Yes, in many cases. Businesses may be eligible for a federal tax credit of up to 25% of childcare facility expenditures and 10% of resource and referral expenditures under IRS Code Section 45F. If your business contributes directly to preschool tuition for employees, it may be considered a deductible business expense. Always consult your tax professional for specific guidance.

In many cases, up to $5,000 per year in employer-provided dependent care benefits can be excluded from an employee's taxable income through a Dependent Care Assistance Program (DCAP). Amounts above that threshold may be taxable. We recommend that your HR team or tax advisor confirm the structure that works best for your organization.

Not necessarily. Many employers offer childcare benefits as part of a tiered or needs-based benefits package. Your tax advisor can help you structure the program in a way that is compliant and works for your team. We are flexible on our end and will work with whatever structure you put in place.

Payments are made directly to Hill Country Day School on a monthly basis. We will work with your HR or payroll team to set up a simple, consistent process. Families pay any remaining balance directly.

If an employee separates from your company, the tuition subsidy ends at the close of that billing month. The family will be responsible for full tuition going forward or may choose to disenroll. We will coordinate directly with your HR contact when transitions occur.

There is no minimum. Whether you have one employee with a child enrolled or ten, we welcome the partnership. Smaller commitments are just as valued as larger ones.

Yes, absolutely. You set the contribution amount and structure. We accommodate per-family caps, annual limits, or flat monthly contribution amounts. Whatever works for your budget works for us.

Yes. While we cannot guarantee immediate placement, especially if a classroom or age group is at capacity, your employees will be given priority on our waitlist and notified as soon as a space becomes available. We’ll work closely with your team to help facilitate timely enrollment whenever possible.

No. Once your partnership agreement is in place, we handle the relationship with your employees directly. You simply provide the agreed contribution and we take care of the rest.

Absolutely, and we encourage it. We will provide you with a Partner Badge and language you can use in job postings, offer letters, and onboarding materials. Childcare benefits are one of the most sought-after perks for working parents, and we want to help you tell that story.