Inside the Latest Report on Working Parents and the Cost of Child Care

Working parents may have shown up consistently throughout 2025—but the data tells a different story about how they’re doing.

UrbanSitter’s new Working Parents & Child Care Report captures the latest realities of life for working families and the employers trying to support them. While absences may be down, hidden strains are rising. The report, based on responses from more than 500 working parents, sheds light on the underlying pressures—return-to-office mandates, rising costs, and the kind of stress that doesn’t show up in timecard data.

For HR and benefits leaders, this year’s findings come with clear implications: the care crisis is evolving, not easing. And in a budget-conscious climate, short-term cuts can have long-term costs.

The new math behind “showing up”

This year, the average number of child care-related absences dropped from 11 days in 2024 to just 5 in 2025. But this isn’t a success story. The numbers reflect a shift in pressure, not relief.

Return-to-office policies and economic uncertainty are pushing parents to show up even when care is shaky. The illusion of stability hides deeper issues: rising stress, reduced engagement, and long-term career stalls.

• 86% of working parents need child care to work

• 43% still lack access to reliable backup care

• 56% are stressed about child care multiple times per week or daily

Behind the desk, many are one missed sitter away from a breakdown in productivity.

Financial pressure is changing how parents work

Child care costs are climbing faster than inflation. In 2025:

• 56% spent more than $1,000 per month on child care

• 29% spent over $2,000 per month

• 1 in 10 families spent more than 30% of their income on care

For many, this is simply unsustainable and it’s reshaping their careers.

68% of working parents have made at least one career change due to care responsibilities. That includes reducing hours, declining promotions, or leaving the workforce entirely.

The opportunity cost isn’t just personal, it’s organizational. Losing mid-career talent or reassigning work across teams can quietly erode productivity over time.

Employers have a window, and a choice

The full report goes beyond symptoms to examine where employers have leverage. One of the most practical sections outlines smart strategies for today’s economy, designed specifically for HR leaders balancing tighter budgets.

In a climate where cutting costs is necessary, the report makes the case for a sharper lens: cutting productivity drains first. Even modest investments in backup care or flexible schedules can stabilize workflows, reduce burnout, and protect retention.

What’s inside:

• Strategic guidance for offering care benefits with measurable ROI

• Data on the real cost of inaction

• Customization strategies that let employees apply support to child, elder, pet, or household care

• Evidence that flexible policies (like compressed workweeks) directly reduce missed days and increase loyalty

If you’re managing benefits with cost-efficiency in mind, the data in this report gives you more than justification, it gives you a path forward.

See what today’s parents are up against

The report also serves as a window into your workforce. It’s a reminder that behind every org chart is a patchwork of care responsibilities—child care, elder care, pet care—and families doing their best to hold it all together. The better you understand their realities, the smarter your benefits strategy becomes.