Access to reliable, affordable childcare is the single biggest factor driving many military spouses out of the workforce. Persistent barriers—such as long waitlists for on-base Child Development Centers (CDCs), rising off-base costs, and staffing shortages—force thousands of qualified spouses to scale back their careers or exit the workforce entirely. As a result, the lack of childcare directly undermines the economic stability and career development of military families.

The Wait That Costs a Career

The challenge begins with waiting. According to a 2024 report by the House Armed Services Committee, families wait an average of six to seven months for on-base childcare, with more than 12,000 children on Child Development Center (CDC) waitlists at any given time.

The Government Accountability Office (GAO) confirmed that junior service member families are particularly affected by these delays, facing longer waits and limited access compared to other groups.

The months-long wait for childcare is not just a hassle, but poses a threat to career continuity. For a spouse aiming to reenter the workforce after a Permanent Change of Station (PCS), waiting six months can derail ambitions and momentum, resulting in lost income and missed promotions.

Off-Base Care: Higher Costs, Hidden Strain

When CDC slots don’t open up, families look to civilian care. Civilian childcare often costs more—especially in high-cost regions—and even with Department of Defense (DoD) fee assistance, many families report that it remains unaffordable.

According to RAND research, the average annual cost of infant care in military centers exceeds $12,000, while preschool and school-age care costs are slightly less.

In civilian settings, average costs are higher. For context, $12,000 can be more than 40% of a junior enlisted family's take-home pay, which highlights how these costs strain household budgets.

Many families find that childcare expenses swallow much of their income, leading junior enlisted families to question whether one spouse’s paycheck covers the cost of care. For too many, it doesn’t.

Staffing Shortages Behind the Scenes

Centers with available space often cannot enroll more children due to staffing shortages.

GAO data from 2023 indicate that the Department of Defense (DoD) child care worker turnover rates range from 34% to 50%, resulting in thousands of unfilled positions across the system.

These shortages mean that even when physical classrooms exist, they often sit empty, keeping families on waitlists. High turnover in childcare staff impacts trust, continuity, and the long-term reliability of care.

The Career Toll on Military Spouses

According to a Blue Star Families’ survey, nearly 80% of military spouses cite childcare as a barrier to employment.

This high percentage contributes to résumé gaps, missed promotions, and deferred career goals. The Department of Defense has recognized that access to childcare is a crucial factor in supporting spouse employment and family readiness.

For highly educated spouses, the costs of being sidelined extend beyond lost income, impacting professional identity and momentum for years.

Uneven Burdens, Unequal Choices

Families with preschoolers report the worst strains from wait times and costs. Junior enlisted families often lack the financial safety net for civilian care, while those in remote or high-cost areas face fewer providers and higher prices.

In some surveys, families have admitted that they’ve even considered leaving the military entirely due to childcare stress. That’s not just a personal decision—it’s a readiness issue.

Efforts to Fix the System—And Where They Fall Short

Recognizing these challenges, the DoD has acknowledged the problem. New Child Development Centers are in development, fee assistance programs have expanded to include more civilian providers, and a task force is addressing the recruitment and retention of childcare workers.

Pay raises and streamlined hiring are part of the plan. To assess the effectiveness of these reforms, it is crucial to establish measurable success criteria.

Proposed metrics could include reducing wait times for on-base childcare by 30% within the next year, increasing capacity fill rates by 20%, and achieving a 10% reduction in turnover rates for childcare personnel. By setting these benchmarks, acknowledgment can lead to actionable accountability and tangible improvements for military families.

Despite these efforts, significant issues persist: waitlists remain long, off-base care is often unaffordable, and staffing shortages still prevent families from securing spots before their next PCS move.

The Problem Won’t Fix Itself

Childcare gaps are at the core of military family instability, forcing spouses into an impossible choice between work and family. When reliable care is out of reach, the result is lost income, drained morale, and direct threats to military retention and readiness.

Each year, childcare barriers drive thousands of military spouses—over 30,000 by some estimates—out of the workforce, causing a significant loss of talent and experience. Ensuring accessible childcare is essential to support workforce participation and military effectiveness.

The way forward is clear. Families need reliable capacity, affordable access, and flexible options that fit the realities of military life. A single, decisive policy—federal funding and expansion of on-base Child Development Centers to meet the full demand—would remove the central barrier that keeps thousands of spouses from working. This practical, targeted solution would give spouses a genuine choice, turning difficult dilemmas into opportunities for career continuity and family stability.

Suggested reads:

• Sesame Street For Military Families Launches New "Healthy, Happy, Ready" Resources
• NDAA Extends Childcare Support For Military Spouses Looking For Jobs
• Military's Weakest Link: How the Childcare Crisis Is Undermining Readiness