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Maybe that will get simpler, but there’s just a lot of technical complexity right now.

The good news for employers is that there are lots of ways to help alleviate parents’ childcare-related stressors — and some of these options are relatively inexpensive and offer significant potential return on investment.

From implementing new technologies, rethinking office space structures to becoming more socially conscious, there's a lot for organizations to consider.

After all, a lot of planning is required to make sure compensation is done right.

“There’s a lot of focus on retention right now,” Carpenter said.

Although high-deductible health plans can mean increased medical costs in certain cases, several aspects of utilizing an HSA can balance out those increased costs, or even offer savings: Lower monthly premiums;Tax savings, sometimes up to 20% or 30% depending on tax bracket and state, when pre-tax contributions are made to the account;Additional tax savings by using funds from the account to pay for medical expenses; “I still oftentimes hear benefit brokers or HR professionals, when communicating these benefits to employees, say, 'If you're healthy, go with an HSA plan, and if you're sick and utilize insurance a lot, go with a traditional plan,'” Benson said.

Now, years down the road, a lot of them are finding that they're not meeting all of their employees' needs.”

If the company is profitable and sells or services products that generate a lot of profitability, then more than likely it will/can pay for that through higher targets.

“Particularly with more remote or hybrid employees, lots of consistent, intentional communication is critical.

“Offering a benefit like this, especially with annual education showing people the long-term benefit of retirement savings and maybe of extra student loan payments, can allay a lot of anxiety and prompt younger people to start saving for retirement.