How employers can better support working parents

Usually, the first introduction an employer has to me and my work is through my 1:1 return to work coaching. It can lead to the assumption (one that I understand) that the support parents need is time-limited. In those first few months after their parental return. However, as those who have spent more time with me, albeit virtually, you may come to understand that is just where the support begins. I’m sure I won’t surprise you to learn that the support that a parent needs is over a lifetime; it evolves as they do. Over the years I’ve been invited onto podcasts to talk about balancing work and a family. As you can imagine I have lots to say! Today, I’m sharing those thoughts on how employers can better support working parents.

Over the past nine years, the reasons clients come to me vary, beyond returning to work following parental leave. From redundancy support, returning after sick leave or bereavement, job seeking, balance or confidence coaching, all of them have the same aim. To create a career to enjoy. Usually, my blog is written predominantly to the individual, to share with them tools and techniques to help them take control. But today I want to change who I am speaking to.

Today I want to talk to the Managers, Leaders, Policy Makers and Directors.

I want to share how you can better support working parents.

But, before we get started, I want you to remember one thing. Creating a workplace that is supportive to parents, doesn’t just benefit the parents, it creates a culture of well-being and balance for all.   So, with that in mind, here are four ways that employers can better support parents at work.

1. Think Flexible First!

By offering flexible hours, remote working, and focusing on what people get done (aka outputs) rather than how long they sit at their desks (presence), you’re creating a culture that values productivity and wellbeing. And that’s brilliant for everyone, not just those with kids.

2. Consider the whole parenting journey.

When we think about supporting parents at work, we often get stuck on maternity leave and returning to work after shared parental leave. But being a parent is a lifelong role, and the support needs to keep coming past those initial weeks. This includes:

Pregnancy:

Make sure your workplace is safe for pregnant employees and understand the importance of medical appointments. Make sure YOU understand both the legal responsibilities as an employer and your organisational policies. But this doesn’t mean you can’t adjust based on what the parent needs based on their needs.

Parental Leave:

Have clear, policies on parental leave for all parents – including dads, non-birthing partners and those adopting. If you can, offer enhanced pay – it makes a world of difference for the well-being and stress levels of the parents when they are off.

Returning to Work:

A proper return-to-work induction is crucial. Offer flexible working options and support for breastfeeding mums. If you can, consider a coach (hello!), mentor or buddy scheme, and keep your communication open.

Ongoing Support:

Remember, parenting doesn’t stop when kids start school. Be understanding about school events, illness and school transitions.

3. Create a Parent-Friendly Culture

Whilst all the above looks like a checklist, remember, supporting working parents is not just about policies- it’s about how all this translates into your culture.

Consider how people talk about parents in your workplace. Are they seen as less committed or productive?

What is the gender split around management roles or progression? Challenge these assumptions and celebrate the skills that parenting brings to the workplace.

Think about setting up parent networks for peer support. Often the best support is from those who understand the industry and the company you work in, and those mentors or buddies mentioned earlier could be there, and waiting to help.

Encourage the big bosses to ‘leave loudly’ – openly chatting about their family commitments and setting an example for others.

Trust me, I know from the work that I do, that these things are noticed, and they are discussed. Often, when parents are looking to leave, it’s got nothing to do with salary, and everything to do with lack of balance and understanding management.

4. Ask the staff what they need and want.

Remember, while I’m here as your friendly neighbourhood career coach, the real experts are the people in your team. They know their roles, circumstances, and sector best. Don’t be afraid to ask them what support they need. I find when I deliver my “How to Have a Positive Return to Work” Workshops, the suggestions they make around support are much more achievable than you may believe.

Creating a parent-friendly workplace isn’t just about ticking boxes or following policies. It’s about fostering a culture of understanding, flexibility, and support for all employees. When we do this, everyone benefits – parents, non-parents, and the business itself.

So, let’s stop pitting parents against non-parents and start creating workplaces that support everyone’s wellbeing. After all, a happy, supported workforce is a productive one – and that’s good for everyone. By embracing flexibility and creating a supportive culture, we can build workplaces that truly work for everyone – parents and non-parents alike. And that’s something we can all get behind, isn’t it?

Book your spot for Clara's PRCA course 'Balancing Family and Career' - https://www.prca.global/events/balancing-family-and-career