A shared-cost approach where the price of licensed child care is split three ways among the employee (parent), the employer, and a public or community partner, making care more affordable and easier to access.

Most programs use a mix of state funding, employer contributions, and sometimes philanthropy, with sustainability tailored to local goals and resources.

Various models exist. In some states, such as Michigan and North Carolina, require an employer to contribute one-third of their employee’s child care tuition. In other states, such as West Virginia and Kentucky, the employer may contribute whatever percent they wish.

Various models exist. In some states, governments provide a 50% to 100% match to the employer contribution, regardless of the size of the contribution or the employee’s household income.. In other states, the match is on a sliding scale (up to 100% of the employer’s contribution), based on annual gross household income. Some states institute caps on the government match; others do not. Wonderschool’s can help a state design any model and implement it on its platform.

Eligibility varies by state but often includes employees of participating in-state employers, families within certain income ranges, and those using licensed providers. Tri-Share is generally offered to working parents who do not qualify for federal child care subsidy dollars.

Savings typically range from $2,000 to over $8,000 a year, depending on local costs and program design. Some parents save up to 66% of child care expenses.

More than a dozen states, including Michigan, Kentucky, North Carolina, West Virginia, and Ohio, have launched or are piloting Tri-Share programs, with more exploring the model.

Yes. The model can support rural families where child care options are limited, though it may require extra coordination to build provider capacity.

Successful Tri-Share programs require comprehensive technology platforms for employer recruitment, provider management, payment processing, eligibility verification, and reporting. The platform must handle complex multi-party payment flows, compliance reporting, and stakeholder communications while maintaining security and user-friendly interfaces.

This is another reason to ensure a comprehensive technology platform is used. Different platforms may function differently. Wonderschool’s Tri-Share platform reduces the administrative burden for all engaged in Tri-Share. Businesses specify their contribution amounts. Wonderschool then utilizes ACH payments to collect from both the employer and employee. Those funds are then combined with the public match portion and sent to each child care provider through an ACH payment on a pre-determined, recurring schedule.

Wonderschool can launch a Tri-Share program in less than 30 days. State-led efforts may take 6–18 months, depending on funding and regulatory steps.

Subsidies are fully government-funded and aimed at lower-income families. Tri-Share serves working families who earn above subsidy limits and brings employers into the solution.

Tri-Share helps participating employers expand the workforce, reduce employee turnover (due to child care challenges), and improve employee morale. It can also significantly reduce absenteeism which leads to productivity increase. Additionally, many states offer tax incentives for businesses to contribute to their employee’s cost of child care.

Typically, Tri-Share funding supports a working parent's child that is enrolled in a licensed or registered child care provider. This includes standard child care, before/after school care, and summer care. A licensed or registered child care provider must sign an agreement to participate in the Tri-Share program. Any licensed provider can choose to participate.