Supporting working parents as the new school year begins

Lisa Jones, one of our Quest Consulting Services team and a busy working mum, shares her thoughts on how businesses can support working parents.

As September approaches, many parents are feeling that familiar shift: uniforms bought, PE kits labelled, lunchboxes ready and a fresh academic year about to begin.

For working parents, this time also brings a flurry of logistical challenges – balancing school runs, wraparound care, assemblies and after-school clubs – all while continuing to meet the demands of their jobs.

As both an HR consultant and a working mum whose daughter is about to start Year 3, I know this juggle all too well. One of the biggest struggles I face is the dreaded "mum guilt".

Not being at every school drop-off or pick-up, missing the occasional class assembly or project exhibition and feeling pulled in two directions can be overwhelming.

I'm fortunate to have the flexibility of flexitime, which allows me to manage my work around some of these commitments, but I know not every parent has that same opportunity.

This lived experience makes me even more passionate about the role HR can play in supporting working parents during this season.

The reality for working parents

Being a working parent means constantly switching hats – employee, parent, partner, taxi driver, chef, homework helper.

The pressure is particularly heightened at the start of a new school year, when routines are re-established and the sheer volume of school communication can feel like a second job. Parents want to be present for their children, but the reality is that not every employer accommodates this need.

Research consistently shows that when organisations support working parents, everyone benefits. Employees experience less stress, feel more loyal to their employer and are more engaged at work.

For businesses, that translates into higher retention, better productivity and a more inclusive culture. Yet despite this, many organisations still view parental responsibilities as a personal issue rather than a workplace one.

How HR can make a difference

HR teams have a critical role to play in helping parents navigate this busy time of year. Here are a few key strategies:

1, Promote flexible working

Flexibility isn't just about remote working, but giving parents genuine autonomy over when and how they work. Flexitime, compressed hours, part-time roles and job sharing are all valuable options.

Crucially, flexibility needs to be embedded into the culture so that parents don't feel guilty or judged for using it.

2. Normalise conversations about parenting

Creating an environment where parents can openly talk about school commitments or childcare challenges is essential. Too often, employees feel they need to apologise for leaving early for the school run.

Leaders and HR teams should encourage open dialogue and role-model this behaviour themselves.

3. Provide supportive policies

Beyond what the law sets out, organisations can offer enhanced parental leave, carers' leave and time off for school events.

Even small gestures – such as allowing parents to attend a class assembly without having to use annual leave – can make a big difference.

4. Invest in practical support

Employee assistance programmes (EAPs), wellbeing initiatives and partnerships with childcare providers can all help alleviate the pressure on parents.

HR can also facilitate peer support groups or parent networks, giving employees a space to share tips and solidarity.

5. Train managers to be empathetic

Line managers are the gatekeepers of culture. Training them to manage with empathy, understand the realities of parenting and support flexible working requests without bias is one of the most impactful things HR can do.

My experience as a working mum

Personally, I've learned that being a working parent is about balance, not perfection. Take mornings in my house, for example – they often feel more like a military operation than a gentle start to the day.

I sometimes think this is where my RAF training now comes in useful, because most mornings I find myself barking out orders like I'm on the parade square: "Brush your teeth! Eat your breakfast! Find your shoes!" All aimed at getting my daughter out of the door on time.

By the time the school bag is packed, hair is (mostly) brushed and we've finally left the house, I often feel like I've completed a full day's work already.

Honestly, there are days when sitting down at my desk with a hot coffee feels like a well-earned rest compared to the chaos of the school run!

Of course, the juggle doesn't stop there. I can't always be at every school pick-up, and I do miss the occasional assembly or project exhibition. That dreaded "mum guilt" is very real.

But I try to remind myself that while I can't be everywhere all the time, I can be present for the moments that really matter. Flexitime has been a lifeline in making that possible, and I'm hugely grateful for it.

A call to action

As the new school year begins, I encourage HR professionals and business leaders to ask themselves: Are we truly supporting our working parents? Do our policies reflect the realities of modern family life?

In this day and age, working parents shouldn't have to choose between building a career and being present for their children. Supporting parents isn't just a "nice to have" – it's a business imperative.

When employees feel they can be both great parents and great professionals, organisations thrive. And when we reduce the guilt and the stress, we enable parents to bring their best selves to work and home.

For me, as a mum and as an HR professional, this isn't just theory – it's lived experience. I know the difference flexibility makes, and I believe every parent deserves the same opportunity to thrive, at work and at home.

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