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Key Takeaways Childcare subsidies ending.

For WorldatWork Members ;Childcare Benefits: Addressing Cost and Accessibility , Workspan Magazine article; ;Torn Between Work and Care , Workspan Magazine article; ;Family Time: Giving New Parents a Hand , Workspan Magazine article;Total Rewards Inventory of Programs & Practices , research; For Everyone ;As COVID Subsidies End, Employers Should Consider Childcare Benefits , Workspan Daily article; ;Multigenerational Workforce Sharpens Employer Focus on Care Benefits , Workspan Daily article; ;Beyond Parental Leave: Ways to Support Moms Returning to Work , Workspan Daily article; ;Stemming the ‘She-cession’ with Lifestyle Benefits , Workspan Daily article; NEW!

Monthly Subsidies University of Southern California (USC) has two different programs that provide employees with housing subsidies: the Neighborhood Homeownership Program (NHP) and the Faculty & Staff Housing Program (FSHP).

For example, many employers are addressing caregiver needs through benefits like backup care, concierge/navigation support, subsidies to offset the cost of care, and a network of providers (full-time or part-time) to support childcare and eldercare needs.

PwC also noted that one force that could increase employers’ health plan costs are looming federal spending cuts to Medicaid and Affordable Care Act (ACA) subsidies as a result of the recently signed H.R. 1 (also known as the “One Big Beautiful Bill Act”).

According to IRS Revenue Procedure 2025-26 , the penalty-calculation factor increases are: From $2,900 in 2025 to $3,340 in 2026 for instances where a low-income, full-time employee qualifies for an Affordable Care Act (ACA) exchange subsidy and the employer has failed to provide health coverage for “substantially all” of its full-time employees.

Specific to caregiving, they can provide a subsidy for care, memberships to care services or other expenses caregivers commonly incur.”

Exacerbating the problem is the fact that since pandemic-era benefits and subsidies for childcare providers expired, operating cost increases are now often passed on to parents in the form of higher tuition.

., direct subsidies, pharmaceutical discounts, federal reinsurance) could reduce the total level of these third-party payments to an EGWP sponsor, thus increasing their net plan cost.

These employers are prioritizing: ;Changes to program subsidies;; ;Adoption of alternative plan designs;; ;Improving vendor or operational efficiency; and/or,; ;Utilization of more effective steerage or behavioral requirements.; Medical Conditions Spur Need for ‘Revolutionary Approach’ To address the rising impact of chronic conditions, employers generally cited the need to expand clinical programs, especially in areas such as cardiovascular health, musculoskeletal health, digestive health, obesity and oncology.