I Ask Myself: Why Do Most Kenyan Workplaces Still Lack Onsite Daycare?

Why, in a time when the conversation around work-life balance is louder than ever, do most Kenyan workplaces still lack one of the most impactful support systems for working parents—on-site daycare?

Imagine the relief on a mother’s face as she walks into work, her toddler in tow, knowing her child is just a door away in a safe, stimulating environment. No rushed drop-offs. No strained calls to check if the nanny remembered the baby’s feeding schedule. No silent anxiety through meetings. Just calm. Confidence. Focus.

Yet, for the majority of working parents in Kenya, this remains a distant dream. Instead, they are left to juggle the impossible: raising a child while climbing the career ladder in an economy that offers little structural support for either.

It’s a balancing act that has led many to drop out of the workforce entirely, especially women. But does it really have to be a choice? Should any parent have to decide between earning a living and bonding with a child they barely get to see?

The Careers With No Clock-Out Button

Some professions demand more than just presence—they demand availability around the clock. Healthcare workers work late-night shifts. Journalists chase breaking news at unpredictable hours. Lawyers spend long nights prepping for court. Security personnel, hospitality workers, and call center staff rotate shifts that barely leave time for a proper meal, let alone parenting.

In such environments, parenting becomes a hidden struggle. Parents either power through the exhaustion or quietly bow out of their careers. Over time, both options take a toll—emotionally, financially, and professionally.

These sacrifices aren’t just personal. Businesses, too, feel the sting—through high turnover, absenteeism, and disengaged employees who are constantly worried about the babies they left at home.

The Cost of Leaving Young Children at Home

Let’s focus on mothers for a moment, particularly new mums returning from maternity leave. For many, the period after childbirth is filled with uncertainty, not just about the child’s wellbeing but about their own capacity to rejoin the workforce while caregiving full-time at home.

The reality is sobering. Without on-site daycare or flexible arrangements, most mothers are forced to:

Hire domestic nannies—often untrained and unsupervised.

Leave children with relatives—who may not always be dependable or supportive.

Take unpaid leave or quit entirely—halting career progression and future earnings.

Worse still, when caregivers fail or emergencies strike, workplaces often lack the empathy or flexibility to adjust. The assumption is that “someone else” should handle the child, as if parenting is a private inconvenience rather than a shared social responsibility.

Single Parents: Juggling Without a Safety Net

Single parents—whether mothers or fathers—face unique, often unspoken challenges in the workplace. There is no co-parent to share the morning chaos or rotate school pickups. Everything rests on their shoulders.

A single mother working night shifts as a nurse has to worry about who’s feeding her child and keeping them safe while she’s saving lives. A single father working in logistics may miss out on school activities or milestones, not by choice, but because his job has no room for flexibility.

For single parents, every sick day, missed call, or unplanned expense becomes a crisis. These pressures bleed into the workplace, often misunderstood by employers or colleagues. The result? Chronic stress, underperformance, or sudden exits from jobs that once held promise.

What the World is Doing Right: Lessons from Sweden and Japan

Globally, some countries have recognized that supporting parents is not a luxury—it’s a necessity.

Sweden, for example, offers generous parental leave for both mothers and fathers, along with government-supported daycare centers that are accessible and affordable. Workplaces are encouraged to offer flexible schedules, and parenting is culturally viewed as a shared responsibility.

Japan, facing declining birth rates and a shrinking workforce, has pushed major corporations like Toyota and Panasonic to integrate corporate daycare centers and parental leave programs. This isn’t just about kindness—it’s about retention, loyalty, and productivity.

These nations have realized that when parents are supported, everyone wins—families, businesses, and the economy.

Why Kenyan Workplaces Have Fallen Behind

Despite the benefits, most Kenyan companies remain hesitant to introduce workplace daycare services. Several barriers stand in the way:

Financial constraints: Employers often cite high setup and maintenance costs.

Cultural assumptions: There’s still a belief that childcare is solely the woman’s responsibility—and should be handled at home.

Lack of legal incentives: Kenya’s labor laws don’t mandate or encourage family-friendly policies.

Poor urban infrastructure: Even where companies are willing, they may lack the space or logistical ability to offer such facilities.

These factors create a cycle of inaction. But what is the long-term cost of this neglect?

Why Employers Should Rethink Their Priorities

When parents are distracted by child-related concerns, performance drops. High turnover becomes common. Team morale suffers. Conversely, companies that invest in employee well-being through daycare solutions often report increased loyalty, lower absenteeism, and stronger internal culture.

From an HR perspective, it’s a smart investment. From a moral standpoint, it’s overdue.

According to a 2021 McKinsey & Company report, companies with inclusive, family-friendly policies experienced up to 60% lower employee churn and significantly improved job satisfaction scores.

The message is clear: family support is not a burden—it’s a benefit.

A Realistic Way Forward for Kenyan Workplaces

While not every company can build a daycare center overnight, here are practical steps they can take:

Start with partnerships: Work with licensed daycare providers near the office and offer subsidized rates.

Flexible working hours: Let parents choose shifts that align with school or childcare schedules.

Emergency care solutions: Offer day passes or reimbursements when emergencies arise.

Create parenting support groups: Let employees share resources and create informal backup systems.

Influence policy change: Collaborate with labor institutions and HR networks to advocate for family-supportive legislation.

Final Thought: Must It Always Be a Choice?

Should a parent be forced to choose between raising a child and building a career?
Should a baby grow up barely knowing a mother or father who leaves home before sunrise and returns after bedtime?

And for employers—should talent, passion, and dedication go to waste simply because no one thought to provide a crib in the corner room?

It’s time for Kenyan companies to ask themselves the hard questions and make the bold moves. Because a workforce that’s supported at home is a workforce that shows up, not just in body—but in heart, mind, and purpose.

Also read:What Happens When You're Raised by a Single Parent in Kenya?