How Pluxee Childcare Benefits Support Working Mothers this Women’s Day

Source: https://www.pib.gov.in/FactsheetDetails.aspx?Id=150499&reg=3&lang=1

Quick reads

• Providing crèche facilities is a statutory mandate for firms with 50+ staff.
• Quality childcare is one of the most effective ways to prevent mid-career exits for women.
• Clear eligibility rules and simple claim processes drive higher benefit utilisation.
• Tracking retention, absenteeism, and engagement quantifies the business impact of childcare support.

What is the current reality for a working mother in India?

The transition from maternity to the workplace is a major milestone in any woman’s life. However, this transition also brings a rather complex "second shift" that includes a myriad of responsibilities. For any woman from India, the balance between professional growth and the need for adequate childcare arrangements may prove to be a delicate one. While we often speak of the "participation gaps" in corporate leadership roles, the fact remains that many professionals choose to exit the workforce not because of a lack of ambition, but because of a lack of support.

It is also important to recognise that childcare is not the sole responsibility of the mother. When this responsibility is shared and supported by the workplace, the "guilt gap" narrows, allowing mothers to return to their roles with the same focus and energy they had before.

This Women's Day, it's worth pausing and looking at a number that doesn't get enough attention. 

According to India's Periodic Labour Force Survey (2022-23), 43.4% of mothers reported childcare as the primary reason for their non-participation in the labour market, while 38.4% cited household responsibilities. These aren't just statistics; they represent an area where work is still required.

Definition:

Female Labour Force Participation Rate (FLFPR) refers to the percentage of women in the working-age population (typically 15 years and above) who are either employed or actively seeking employment within a given period. It is a key indicator used to measure women’s participation in a country’s labour market and overall economic engagement.

Why have childcare benefits in the workplace?

Strong childcare benefits are not merely policy additions; they are enablers of continuity. For a working mother, reliable childcare reduces anxiety, improves focus, and strengthens her ability to contribute fully at work.

For organisations, childcare benefits for employees deliver measurable advantages:

• Higher retention of women post-maternity
• Reduced absenteeism
• Improved engagement and morale
• Stronger employer brand

When companies invest in supporting working mothers, they invest in institutional memory, diverse leadership pipelines, and long-term performance.

Why are childcare benefits for employees now a legal priority?

The legal scenario in India has evolved from optional benefits to compliant regulations and has now become a strict compliance regime under the newly introduced Labour Codes in the latter half of 2025.

Under the Maternity Benefits (Amendment) Act 2017 and the newly introduced Social Security Code 2020, every organisation employing 50 or more workers is required to provide a crèche facility within a specified distance. For HR professionals, the key takeaway is to ensure that a working mother is entitled to make four visits to the crèche in a day, which includes her own breaks.

But the "why" goes much beyond the threat of legal action. For a working mother, the crèche is not just a room filled with toys; it is a gateway to her own professional self. It is the reassurance of knowing her child is just a few floors away.

Definition: 

A crèche is a childcare centre associated with the workplace, where children of the employees are cared for under parental supervision within the working hours, in line with the prescribed safety, hygiene, and staffing standards based on the labour regulations.

HR compliance checklist: Crèche requirements

Ensuring compliance with statutory crèche requirements is a critical HR responsibility for organisations: 

• Headcount Rule: Facility is mandatory once the workforce reaches 50 employees.
• Proximity: The facility must be within 500 metres to 1 km of the workplace entrance.
• Infrastructure: Must meet National Minimum Guidelines regarding ventilation, light, and hygiene.
• Access: Nursing mothers are entitled to 2 breaks for nursing until the child is 15 months old.

How can HR teams design childcare benefits that working mothers actually use?

A policy on paper and a benefit that's actually used are two very different things. The gap is usually in design and awareness. Here's how HR teams can close it.

