There’s a version of this saying in just about every culture: when family life feels off balance, everything else feels harder too. And during a relocation, that pressure can show up quickly…at home, at work, and across the overall assignment experience.

That’s the idea behind our Family Affair series, which grew out of an in-depth study by our Advisory Services team into the many, and often overlapping, family factors that can shape the relocation experience and, ultimately, assignment success. Because relocation is never just about moving one employee from one place to another—it’s also about helping families settle into new routines, navigate new schools, build new support systems, and manage all the everyday logistics that come with a big change.

We’re starting with childcare—an area that’s getting a lot more attention as dual-career households become more common and costs vary widely by location. While education support is often built into policy, childcare has traditionally been treated as a personal issue. That said, this is one area where we’re starting to see companies rethink what support can look like.

In the U.S., dual-income households spend about 20% of disposable income on childcare, compared with roughly 1% in Germany.

The Numbers Behind the Shift

Recent external research reflects this trend towards more family-focused, supportive mobility benefits. Only 12% of companies consistently cover childcare costs, but selective or conditional support has grown significantly—from 11% in 2021 to 23% in 2025, and to 30% among Weichert clients. At the same time, family-related concerns continue to be a major reason assignments are declined or fail, with partner resistance and unhappiness remaining the leading factors.

Our benchmark of 30 multinational companies shows that fully structured childcare support is still the exception. One-third offer no codified support at all, and among those that do, assistance is usually limited by assignment type, seniority, child age, or duration. In many cases, support is focused on pre-arrival or look-see trips rather than ongoing care.

When support does extend further, companies tend to rely on flexible financial tools—like lump sums, resettlement allowances, flex benefits, or capped exceptions—especially in markets where annual childcare costs can range from about USD 4,000 to nearly USD 50,000. Clear policy boundaries help keep those programs fair, practical, and easier to manage.

Childcare Is Just One Piece of the Puzzle

Of course, childcare is only one part of the picture. Mobility programs are also investing more in family wellbeing and integration support, especially when children are struggling to adjust socially or when routines are disrupted in ways that can affect the success of the move. In other words, when day-to-day life feels unsettled, the assignment often feels harder too.

“The mobility impact is straightforward: when families can maintain routine, community ties, and healthy outlets, organizations can reduce disruption-related dissatisfaction, and increase supporting acceptance rates, assignment stability, and overall program ROI.

  • Avrom Goldberg, Regional Vice President, APAC

Because every family’s needs are different, most companies avoid prescribing specific reimbursable items and instead offer flexible support through allowances or discretionary budgets. That gives families a little more room to use the support in ways that make sense for them. Framed as an investment in employee experience rather than compensation, these benefits can help families build routine, connection, and stability in a new location.

Stay tuned for more in our Family Affair series, where we’ll explore other ways mobility programs can support relocating families—including spouse and partner assistance, elder care, and pet support.

Hungry for even more recommendations on childcare or family wellbeing support for your mobile talent? Connect with our team.