Mothers in Wisconsin and Denmark face vastly different childcare realities

Manal Stulgaitis' children at play in Denmark (Photo courtesy Manal Stulgaitis)
When Katy Dicks’s two children were both in childcare programs, she and her partner would dread sitting down each month to have the hard conversations about which bills would go on their multiple credit cards, the highest with a 20% interest rate, and which they could pay outright. “It’s a constant budgeting game,” Dicks said, although she and her family watch every penny and keep their finances as tight as possible.
According to Act For Early Years, the global childcare campaign, the major expense that weighed on Katy and her partner each month is what also plagues 70% of American parents: the high cost of childcare. According to Care.com, Katy, 45, and her domestic partner, who live in Sun Prairie, Wisconsin, are like parents across the nation for whom care has become an “all-consuming strain.” The same source found that mothers report “significantly higher levels of overwhelm, guilt, and identity loss” than fathers, pressuring many to leave the workforce. In fact, of the 455,000 women who left the workforce in 2025, roughly 42% pointed to caregiving costs as the No. 1 reason. In the past 40 years, cost has been the primary reason for the steepest decline in mothers of young children participating in the workforce.

Katy, whose children are now ages 7 and 11, works primarily as a Pharmacy Project Coordinator, but she is also a realtor, and a co-owner of a logistics business with her partner. Katy considers herself “blessed” because she found wonderful, regulated childcare nearby for both of her children, and she “felt good with the care my children received.” However, between the full-time home-based care and the preschool for both children, it cost her and her partner between $20,000-$30,000 per year over six years for a total of $167,000. Average annual costs for childcare in Wisconsin range between $13,000 and $18,000. Even working her three jobs, she and her partner still owe $45,000 in credit card debt because of their childcare costs. According to a new study, a two-child family would need to earn $400,000 to make childcare affordable, defined as 7% of income by the U.S. Department of Health and Human Services, an unreachable sum for most families including Katy and her partner.
The reason for the high cost of childcare in the U.S. is primarily due to the fact that early childhood education is not considered a public good. Therefore, with little to no public investment in childcare for everyone, early educators are often entirely reliant upon parents’ private tuition payments to operate their programs. Despite high tuition rates, Wisconsin providers earn, on average, $13.55 per hour, compared to the average hourly wage of $28.44 for Wisconsin workers, with family childcare providers earning $7.46 per hour.
This changed during the COVID-19 pandemic when the federal government recognized childcare as essential and distributed funds to states to stabilize the childcare workforce. In Wisconsin, $20 million per month was distributed to approximately 5,000 licensed providers, assisting in the retention of 72,000 professionals, and supporting care for over 417,000 children throughout the state through a program called Child Care Counts. While recent research shows that this program was highly effective, the majority of Republican legislators rejected continued funding for the program. Additionally, even though the 2025-2027 budget for the first time included state funds for childcare, that funding ends in June 2026, leaving providers once again on their own to figure out how to continue, or in many cases simply to close their programs.
Katy also experienced complications during pregnancy and her maternity leave. During her first pregnancy she developed pre-eclampsia and had to be hospitalized and induced. After just three months of maternity leave at partial pay, she said, “It was the hardest day of my life to go back to work. What I needed was 12 months to heal and bond with my baby.” Nonetheless, she felt fortunate that she had childcare in place, had kept her job, and therefore had health insurance to pay all of her medical bills.
When Katy returned to work, she went to her infant’s child care program every day to breastfeed her baby on her lunch break, to bond with her baby and also because she wasn’t able to pump enough milk to last through the day. When she tried pumping at work, she felt like her male supervisor was always “breathing down my neck,” and pumping twice a day felt like she was “pushing it.” Not long after, her supervisor gave her a performance improvement plan (PIP) for taking time out to pump breast milk.
With her second child, in a new position, Katy developed pre-eclampsia again, and had to be induced, but at this employer, she felt the pressure to quit working more intensely. After she repeatedly brought up the topic of maternity leave with her male supervisor, the company finally agreed to give her three months of unpaid leave. She made a plea for partial pay during her leave, only to be informed by her supervisor that the company would indeed adopt a partially paid maternity leave, but not until after her maternity leave was over. He also told her that she was the first employee he had who was pregnant and required maternity leave.

