Childcare Shouldn't Be a Battle Only for Parents—Mayor Chiang Wan-an Honors 42 Family-Friendly Companies, Proving Raising Children Doesn’t Require Sacrificing Careers

Amid declining birthrates, childcare should no longer be a solitary struggle for parents, nor a reason to leave the workforce. On the 14th, the Taipei City Government hosted the 2026 Friendly Childcare Employer Awards and a family day event at Taipei Children's Amusement Park. Mayor Chiang Wan-an honored 42 comprehensive excellence enterprises and 24 single-category excellence enterprises, with 15 companies receiving the award for three consecutive years.

The number of single-category excellence enterprises this year has more than doubled compared to previous years, indicating that flexible working hours, childcare leave policies, and on-site childcare services are transitioning from competitive advantages to essential conditions for talent recruitment and retention.

Mayor Chiang stated that a family-friendly city must care not only for families but also for every worker. In response to low birthrates and industrial transformation, the city government is building a more comprehensive labor environment through childcare support, talent development, labor protection, and workplace safety initiatives.

This year, Taipei launched a reduced working hours program for employees during childcare periods, encouraging companies to offer more flexible work arrangements. This allows parents to accompany their children’s growth while maintaining career development, eliminating the need to choose between family and work.

The city continues to promote support for children of unemployed workers, labor education, labor dispute resolution, and occupational injury protection. It has also introduced extended reality (XR) workplace safety training, AI talent development, and employment matching programs to strengthen workers’ competitiveness amid industrial changes.

This year’s awards were evaluated through a three-stage process, assessing enterprises across seven dimensions including organizational culture, flexible work arrangements, childcare leave policies, and childcare services. Many companies have implemented childcare measures exceeding legal requirements.

For example, Standard Chartered Bank offers up to 20 weeks of paid parental leave. E.SUN Holding has established a Child Growth Fund. Pacific Sogo Department Store provides duty replacement allowances. O-Bank, Taishin-Syntrend Financial Holding, Changhua Bank, and Taiwan Port Corporation allow employees with children under three to reduce working hours while maintaining salary protection.

Taipei Water Department, Taiwan Port Corporation, and Taipei Metro have established on-site nannies or childcare centers, providing comprehensive support in time, income, and childcare resources. These initiatives ensure that family-friendly policies are not just slogans but practical systems employees can use daily.

Taipei Labor Bureau Director Wang Qiu-dong announced that award-winning cases have been compiled into e-books and published on the bureau’s website, encouraging more small, medium, and large enterprises to join the family-friendly workplace movement. The European Chamber of Commerce in Taiwan has long promoted the awards among its members, demonstrating the power of public-private collaboration in transforming workplaces.

A joint corporate family day was held alongside the ceremony. Mayor Chiang participated in a parent-child magic show, while the venue featured cheerleading performances, clown magic, hula hoop stunts, musicals, and interactive game booths. For children, it was a joyful event; for parents, it was a meaningful affirmation that their workplace understands—every missed meeting might simply mean someone is trying their best to raise their child.