What employer child care solutions does Learning Care offer?

Learning Care offers employers several distinct child care benefit models: funded child care, back-up/emergency care, onsite child care, plus consulting and benefit broker services. It also builds onsite solutions for nonprofits and custom arrangements through a dedicated employer solutions team. This guide is for HR, benefits, and total rewards teams evaluating whether Learning Care fits their workforce's child care needs.

The core employer solutions

Learning Care's employer-facing menu breaks into four main categories, each solving a different problem.

Funded child care

The employer funds some or all of an employee's child care cost, typically through subsidies, tuition credits, or reserved spots at Learning Care locations. This is the broadest option and works when you want an ongoing benefit that helps employees with regular, full-time care needs.

Back-up / emergency care

Short-term care for when an employee's normal arrangement falls through — a sick child, a school closure, a gap in coverage. This is a targeted benefit that reduces unscheduled absences. It suits employers whose main pain point is last-minute no-shows rather than everyday affordability.

Onsite child care

A child care center located at or near the employer's workplace. Learning Care positions this as a recruiting and retention lever and as a way to reduce commute-related stress for working parents. It requires physical space and a larger commitment than the funded or back-up models.

Onsite solutions for nonprofits

The same onsite model, adapted for nonprofit organizations. If your organization isn't a typical corporate employer but wants an onsite center, this is the relevant path.

Advisory and intermediary services

Beyond direct care models, Learning Care offers services for employers who want help designing or sourcing a benefit:

• Consulting services — support in shaping a child care strategy or benefit structure.
• Benefit broker services — designed for brokers who want to bring Learning Care options to their employer clients.
• Open access — a way to make care available without a fully custom, closed arrangement.
• Custom solutions — built around a specific employer's requirements.

A dedicated employer solutions team handles these engagements, and the site offers a "Schedule a call" entry point for starting that conversation.

Comparing the options

Use the table as a starting filter, not a final answer. The right choice depends on whether your problem is cost, reliability, or access — and on whether you can support a physical site.

What to verify before deciding

The public materials describe the solution categories but don't publish pricing, eligibility rules, or contract terms. Before committing, confirm directly with the employer solutions team:

• Minimum employee counts or participation thresholds for each model.
• How funded child care is structured (subsidy vs. reserved seats vs. credits).
• Geographic coverage — Learning Care supports 11 brands across 1,150+ preschools nationwide, so availability depends on where your employees live and work.
• Whether back-up care draws on the same center network or a separate one.
• Implementation timelines, especially for onsite builds.

Where this fits

Learning Care has operated since 1967 and now runs a multi-brand network under the Learning Care name, with headquarters in Novi, Michigan. For an employer, the practical question isn't whether the company is established — it's which of the four models matches your workforce's actual gap, and whether your locations fall inside the network. Start with the model comparison above, then use a call with the employer solutions team to test feasibility against your specific employee footprint.