By Assoc Prof Dr Khairunneezam Mohd Noor & Assoc Prof Dr Nuruliza Roslan

Balancing work and family life has always been a challenge, but for many parents in Malaysia, the lack of proper childcare support is becoming a critical issue.

This problem has far-reaching implications, not just for employees struggling to meet their professional aspirations but also for employers dealing with decreased productivity and retention issues.

Addressing this challenge is vital for the well-being of families and the nation’s economic growth.

Childcare has long been one of the primary reasons many parents – especially mothers – find it difficult to pursue full-time careers or advance professionally.

A study by the United Nations International Children’s Emergency Fund (UNICEF) found that nearly 60 per cent of working mothers in Malaysia struggle to find reliable, affordable childcare.

This has forced many women to leave the workforce altogether or take on part-time or lower-paying jobs that may not match their skills or qualifications. The lack of affordable childcare is also reflected in Malaysia's low female labour force participation rate.

According to the Department of Statistics Malaysia, the female labour force participation rate stood at 55.5 per cent in 2023, significantly lower than the 81.7 per cent participation rate for men. This figure is also below the average for countries with similar levels of economic development, highlighting the pressing need for targeted policies and interventions.

Cost of childcare

One of the core issues is the high cost of childcare in Malaysia. According to a 2022 survey by the Women’s Aid Organisation (WAO), childcare fees can range between RM300 and RM1,200 per month per child, depending on the location and services offered. For families living in urban areas like Kuala Lumpur or Johor Bahru, the costs can be even higher.

Low-income families often find it nearly impossible to afford quality childcare services, leaving many parents in a tough position of having to choose between work and caring for their children.

The shortage of accessible childcare facilities also exacerbates the problem. There are only about 5,000 licensed childcare centres in Malaysia, serving an estimated population of over 4.8 million children below the age of six.

This massive gap between demand and supply has left many parents dependent on unregistered centres or informal care arrangements, which may not meet basic safety or quality standards.

Employers, too, feel the ripple effects of these challenges. When employees are distracted by childcare concerns, it can lead to absenteeism, reduced productivity, and higher turnover rates.

Childcare responsibilities

A report by TalentCorp found that 46 per cent of Malaysian women who left the workforce cited childcare responsibilities as their primary reason. Replacing experienced workers incurs recruitment and training costs for companies, making it a lose-lose situation for both parties.

To address these challenges, collective action is required from employers, policymakers, and society as a whole. Employers can take the lead by implementing family-friendly workplace policies.

For instance, introducing flexible work hours or remote work options can allow parents to better manage their time. Companies could also provide on-site childcare facilities, which would significantly reduce the logistical burden on working parents.

In fact, studies have shown that employees with access to workplace childcare are more likely to remain loyal to their employers and report higher levels of job satisfaction.

Additionally, employers can offer childcare subsidies or establish partnerships with licensed childcare centres to negotiate discounted rates for their employees. These measures not only support working parents but also improve employee morale and productivity.

On the government’s side, there is an urgent need for stronger childcare policies. Establishing more government-subsidised childcare centres, particularly in underserved rural and semi-urban areas, would provide much-needed support for low-income families.

Offering tax incentives to companies that invest in childcare facilities or services could further encourage employers to take proactive steps.

Singapore’s childcare model offers a noteworthy example for Malaysia to follow. In Singapore, parents receive substantial childcare subsidies based on household income, while the government ensures a high standard of care through strict licensing and regulatory frameworks.

Public awareness campaigns

Malaysia could adapt similar measures to improve access, affordability, and quality in the childcare sector.

Furthermore, public awareness campaigns are essential to highlight the importance of investing in childcare as a national priority. Changing societal perceptions about shared parenting responsibilities can also help reduce the burden on mothers, encouraging fathers to take a more active role in childcare.

The issue of childcare challenges also finds its relevance in Islamic teachings. Islam places great emphasis on the care and upbringing of children, considering it a shared responsibility of both parents. The Prophet Muhammad (PBUH) said, “Each of you is a shepherd, and each of you is responsible for his flock” (Sahih al-Bukhari).

This highlights the collective duty of society, including employers and policymakers, to ensure a nurturing environment for children while supporting parents in fulfilling their responsibilities.

Addressing childcare challenges is not just about helping families; it is about strengthening the nation’s workforce and economy. Parents who have access to reliable and affordable childcare are more likely to stay in the workforce, pursue professional growth, and contribute to the country’s development.

With collaborative efforts from the government, employers, and communities, Malaysia can create an environment where working parents feel supported and empowered, ensuring a brighter future for both families and the nation as a whole.

-- BERNAMA

Assoc Prof Dr Khairunneezam Mohd Noor is Senior Lecturer at the Faculty of Leadership and Management, Universiti Sains Islam Malaysia.

Assoc Prof Dr Nuruliza Roslan is Senior Lecturer at the Faculty of Medicine and Health Sciences, Universiti Sains Islam Malaysia.