The Branchevereniging Maatschappelijke Kinderopvang (BMK) is championing alternative scheduling as a solution to the structural staff shortage in the sector. By allowing employees to work more hours with more flexible arrangements, the industry association hopes to improve the childcare sector's position in the labor market.
Staff shortage remains critical
Childcare in the Netherlands has been struggling with a major shortage of qualified staff for years. The coronavirus pandemic has exacerbated this problem: many employees left the sector and did not return. High work pressure, relatively low salaries, and the profession's image also play a role in recruiting new childcare workers.
Alternative scheduling can take various forms: from four-day work weeks and part-time hours that better suit personal circumstances, to variable start and end times. Some employees may find a longer workday with more days off attractive; others prefer shorter days spread across the week.
Legislation and regulations as obstacles
A complicating factor is that childcare is bound by strict frameworks under the Childcare and Preschool Quality Requirements Act (Wet kinderopvang en kwaliteitseisen peuterspeelzalen, Wko). This law sets requirements for staffing levels and the number of qualified employees per group. In addition, the Dutch Tax Authority (Belastingdienst) determines through the hour model which hours parents receive compensation for, which affects the financing of care at atypical times.
The BMK therefore advocates for government and childcare organizations to work together to interpret or adjust these regulations in such a way that innovative schedules become possible, without compromising quality or accessibility for parents.
What does this mean for parents?
For parents, alternative scheduling can offer both opportunities and challenges. On the positive side: if the sector succeeds in recruiting and retaining more staff, the risk of forced group closures and waiting lists decreases. Care could also become available during more hours of the day, making shift work or irregular hours easier to manage.
On the other hand, more flexible staff scheduling could mean that children change their regular childcare worker more often, which could affect continuity of care. For young children, a stable attachment relationship with their regular caregivers is particularly important for their development.
Parents would be wise to inquire about staffing policy and the degree of continuity in the group when choosing a childcare facility. Ask not only about the pedagogical vision, but also about how the organization handles staff changes and what measures they take to ensure attachment security.
The BMK emphasizes that alternative scheduling is not a silver bullet, but can be part of a broader strategy to make childcare more attractive as an employer. Other measures include better employment conditions, more opportunities for training and career development, and lower work pressure through reduced administrative burdens.