"It’s Too Expensive” – Here’s Why Investing in Working-Parent Support Pays Off

When your organisation asks, “Is it really worth spending money on a program for working parents?”—the answer lies in the measurable return on investment. Here’s why this isn’t a cost—it’s an investment that pays dividends.

1. Booster to Productivity and Performance

Studies show that engaged and well-supported employees excel. A meta‑analysis by Harter et al. revealed a 21 % difference in profit between business units with high engagement versus those with low—underscoring that engaged teams simply hit targets faster and smarter Harvard Business School.

Moreover, a 2024 Wellhub survey reported that nearly two‑thirds of companies tracking wellness ROI see at least $2 back for every $1 spent, and a striking 95 % report positive returns Teamupp.

2. Reduced Absenteeism and Presenteeism

Support programs aren't just motivational—they’re preventative. A Health Enhancement Research Organization study found that comprehensive wellness initiatives yield a 25 % drop in absenteeism and a 30 % reduction in workers’ compensation and disability costs Corporate Wellness Magazine.

3. Stronger Retention of Valued Staff

Retention isn’t just about saving hiring costs—it’s about keeping organisational knowledge and morale intact. Research shows companies with wellness and support programs have a 33 % lower turnover rate than those without . Deloitte also reported mindfulness-focused mental-health initiatives delivered a 30 % lift in retention Cigna Healthcare Newsroom.

4. Specific ROI from Supporting Working Parents

Targeting working parents—who often juggle family and work—amplifies results. A Boston Consulting Group and Moms First report found family-support policies drove a 5.5 % productivity increase Maven Clinic.

Great Place to Work’s largest-ever survey (440,000 parents!) of ‘best workplaces’ revealed parent‑supportive companies deliver better innovation, retention and productivity Great Place To Work®.

5. Long-Term Cost Savings

Bottom-line savings compound quickly. Harvard Business Review found well-run wellness programs can yield ROI as high as 6:1, i.e. $6 returned for every $1 spent Harvard Business Review.Johnson & Johnson’s program between 2002–2008 earned a $250 million return, equating to $2.71 back for every $1 invested Maven Clinic.

So, is is the Win Win Parenting program too much?

Factor in reduced turnover, better attendance, and higher productivity—this becomes a fiscal no-brainer.

Counter‑Argument to the “Too Expensive” Objection

“Yes, the program is an investment—but across six to twelve months, you can expect $2–6 around every dollar spent. That includes fewer sick days, higher retention, and greater efficiency, and that doesn’t count the intangible but real gains in morale and employer brand. This isn’t spending—it’s strategic investment.” Investing in Working-Parent Support Pays Off.