The U.S. is the only wealthy nation on Earth that lacks federally mandated, paid maternity leave, even though about three-quarters of mothers are employed. As of January 2026, only 14 states and the District of Columbia had a mandated, paid maternity leave of eight to 12 weeks. Wisconsin does not have mandated, paid maternity leave.
Katy’s experiences ultimately drove her to take a leadership position in the Mother Forward chapter in Wisconsin to push for better policies so that mothers are set up for success.
It’s different in Denmark
When Manal Stulgaitis, an American, moved to Denmark to work for the United Nations, she had no idea how the early childhood education system worked. She visited the country ahead of her family before the move to check out childcare programs. One morning, when she was out for a jog, she stumbled across an enchanting scene. Peering through a tall fence surrounding a huge residential house, she saw children in snowsuits playing on climbing equipment built into the trees and sitting under a structure whittling sticks around a fire. Teachers stood nearby, observing and supporting the children in their explorations. Manal decided to visit the place right away. She found the administrator and teachers welcoming and they quickly determined that they had space, so she was able to enroll her 3-year-old without delay. The center was part of the public early childhood education system, and she remembers it cost approximately $400 per month, and “was absolutely zero stress.” Meanwhile, her 6-year-old attended public school.
Manal, 51, whose children are now 10 and 13 years old, like all parents in Denmark, was entitled to a guaranteed childcare slot regardless of income or geographic location. Indeed, Danish law mandates this and ensures that parents pay no more than 25% of the cost of childcare, unless a family’s income is below a certain threshold, in which case it is free.

As for maternity leave, although it did not apply to Manal since her children were older, the standard in Denmark is a paid shared parental leave that begins four weeks before a mother gives birth and continues for 24 weeks post birth. Another parent can share up to 10 weeks of the leave, and there is additional flexibility depending on the circumstances for a total of 52 weeks. Recent research shows that Denmark’s childcare and paid parental leave policies combined erase 80% of what’s called “the motherhood penalty” for working mothers, allowing them to pursue their careers and passions. This is certainly the case for Manal, who said, “I don’t think there are words to describe how it impacts you individually or how it impacts our family. To have the essentials like healthcare and childcare and education taken care of by the state – both financially and in terms of the regulatory aspects — gives every single Danish person a huge measure of confidence. We were so lucky to experience that system, which serves children and their parents so well.”
Policymakers in the U.S. have chosen a hands-off approach to childcare and maternity leave. This has had the effect of normalizing the suffering new mothers and parents experience, pressures mothers to leave the workforce, stalls their careers, and loads parents with debt. Denmark, on the other hand, has chosen to promote equality for mothers by mandating and investing in both paid parental leave and childcare. For Manal, the impact of having her daughter welcomed and supported in a high-quality early childhood education system was “a lifesaver.” She could be a mother and have a high-powered career that demanded long days and frequent travel. Total confidence in her child’s program meant that she or her husband could “drop the kids off in the morning and not have a second thought about their safety or their wellbeing.” Having a high-quality system freed both her and her husband to focus fully on their work, without all the stress parents in the U.S. feel over their children’s well-being and the toll having a baby takes on their household finances. Childcare advocates in the U.S. say policymakers here could choose policies that set mothers up for success, rather than test their grit, tolerance for debt, and willingness to endure the pain of worrying whether their children are getting good care.
Across the country, citizens demanding universal child care in their own communities are joining the thousands of mothers, child care providers, and advocates gathering on Monday, May 11, 2026 for the 5th annual Day Without Child Care.
Support for this reporting came from the Better Life Lab at New America.





















