any other types of leave (e.g., sabbatical, community service, mental health days)?*

Yes

Creative leave policies—like service days or mental health breaks—show that you’re thinking holistically about your team's well-being.

You don’t have to do it all—just a small gesture like a personal day or annual service hours can make your culture stand out. Our Toolkit includes ideas to try.

Communications, Education & Training

Family-friendly policies only make an impact if employees know about them—and feel safe using them. Clear communication, supportive leadership, and ongoing training help build a workplace culture where everyone understands their rights and feels encouraged to access available benefits. This section will help you assess how well your organization informs, supports, and empowers your team.

Do you provide information about family-friendly benefits to new employees during onboarding?*

Yes

Great job! Introducing family-friendly benefits during onboarding helps ensure employees understand their options from the start.

Onboarding is a key opportunity to communicate your workplace’s support for families. Consider adding family-friendly benefits to your onboarding checklist.

Do you provide written policies that clearly explain your family-friendly benefits?*

Yes

Well done. Having written policies ensures consistent understanding and helps employees feel confident in accessing benefits.

Even the best benefits can go unused if they’re not documented. Providing clear, written policies can reduce confusion and increase participation.

Do managers and supervisors receive any training to help them understand and support family-friendly practices?*

Yes

That’s excellent! Manager support is a powerful driver of benefit utilization and workplace culture.

Managers often set the tone for workplace culture. Consider offering simple training or talking points to help them champion your family-friendly practices. Our Toolkit offers ideas.

Does your leadership team actively model the use of family-friendly policies and benefits?*

Yes

Fantastic! When leadership uses and encourages these benefits, it signals to everyone that support for families is a shared priority.

Employees take cues from leadership. When executives or managers model the use of family-friendly policies, it can encourage wider adoption and help normalize these practices.

Do you communicate your family-friendly benefits on an ongoing basis (e.g., through newsletters, HR updates, all-staff meetings)?*

Yes

Excellent! Ongoing communication ensures benefits stay top-of-mind and relevant to employees at all life stages.

One-time announcements aren’t always enough. Consider reminding employees regularly about the benefits you offer—especially during life milestones or open enrollment.

Do you regularly assess employee satisfaction or awareness of your family-friendly policies?*

Yes

Fantastic! Ongoing assessment helps ensure your efforts are reaching employees effectively and informs continuous improvement.

Regular check-ins or pulse surveys can provide insight into what's working and where gaps exist. Remember: a little feedback goes a long way.