Effective childcare benefits for working mothers are not the same for all. For instance, a working mother in Bengaluru with an 8-month-old has different needs from one in Delhi with a 4-year-old. The most impactful programmes offer flexibility, and they communicate clearly.

Steps for HR to implement childcare benefits:

1. Conduct a needs assessment: Survey working parents (not just mothers) on their current childcare arrangements, costs, and gaps. This data shapes the programme.
2. Choose your benefit model: Options include on-site creche, an empanelled daycare network, a childcare allowance, or a hybrid. 
3. Empanel trusted providers: Platforms like ProEves aggregate over 7,000 creches, daycares, and preschools across India, giving HR teams a credible, vetted network to offer employees, rather than asking mothers to explore options on their own.
4. Define eligibility and claim process: Clarity reduces drop-off. Specify which employees qualify, for how long, and how to claim reimbursement or access the benefit.
5. Communicate proactively: During maternity leave, send out targeted communication towards mothers to inform them of all available services prior to their return to work.
6. Measure outcomes: Track the retention rate, absenteeism, and satisfaction ratings of your programme’s beneficiaries to demonstrate ROI to key leadership.

Example: 

Suppose there’s an 800-employee Bengaluru-based BFSI organisation partnered with an empanelled network of daycares and offered a ₹4,000/month childcare allowance to working mothers that was digitally loaded. 

This led to a significant increase in the percentage of women availing this incentive and returning to full-time work from maternity leave compared to the reimbursement rate in the previous year.

How can Pluxee childcare benefits make a difference?

For many HR teams, the intention to support working mothers is strong, but the operational reality of setting up and running a physical crèche can be overwhelming. Pluxee Childcare Benefits offer a smarter alternative. Instead of relying on a fixed, on-site model, organisations can introduce a structured, tax-aligned childcare allowance delivered through a digital platform.

Here is how Pluxee, along with its partner ecosystem, such as ProEves, strengthens the childcare experience in practical ways:

Seamless digital access

One of the biggest stress points for parents is coordination, multiple calls, paperwork, follow-ups, and unclear reimbursement timelines. Pluxee simplifies this through a unified digital interface that lets mothers explore options, manage benefits, and handle documentation seamlessly.

Support beyond childcare

Inclusion is about seeing the whole person. Pluxee provides access to specialised parenting resources, expert counselling, and a community. These "extra-value" touchpoints ensure that the employee feels seen and supported through every developmental milestone of their child.

Hyper-flexibility for modern realities

The traditional 9-to-5 daycare model doesn't always fit the hybrid world. Whether it's full-day care, after-school support, or a "drop-in" slot for an emergency meeting, the ProEves network of 7,000+ centres offers localised options that adapt to the family's specific needs 

Wrapping up

This Women’s Day, let’s redefine what it means to be a family-friendly workplace. Supporting working mothers is a long-term investment in the very fabric of the Indian economy. 

When we support a working mother, we aren't just helping one employee; we are stabilising a family and inspiring the next generation of girls to dream bigger. It’s about moving from a culture of "allowing" mothers to work to one that actively "enables" them to thrive.

By adopting the Pluxee Childcare Benefit, organisations can offer a seamless, digital experience that fulfils legal mandates while delighting employees. The recent acquisition and integration of ProEves into our ecosystem means HR leaders now have access to India’s largest vetted childcare network.

It is time to move beyond compliance and towards true empowerment, ensuring every mother in your workforce has the support she needs to lead, grow, and succeed.

FAQs

1.What is the benefit of the ProEves partnership for parents?

It provides parents with a "one-stop" portal to discover, compare, and book verified childcare centres across India.

2.What is the importance of childcare?

Childcare is essential because it provides children with a safe, nurturing environment for early cognitive and social development while enabling parents to pursue their careers with peace of mind.

3.Can an employer charge employees for using the crèche facility?

Legal precedents and government guidelines generally suggest that the basic facility should be provided free of cost as a statutory requirement, though supplementary premium services may vary by company policy.