Supporting parents under pressure: How employers can help reduce stress on employees

As a nation, we are experiencing significant levels of stress, and understandably so. However, for those balancing careers while raising children, this stress is notably intensified. Alarming new data from the U.S. Surgeon General shows that approximately one-third of parents report experiencing “high levels” of stress compared to only 20% of other adults. The fast-paced work environment, coupled with rising inflation and safety concerns, has put tremendous pressure on parents trying to balance work responsibilities, child care, and personal wellbeing.

This is not just a personal issue; it’s a workplace concern. The people showing up to work every day carry these stressors, and employers have an opportunity to rethink benefits and prioritize parental support to improve workplace outcomes and retention.

The growing strain on parents

Parental stress has long been an issue, but the pandemic exacerbated many of these pressures. As we transition into a post-pandemic world, parents are grappling with the rising costs of child care, limited access to mental health services and insufficient paid parental leave options. Child care costs have now surpassed housing costs in parts of the U.S., with the nationwide average annual cost rising to $11,582 per child, according to Child Care Aware of America.

Moreover, Mployer data shows only 12% of companies offer child care benefits, and those least likely to provide them include non-corporate industries such as hospitality, real estate, and education. The disparity between rising child care costs and limited support is clear, and it impacts employee performance, engagement and retention. When employees are stressed, their work suffers, which can lead to burnout, absenteeism and higher turnover rates.

The role of the employer

Employers are in a powerful position to support parents, and doing so benefits the organization. Companies that offer support systems for working parents can create a more engaged and productive workforce. But the gap between what employees need and what companies offer remains significant. For example, while mental health benefits are offered by 58% of companies, only 12% offer child care benefits.

The key is to move beyond traditional benefits packages and create offerings that meet the specific needs of working parents.

Paid parental leave is a crucial factor in supporting working parents. Compared to other wealthy nations, the U.S. is the only country without a federal policy guaranteeing paid parental leave for mothers –according to the U.S. Bureau of Labor Statistics, only 27% of private industry workers had access to paid family leave while 89% had access to unpaid family leave in 2023. Paid parental leave offers employees the time to bond with their children—whether newborn, adopted, or fostered—without the additional stress of financial insecurity. This benefit helps ease the transition back to work, which in turn fosters loyalty and retention.

Employers can also support parents by providing access to affordable child care through on-site services, partnerships with local centers, or stipends to offset costs. Financial stress is one of the most significant burdens on working parents, especially in today’s economy.

Access to affordable child care is another overwhelming issue for working parents. The nationwide average annual cost of child care rose to $11,582 per child last year according to Child Care Aware of America’s latest annual report. This figure is staggering, and depending on where these families live, the cost could grow even higher.

This shows the acute need for more flexible child care benefits and offers a distinct opportunity for employers to step up and differentiate themselves. This can include anything from on-site child care services, partnerships with local child care centers or even stipends to help offset the costs of care. Financial stress is a significant challenge for many working parents, particularly in today’s economic climate. Offering access to affordable child care can play a crucial role in easing this burden, supporting both the wellbeing of employees and their families.

Mental health services are a critical component of a robust parental support program. Prolonged stress can lead to anxiety, depression, and other mental health issues, which impact performance at work. Employers can offer comprehensive mental health services that include access to counseling, wellness apps, and paid wellness days. Normalizing conversations around mental health helps create a supportive workplace culture where parents feel empowered to seek help.

Maximizing existing benefits through employee education:

It is not enough for employers to merely offer comprehensive benefits. Ensuring that employees fully understand how to utilize these benefits is just as important. What else can employers do beyond provide benefits? One critical step is educating employees about the full range of resources available to them.

Related: Working parents missed 21 days of work last year due to child care issues

Many employees may not be aware of all the benefits their company provides, or they may not fully understand how these offerings can support them in their personal and professional lives. By creating a culture where these benefits are not only provided but also regularly communicated, employers can help ensure that their teams are making full use of them. This could be through hosting informational sessions, informative reminder emails across the organization, providing clear and accessible benefits guides, or even promoting employee testimonials about how these benefits have positively impacted their lives.

This kind of proactive education is key to helping employees feel empowered and supported. When employees are fully aware of the resources available to them, they are more likely to take advantage of the benefits designed to help them thrive. A well-informed workforce is a more engaged and loyal workforce.

Creating a supportive culture for parents

Supporting working parents is a strategic decision that can have a positive impact on businesses. When parents feel supported by their employers, they are more likely to stay with their company, reducing turnover and the costs associated with hiring. This underscores the importance for organizations to implement initiatives to help reduce employee turnover. Additionally, parents with access to paid leave, affordable child care and mental health services are less likely to experience burnout and are more likely to be engaged and productive at work.

Investing in the wellbeing of parents can also boost a company’s employer brand. By touting robust offerings for employees, companies can attract more top talent, especially those who are looking for a workplace that supports them both professionally and personally. As more companies step up their benefits offerings, top talent will often gravitate toward organizations that demonstrate a commitment to work-life balance.

Employers who take a holistic approach to supporting parents create a culture of care, where employees feel valued, supported, and empowered to thrive in both their personal and professional lives. Ultimately, when employers support their employees, they receive support in return, building a stronger, more engaged workforce.

Now is the time for employers to step up and create a more inclusive environment for working parents.

Scott Relyea, Director of Benefit Analytics, Mployer