The parent trap HR can solve

Let’s be real: the return-to-office push is a lot harder then it seems to be — especially for working parents who’ve been juggling Zoom calls and daycare disasters since 2020. Everyone’s got an opinion on hybrid work, but Priya Krishnan, Chief Digital and Transformation Officer at Bright Horizons, isn’t here to peddle feel-good platitudes. She’s got a sharper take: employer-sponsored childcare isn’t just a nice-to-have — it’s the secret sauce to stop your workforce from bolting. In an interview with The HR Digest, Krishnan, armed with decades steering a childcare and education titan, flips the script on what “support” really means in 2025.

Here’s the kicker: parents aren’t whispering anymore. Bright Horizons’ spanking-new 10th Annual Modern Family Index says 78% of them are flat-out telling bosses what they need—think onsite daycare or a backup plan when the nanny flakes. Ignore that, and you’re toast. As companies stumble through hybrid hiccups, Krishnan’s betting on a truth HR can’t dodge: support working families, or watch them walk. Buckle up—she’s about to unpack how to get it right when everyone else is still guessing.

What to Expect in This Interview

• Why Parents Are Done Whispering: Krishnan dishes on how 78% of working parents are finally telling HR what they need—and why it’s a golden opportunity.
• Childcare as Your Retention MVP: Expect real talk on how daycare perks (think Mattel, Walmart) slash stress and keep talent from jumping ship.
• Hybrid Work’s Dirty Secret: She’ll unpack why the office comeback flops without family support—and how to fix it fast.
• Metrics That Don’t Lie: Productivity, satisfaction, retention—Krishnan names the numbers HR should watch when childcare’s in play.
• The Future’s Non-Negotiable: Get her take on why 70% of parents call work-life benefits a dealbreaker — and what HR must do to stay ahead.

Priya Krishnan, Chief Digital and Transformation Officer at Bright Horizons, brings a wealth of experience as an entrepreneur and global IT consultant.

The HR Digest: Bright Horizons is a leader in childcare and education, which gives you unique insight into the challenges working parents face. How do you see greater employee support, such as employer-sponsored childcare, helping organizations navigate the transition to return-to-office or hybrid work environments?

Priya Krishnan: When it comes to returning to the office or navigating a hybrid work environment, greater employee support from employers not only increases loyalty and productivity, but also supports retention across their workforce. Working parents make up a critical sector of the modern workforce and are telling their employers what they need to be successful at work. In fact, according to our 10th Annual Modern Family Index, 78% of respondents note they are more comfortable speaking up about family-related responsibilities with their employer than they used to be. This illustrates the significant opportunity that employers have to ease the transition for their employees.

The HR Digest: What strategies have you observed or recommended to clients that effectively boost employee engagement and morale during return-to-office transitions? How can these strategies be tailored to address the needs of employees with diverse responsibilities, like parenting or caregiving?

Priya Krishnan: One of the most effective strategies for boosting employee engagement and morale in the midst of return-to-office transitions is to create an ongoing culture of support within your organization. This means constantly listening to employees, whether it’s through regular feedback sessions or surveys, and providing them with benefits that make the transition easier. Companies that offer onsite childcare or partner with local providers can significantly ease the burden for working parents.

ON PARENTS SPEAKING UP

“78% of respondents note they are more comfortable speaking up about family-related responsibilities with their employer than they used to be. This illustrates the significant opportunity that employers have to ease the transition.”

 

Employers can also explore similar models like back-up care options for childcare, elder care, and even pet care to tailor needs to meet the varying responsibilities of their workforce. Offering access to camps during the summer or school vacations or back-up care days helps to decrease the days that caregivers may need to take off from work. This ultimately helps increase productivity and provides an added safety net for when regular care falls through.

The HR Digest: As an HR leader at Bright Horizons, you’ve seen how organizations adapt to workforce shifts. What do you think is the biggest challenge companies face in convincing employees to return to the office, and how can employer-sponsored childcare or other support systems help address those concerns?

Priya Krishnan: We have actually found through our research that in-office work can be quite appealing for the majority of working parents, with our 9th Annual Modern Family Index revealing that three in five (61%) of working parents surveyed also said they enjoyed getting dressed for the office and more than three-quarters (79%) agreed that they enjoy the social aspects of working in-person. They don’t mind the office environment – they just want the right support. Companies that fail to recognize and support this need risk losing valuable employees to more family-friendly workplaces.

ON WHAT PARENTS WHAT

“They don’t mind the office environment – they just want the right support. Companies that fail to recognize and support this need risk losing valuable employees.”

Beyond attracting and retaining employees, employer-sponsored childcare has also been shown to improve productivity and decrease stress. In a survey of parents who work for Mattel and take advantage of their on-site childcare, 100% reported reduced stress in their personal and professional lives, allowing them to be more focused and engaged at work. Providing benefits such as subsidized childcare, flexible schedules, and family planning support can foster loyalty and productivity, while reinforcing a strong company culture.

The HR Digest: From your perspective, how should organizations measure the success of their return-to-office initiatives? Are there specific metrics—like productivity, retention, or employee satisfaction—that you think are particularly telling, especially when childcare support is part of the equation?

Priya Krishnan: Productivity, retention, and employee satisfaction are all important metrics for measuring success of return-to-office initiatives for organizations. We have consistently heard from our clients that have implemented solutions to support their workforce that they have seen the benefits. Onsite childcare gives working parents one less thing to worry about– because knowing that their child is safe and nearby gives them peace of mind, allowing them to boost their focus, increase productivity, and ultimately prioritize their career growth. When Walmart – one of our clients – was looking to expand their campus, an onsite childcare center was the number one requested amenity from employees.

It’s also essential for organizations to seek feedback from their employees on a regular basis, whether it’s through ongoing feedback sessions or surveys, to better understand how the transition is impacting them and if there are any changes that could help improve their experience.

The HR Digest: Looking ahead, how do you see employer-sponsored childcare and other employee support programs shaping the future of work—whether remote, hybrid, or in-office? What long-term HR strategies do you anticipate becoming essential as organizations adapt to these evolving needs?

Priya Krishnan: Employers need to recognize the challenges that are facing working parents in today’s world and step up to fill these voids by supporting them in meaningful ways. Bright Horizons’ 10th Annual Modern Family Index found that 70% of working parents consider work-life balance benefits “non-negotiable,” so the key is recognizing that flexibility and family-friendly benefits are critical to workforce satisfaction and productivity.

In this new world of work, HR leaders have to be open to investing in their people across every life stage in order to prevent burnout. The data is clear – employees today are seeking more support from their employers and they aren’t afraid to say it. If organizations can’t adapt, they will risk losing valuable talent to companies that have a stronger culture of support.

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