Offering dependent care assistance, child care and elder care as well as other work/life benefits, can provide a reasonable if not compelling return on investment. Addressing the child care needs of employees takes a hard-edged, dollars-and-sense understanding of the economics of employee retention, productivity and satisfaction. Child care, elder care and other work/life benefits offer supports for parents in the workplace which decrease absenteeism, reduce turnover, and increase productivity.

Work/life benefits are sometimes viewed as "feel good perks." Helping with child care and elder care needs seems like a "nice" thing to do. Clearly, they are more than "nice" things to have. Work/life benefits contribute to decreasing stress, reducing absenteeism and promoting wellness. These contributions convert into a reduction in the cost of doing business and in the enhancement of employee productivity.

Employees without appropriate child care supports miss an average of 9 work days per year.

Female employees who are single parents miss an average of 12.5 days per year.

The true cost of absenteeism ranges from 75% to 300% depending on the business purpose.

Appropriate child care supports decrease absenteeism by 2 days per year.

Turnover rates are 37% to 60% for parents without appropriate child care supports. (NCCIC)

Oregon's Dependent Care Tax Credit and the federal tax credit can play a significant role in giving employers a return on their investment.