Childcare Landscape Study - Flipbook - Page 67
Davidson County Child Care Landscape Study Results
10
In contrast, health and retirement benefits for full-time educators are offered less
consistently. Just over half of programs offer health insurance (58%) or contribute to
educators9 retirement accounts (55%). Fewer programs offer tax-advantaged savings options,
such as a flexible spending account (FSA; 26%) or health savings account (HSA; 34%).
Child care programs more commonly offer educator-centered supports such as discounted or
free child care for educators with young children (87%), paid planning or training time
(85%), or professional development reimbursement (79%). Figure 6 summarizes the
workplace benefits offered to full-time educators in surveyed center-based programs.
Figure 6: Percent of Center-Based Child Care Programs that Offer Workplace Benefits to
Full-Time Educators
Paid Vacation/Holidays
91%
Paid Sick/Personal Leave
85%
K-12 Aligned Closures
41%
Paid Parental Leave
38%
Vision Insurance
62%
Dental Insurance
62%
Life and/or Disability Insurance
60%
Health Insurance
58%
Retirement Account (401K, etc.)
55%
Health Savings Account (HSA)
Flexible Spending Account (FSA)
34%
26%
Discounted / Free Child Care
87%
Paid Planning/Training Time
85%
Reimbused/Paid PD
79%
Complimentary Meals
40%
Funding to Obtain CDA
Funding to Obtain a Degree
37%
27%
Source: Davidson County Child Care Provider Experience Survey. The Prenatal-to-3 Policy Impact Center, 2025. Notes:
Sample limited to center-based survey respondents (n=116), including Head Start programs (n=4).
Prenatal-to-3 Policy Impact Center 2026
www.pn3policy.org
