5 ways employers can better support working parents

Back to school can be a stressful time for working families. Employers can do their part to ease that pressure.

Balancing the school run, childcare arrangements and other parental responsibilities alongside the 9-5 can be a challenge for many working parents.

The back-to-school period can add additional pressure as families send little ones to school for the first time, help their children transition to a new school or move up a year group.

While the transition period may be a challenging and nerve-wracking time for both parents and children, previous Vitality polling found that some children struggle with their mental health throughout the year.

One-quarter of children (27%) have missed school in the past year due to anxiety, stress, low mood or feeling overwhelmed and nearly one in ten (9%) have missed school on multiple occasions, according to research commissioned by Vitality.

When children are struggling with their mental wellbeing, some parents may need to take time away from work, which could have a knock-on effect on the workplace.

So, how can employers and HR better support working parents? Here are five useful tips:

1. Create a culture of openness

For some employees, speaking up about the challenges they are facing in their personal lives can be difficult.

Research has found that just 63% of employees feel comfortable discussing family responsibilities at work.

To enable employees to feel better able to speak up about their struggles, it’s crucial for employers to create a culture where conversations around family life and caring responsibilities are normalised.

By opening up dialogue, staff may feel more comfortable discussing personal issues and employers will be better equipped to provide support if they’re aware of the challenges working parents are facing.

2. Equip managers to have supportive conversations

As part of creating a culture of openness, it’s important that line managers receive training so that they have the skills to hold sensitive conversations in the workplace.

Line managers may be well placed to spot the signs that an employee is struggling therefore providing them with the tools to offer support is important.

Recognising the signs of stress or burnout and understanding how to approach wellbeing conversations with empathy are just two examples of training that could be helpful to offer.

3. Offer flexibility (where possible)

Whether it’s attending appointments or supporting a child through challenging periods, there are times that working parents may require a bit of additional flexibility.

While every organisation’s approach will differ, and role type will play a part, employers could offer additional flexibility to help working parents balance personal and professional demands.

According to data, flexibility is a valued benefit among working parents; 89% of working parents stated that access to flexible working arrangements has or would have a positive effect on their wellbeing.

4. Signpost the resources and benefits available

Employers may already provide support that could benefit employees and, in some instances, their families – but are they aware of what’s out there?

Whether it’s employee assistance programmes or mental health support, employers should use the communications channels at their disposal to raise awareness and encourage uptake of benefits.

Ensuring that communication is regular through intranets, newsletters, and email updates – and that line managers can signpost staff towards benefits – is key.

5. Think beyond the employee to the wider family

For many employers, workplace wellbeing remains a priority, however, external factors such as home life can also influence how an employee is feeling.

“When a child struggles with their mental health, the whole family feels it,” explained Dr Katie Tryon, Deputy CEO at Vitality Health. “As the demand for child and adolescent mental health support continues to rise, so does the associated pressure on parents.”

If a parent is worried about a child’s mental health, these concerns are unlikely to stay at home. As such, offering benefits that can support working parents and their dependants – such as mental health services and resources – can be useful.

Supporting working parents around the year

The back-to-school period may shine a light on the pressures facing working parents but, for many, it’s a juggling act that continues year-round.

Employers are well placed to provide support and should consider how they can better support this cohort of the workforce. This could benefit both employers and employees alike.