Flexible Summer Science Care
Bright Horizons introduces new flexible science camp for children ages 6-12
Anonymous
Bright Horizons (NYSE: BFAM) launched Science Factory Camp on June 2, 2026, a new summer program for children ages 6–12 built around hands-on science learning and flexible daily enrollment. The program lets working parents book single days instead of full weeks, and it plugs directly into employer-sponsored Back-Up Care benefits to cover both planned school breaks and last-minute care gaps, according to Business Wire.
The timing is deliberate. Business Wire reports that 90% of working parents say they lose sleep over summer care planning. CEO Stephen Kramer said Science Factory Camp is designed to "help parents stay productive and confident during the summer months." The first locations open June 15 in Seattle and Bellevue, WA, with a broader rollout to San Francisco, Hoboken, and Rochester to follow.
Science Factory Camp Fills the School-Age Care Gap
Most summer programs demand full-week sign-ups weeks or months in advance. Science Factory Camp throws out that model. Parents can drop off children any morning between 8:00 AM and 6:00 PM without committing to a full week. That window maps directly onto a standard corporate workday, according to Bright Horizons.
The curriculum focuses on STEM — science, technology, engineering, and math — with low screen time built in by design. Bright Horizons markets this as a response to parental worry about tech overload. The program targets ages 6–12, a group often overlooked by traditional child care providers. Barchart notes the camp integrates with Back-Up Care benefits, so eligible families can use employer subsidies to pay for individual days rather than full-tuition packages.
A Strategic Bet on Flexible, High-Margin Care
Science Factory Camp is not just a summer program — it is a financial strategy. Bright Horizons' Back-Up Care segment brought in $725 million in revenue in 2025, according to Markets Financial Content. CEO Stephen Kramer called it a primary growth engine during the company's Q4 2025 earnings call. By pushing families toward daily-use back-up care instead of fixed-tuition centers, the company improves its profit margins.
The pivot comes after Bright Horizons announced the closure of 45–50 full-service centers in early 2026 due to low occupancy. The Science Factory model builds on the company's 2021 purchase of Steve & Kate's Camp, which pioneered the "show up anytime" day-pass system. That flexible DNA now powers a STEM-branded product aimed at urban, dual-income households.
The 'Vanishing Village' Driving Demand for Corporate Care
Bright Horizons' own research paints a stark picture. Its 2026 Modern Family Index found that 81% of parents say they have fewer relatives or neighbors to help with child care than past generations. The company calls this the "Vanishing Village" effect. With traditional support networks shrinking, employer-sponsored programs fill the gap for workers lucky enough to have such benefits, according to CA Market Screener.
The pressure is real for employers too. U.S. companies lose an estimated $23 billion each year to child care-related absences. Chris Locke, Bright Horizons' Executive Director of Work and Family Solutions, put it plainly: "Care does not fail on a schedule." Companies that invest in child care benefits can see returns as high as 425%, according to research cited by Business Wire.
Critics Question Access and Depth of Learning
Not everyone is convinced. Some education experts argue that a drop-in model limits deep, step-by-step learning. Traditional two-week STEM camps build skills day over day. A single-day format may not offer that same depth. The "flexibility" that helps parents could work against children who need a consistent learning arc, according to analysts who follow the sector.
Access is the other fault line. Science Factory Camp helps parents whose employers offer Back-Up Care benefits. But millions of workers have no such perk. An average basic summer camp already costs around $87 per day. Without an employer subsidy, the program is out of reach for many families. That gap, critics say, risks widening the divide between workers at benefit-rich companies and everyone else, as noted by Barchart.
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