AT&T tests childcare benefit as full-time office returns
TEXAS, UNITED STATES — Telecom giant AT&T has launched a summer camp pilot at its Dallas headquarters, aiming to support working parents and assess the need for onsite childcare as employees return to the office full-time.
The initiative comes after the telecommunications giant shifted from a hybrid work model to a five-day in-office policy in January, a move that has intensified childcare challenges for many staff.
Addressing evolving childcare needs
For ten weeks this summer, AT&T employees with children aged 4 to 12 can enroll their kids in a camp operated by Steve and Kate’s Camp, in partnership with Bright Horizons, within the company’s “Discovery District” downtown.
The program is designed to offer flexibility and convenience, allowing parents to drop off and pick up children at their workplace between 8 a.m. and 6 p.m., with meals and snacks included.
AT&T’s assistant vice president of benefits, Matt Phillips, explained that the company has been listening closely to employees’ concerns.
“One concern we heard, loud and clear, was that ‘summers are hard,’” Phillips said. “The more you come into the office, the more there are employees saying, ‘I need care close to work.’”
He noted that while the previous hybrid model allowed parents to juggle schedules, the return to office has increased demand for convenient childcare solutions.
The program also serves as AT&T’s strategy to attract and retain talent, as its rival Verizon has reportedly launched a targeted recruitment campaign aimed at AT&T employees who may be dissatisfied with the recent RTO mandate.
Flexible payment and early interest
To make the camp more accessible, employees can use AT&T’s existing backup care benefit, subsidizing the cost to $15 per day for one child or $25 for multiple children. Without the subsidy, the discounted daily rate is $99.
As of late April, about 15% of available spots had been filled, with the company promoting the benefit through internal channels, including its young professionals group.
Testing the waters for onsite daycare
AT&T already provides 10 days of backup care and 15 days of caregiver paid time off annually but has not yet invested in permanent onsite daycare.
The summer camp pilot is a way to “test whether this could be a worthwhile benefit for its staff,” Phillips said, adding, “It’s a good way to think about care at or near our headquarters.”
With more companies exploring family-friendly benefits, AT&T’s summer camp could pave the way for broader onsite childcare offerings as workplaces continue to evolve.
