Back to School: Supporting Working Parents and Caregivers

A new school year is here, and for many working parents and caregivers, the hustle and bustle of parent-teacher conferences, sporting events and other school-related activities undoubtedly will pick up again.

For this workforce, back-to-school season creates a meaningful shift in their daily lives, said Kayla Bell, the vice president of operations at consulting firm Helios HR.

“Parents are coordinating new schedules, transportation, before- and after-school care, extracurricular activities, appointments, and the inevitable disruptions caused by illness or school closures,” she said. “For employees who are also supporting aging parents or other family members, that complexity can increase significantly.”

Bell also noted employers may not see the cognitive load behind those logistics. In fact, a 2026 Future of Benefits Report from online caregiving marketplace Care.com found only 19% of employees felt their caregiving needs were well recognized, while just 20% felt very supported.

“Employees are constantly making decisions, anticipating gaps and developing contingency plans while continuing to meet expectations at work,” she said. “That sustained mental effort can affect focus, energy and well-being before it becomes visible as a performance concern.”

Other Risks

According to Jill McNamara, the vice president of strategic growth at Care.com, without caregiver support, employers can see risks in areas they care deeply about: retention, engagement and performance.

The Care.com report found:

• 53% of the employees surveyed have missed work due to caregiving challenges;
• 60% said caregiving duties significantly increased their stress at work; and,
• 48% experienced decreased productivity due to having to find or manage care.

Bell said there is a cultural risk as well.

“Employees pay attention to how colleagues are treated during demanding periods, and those experiences influence trust in leadership and perceptions of the employee experience,” she explained. “Caregiver support should be viewed as part of an organization’s talent, well-being and business strategy. Employers that understand workforce needs, equip managers, communicate resources clearly and provide meaningful support are better positioned to retain critical talent and sustain performance.”

What Benefits and Perks to Offer

Bell stated that the strongest caregiver strategies don’t rely on a single benefit. Instead, they combine practical assistance, flexibility and a workplace culture in which employees feel comfortable using the support available.

For example, some states mandate time off for parents to attend their children’s school activities. Where this isn’t required, employers can consider adopting a policy that allows time off for these events, said Carey Wooton, the associate vice president of education at the International Foundation of Employee Benefit Plans (IFEBP).

She also suggested the following caregiver strategies:

• Paid or unpaid time off, flexible start and end times, hybrid or remote options, and the ability to take a longer midday break and make up the time later.
• Telehealth services for quicker, more convenient care for minor illnesses.
• Paid volunteer time off as a benefit, which parents can use to volunteer at their children’s school.
• Employee assistance program (EAP) access can help stressed parents, children or other household members who need mental health support.
• Financial education — such as budgeting and savings habits — can help workers better navigate evolving financial pressures.
• When flexibility isn’t possible, making schedules available months in advance and allowing shift-swapping can help parents manage school-year responsibilities.
• Allow breaks or flexibility for employees to check school messages, respond to them or make childcare arrangements as needed.
• Offer access to backup childcare or eldercare.

“The most important thing is communication and benefits education,” said Melinda Izbicki, a senior principal at consulting firm Mercer. “Employers may have wonderful benefits in place, but if employees don’t know about them, they will not be useful or utilized. This is a great opportunity to leverage an internal employee resource group or managers to promote benefits when relevant.”

How to Support and Model a Better Work-Life Balance

Modeling these benefits matters as much as offering them, said McNamara.

“If leadership never takes time for their own family responsibilities, employees notice — no matter what the policy says,” she said. “When a manager visibly blocks time for a school pickup or a parent’s appointment, it gives everyone else permission to do the same.”

Bell agreed, stating that when leaders take time off, protect boundaries and speak appropriately about personal commitments, it can help reduce the stigma surrounding flexibility and caregiving.

“Leaders should establish priorities, define expected outcomes and provide reasonable autonomy over how work is completed,” she said. “Managers can reinforce that approach by respecting personal time, encouraging appropriate use of [paid time off] and well-being resources, and responding to caregiving needs consistently rather than requiring employees to renegotiate support each time a situation arises.”

This isn’t about lowering expectations, Bell noted — it’s about creating the conditions for sustainable performance.

“Organizations that combine accountability with trust and support are better positioned to maintain engagement through demanding seasons of employees’ lives,” she said.

Editor’s Note: Additional Content

For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics:

• Employee Benefits
• Equitable and Diverse Workplaces
• Well-Being