The traditional separation of the worlds of work and family, reflected in the sociologies of Parson and Weber, is changing due to alterations in demographic, economic, and corporate conditions. Corporate interest and involvement in providing various family support benefits to employees has recently increased. Day care is being discussed in personnel offices, at bargaining tables, and in employee lounges and corporate board rooms. Child care, in some corporate sectors such as hospitals, is viewed as a recruitment tool or as a way of reducing absenteeism and employee turnover. Whether or not the provision of child care services is always in the self-interest of corporations is an open question, since program evaluation studies rarely have been made. Corporate managers should recognize that other kinds of supports in addition to child care may be needed by working parents, depending on the unique characteristics of the communities to be served. Employers may respond to the needs of working parents by providing services, information, and financial assistance, and by allowing employees more flexibility with schedules. The remainder of this presentation describes innovative programs set up as benefits by many different employers to meet the needs of employees in each of the four areas indicated above. In addition, suggestions are offered for making policy decisions and implementing benefits supporting employed parents. (RH)