About Us

Hospital Affiliated Child Care

Recognized by health care and health care related institutions, Child Care in Health Care addresses the responsibilities, needs and problems of child care in health care. Hospital child care needs are unique and specific; CCHC's primary goal is to help its membership meet these special needs.

Mission: To enhance, support, and empower leaders of child care programs within health care organizations across the nation.

Vision: CCHC will be the premiere resource for leaders aspiring to offer extraordinary quality in early childhood programs in health care-employer supported systems, thereby providing value and support to their sponsoring organizations.

Goals: CCHC will carry out the mission and vision for its members by:

  • Identifying and analyzing member needs and developing benchmarks to collect and assimilate data.
  • Educating through dissemination of information on current innovations, best practices, and utilization of benchmark data.
  • Offering a variety of networking opportunities utilizing face-to-face and technological methodologies.
  • Providing resources, knowledge and strategies that will support and empower members toward promoting the value of the child care program to the sponsoring health care organization.
  • Promoting excellent environments for young children and work-life support for their families and staff.
  • Growing membership through outreach to enhance networking opportunities and sustain the organization.

Employer Sponsored Child Care

With our mission to develop, support and promote the establishment and preservation of quality child care services within health care delivery system, Child Care in Health Care serves as a model for employer-sponsored child care programs in every sector of society.

The Benefits of Employer Sponsored Child Care

Employer-sponsored child care programs generate a powerful return on investment. By driving down turnover, reducing absenteeism, and increasing productivity on the job, child care and work/life programs are not only an investment in employees, but an investment in the success of your company. In fact, after the first year of employment, most employee turnover occurs among the parents of young children. By providing programs that allow those parents to work - and perform to their full capacity - leading employers reduce the recurring costs of recruiting and retaining skilled employees.

Recruitment and Retention

In a study of employees with children in employer-sponsored child care programs, 93% of respondents said that work-site child care was an important factor in considering a job change. 19% had actually turned down another job, rather than lose their work-site child care, and 26% of those who turned down other job opportunities were managers. (Benefits of Work-Site Child Care, Simmons College, 1997) 42% of parents report that child care was an important factor in their decision to join the organization for which they work. (Benefits of Work-Site Child Care, Simmons College, 1997) A high percentage of employees expecting a child plan to return to work following the child's arrival (83%). However, 86% of employees who do not plan to return to work after the birth or adoption of a child would return if work-site child care were available. (Bright Horizons Child Care Trends, 2002)


Among parent employees, 31% report they have considered leaving their employers due to child care issues. 85% percent of these employees report that a work-site center would affect their decision to stay, with more than 50% reporting it would have a significant impact. (Bright Horizons Child Care Trends, 2002) The full cost of turnover is 1.5 times the annual salary of a salaried/exempt employee who leaves, and .75 times the annual salary of an hourly/non-exempt employee who leaves. (Personnel Journal, December 1990) Reducing turnover has a direct impact on an organization's bottom line.

Absenteeism/Employee Productivity

Among parents, 45% miss at least one day of work every six months due to a child care breakdown. These parents average 4.3 days missed in a six-month timeframe. (Bright Horizons Child Care Trends, 2002) Among parents, 65% are late to work or leaving work early due to child care issues. This occurs an average of 7.5 times in a six-month timeframe. (Bright Horizons Child Care Trends, 2002)

Employee Job Satisfaction and Performance

91% of all respondents, including employees without children, feel work-site child care will have a positive impact on the organization for which they work. (Bright Horizons Child Care Trends, 2002) Employees who use, or are aware of, work/life programs are the most committed employees in the company and are the least likely to feel overwhelmed or burnt out. At one company, these employees were 45% more likely to strongly agree that they would "go the extra mile" to help their company succeed. This directly contradicts the traditional assumption that employees with family responsibilities are unwilling or unable to extend themselves for their employers. (DuPont Work/Life Study, 1995)

Hospital Child Care

Child Care in Health Care works to promote Hospital Child Care, employer sponsored child care, onsite child care, as well as sick child care at hospitals and other child care organizations across the country. We believe that hospital child care services play an important role in early childhood development and should be offered by all health care associations.

Child Care in Health Care Membership

Membership is open to all individuals or organizations in health care environments interested in starting programs or supporting the causes of these programs.