For parents, work/life balance can get complicated. Whether they’re preparing for a new baby, budgeting for daycare, or juggling school schedules, these employees have a lot to keep track of. It’s no surprise that 66% of working parents experience burnout (WorkLife). Fortunately, HR is in a perfect position to help.
Common Concerns of Working Parents
Parents aren’t just responsible for their own schedules; they’re also in charge of every detail of their children’s lives. They need to plan around school hours and holidays, doctor’s appointments, birthday parties, and more. But in 67% of families with children, both parents are employed (Bureau of Labor Statistics). With no one at home to handle family logistics, the workload can get out of hand quickly. A lot of parents feel like they need to be in three places at once just to get through the week.
Affordable Childcare
Many families struggle to find affordable childcare. One survey found that on average, parents spend 24% of their household income on childcare alone (Care). For households with two employed parents, that’s a necessary expense.
Remote and hybrid work arrangements can take some pressure off working parents, but location flexibility is just one piece of the puzzle – especially for families with children under school age. Older kids can attend after-school programs or be left alone for a few hours, but younger children need more supervision. You can’t expect someone to present the annual budget and change a diaper at the same time. Reliable, affordable childcare empowers employees to actually focus on work while they’re at work.
Flexible Scheduling
It’s impossible to plan around family emergencies. When a child gets sick, injured, or just misses the last bus home, their parent might have to leave work at a moment’s notice. These situations are hard enough for families with flexible schedules. If a parent is also afraid of losing their job, the whole situation gets much more complicated.
Emergencies aren’t the only reason a parent might need flexibility. Some important school events, like parent-teacher conferences and chaperoned field trips, happen during regular working hours. And what about special occasions? Parents are under a unique kind of time pressure. There will always be another fiscal year, but your son will only have one 5th birthday. Offering flexibility lets parents balance their schedules and their priorities.
Working Mothers vs. Fathers
Working parents also face gender disparities. In some states, maternity leave includes time off before birth for doctor’s appointments and other health conditions. And despite regulations, it’s more culturally acceptable for women to take time off when they become mothers. Men and non-birthing parents are often expected to work.
The expectation that women are more responsible for childcare than their male partners is a recipe for burnout. And unfortunately, many women face workplace discrimination when they have children. Employers may fear that new mothers won’t return from maternity leave, or that they’ll care less about work when they do. Mothers risk being passed over for promotions and important projects.
LGBTQIA+ Couples and Adoptive Parents
LGBTQIA+ parents – especially same-sex couples – face their own set of complications at work. Non-birthing parents, including men and adoptive parents, may be eligible for different forms of leave than birthing parents. For example, some workplaces allow new mothers to tack on short-term disability leave after using their maternity leave benefits. Because short-term disability is meant for people recovering from a health issue (like giving birth), this option may not be available to non-birthing parents. This means adoptive parents have fewer options for taking time off. For families with a nonbinary parent, laws can be even less clear, as specific rules for maternity or paternity leave may not apply. And for people with more complex family structures, parental leave can be even harder to navigate.
Compliance with Parental Leave Laws
On a federal level, employers are not required to offer paid parental leave. Some states have implemented paid family and medical leave programs, most of which are funded through payroll taxes. These laws are changing rapidly. Make sure you consult with your legal team to stay compliant with regulations in your area.
While few states require paid parental leave policies, unpaid leave is another story. Under the Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid leave per 12-month period without risking their jobs. The FMLA protects leave for a list of approved life events, including but not limited to:
- Birth of a child
- Placement of a child (adoption or foster care)
- Caring for family members, including children, with serious health conditions
FMLA regulations apply to birthing and non-birthing parents, regardless of gender. However, not all workers are eligible for this type of leave.
| Type of Leave | Description | Compliance Requirements |
| Maternity Leave | A type of leave available to new mothers, usually including birthing parents and female adoptive parents. | Many employers offer several weeks of paid leave for new mothers. This is a compliance requirement in certain states. Employers with parental leave policies must provide the same benefits to eligible parents of every gender.Under FMLA, eligible employees can take up to 12 weeks of unpaid leave per year, whether or not their employer offers paid maternity leave. |
| Paternity Leave | A type of leave available to new fathers, usually including non-birthing parents and male adoptive parents. | Many employers offer several weeks of paid leave for new fathers. This is a compliance requirement in certain states. Employers with parental leave policies must provide the same benefits to eligible parents of every gender. Under FMLA, eligible employees can take up to 12 weeks of unpaid leave per year, whether or not their employer offers paid maternity leave. |
| Parental Leave | A type of leave available to new parents of any gender. | Parental leave is an umbrella term that can refer to maternity leave, paternity leave, or leave for a parent of any gender.In some companies, new parents can take additional parental leave after using up their maternity/paternity leave benefits. |
Why Should Employers Support Working Parents?
Despite common misconceptions, working parents are some of the most productive, loyal employees HR can hope for. Most parents don’t have the time or risk tolerance to job hop in the same way that younger, single employees often do. If your company treats parents well and allows them to support their families, you can easily earn their loyalty.
Lauren Brody, CEO of the Fifth Trimester, says working parents are an asset to employers. “When people have the support they need, their children actually motivate them to be more productive, to be more profitable, to want to stay at their jobs longer” (Parents).
How to Design Family-Friendly Policies
Many parents would refuse a job offer or leave a company that didn’t offer enough support. In fact, 70% agree that finding a job with benefits that support work/life balance is “non-negotiable” (Yahoo! Finance). Depending on your budget, you could include several options in your benefits package, including:
Onsite Childcare
Remote work isn’t always an option for businesses, but maybe building a daycare program in or near your building is. Onsite childcare lets your employees spend more time with their kids, without taking them away from work. This benefit can also improve company culture as working parents build relationships with each other.
Subsidized Childcare
For remote or hybrid employees, or companies that just don’t have space for an onsite daycare center, childcare subsidies are a great option. Whether you offer onsite care, a subsidy, or something else, the importance of this benefit can’t be overstated. A recent study found that for parents and caregivers, childcare is more attractive than some retirement plans (Forbes).
Employee Resource Groups (ERGs)
For companies with smaller budgets, Employee Resource Groups (ERGs) are a great place to start. These groups encourage team members to support each other and advocate for their families. They might offer each other emotional support, brainstorm solutions to common problems, and come to leadership with specific requests. HR should take these proposals seriously. Making your employees feel heard boosts engagement and retention.
Schedule or Location Flexibility
Remote employees are less likely to quit than either onsite or hybrid workers (Paycor). For working parents, the ability to multitask is key. These employees can watch the school bus arrive without closing their laptops. If your team has to be onsite, consider offering a more flexible schedule. In a compressed 9/80 schedule, for example, employees complete 40 hours of work in nine days instead of ten, giving them regular three-day weekends.
How Paycor Helps
Paycor empowers leaders to support employees and their families. HR can use Pulse Surveys to learn more about the team’s needs in an anonymous, psychologically safe environment. Robust compliance software ensures eligible employees can access important benefits while protecting your business from legal issues. Talent development tools allow you to invest in your team, supporting their careers and driving long-term retention. With the right tools, you can make parents feel welcome at your company, drive productivity, and take corporate culture to the next level.
