Back-to-School Season Offers Employers a Chance to Support Parents

Some parents are finally just getting into the summer swing. But now it’s already time for another adjustment — the back-to-school season — and a new set of associated challenges. 

For many working parents, the adjustment to a new school year comes with changes in schedules and childcare arrangements, transportation and activities, which can increase stress for parents trying to juggle work and family responsibilities. 

“Back-to-school season is a period filled with logistical planning, schedule changes, and questions about who will care for their children before, after, and during school breaks,” said Priya Krishnan, chief transformation officer of childcare provider Bright Horizons in Newton, Massachusetts. “The mental load can be significant, and without reliable childcare support, those daily stressors can follow parents into the workplace.” 

For many employers, that presents an opportunity, and potentially an expectation, to help. It means now’s a relevant time for HR teams to tout available benefits offerings, from flexibility to after-school care and other childcare benefits. 

Article: Summer Childcare Challenges Put Employee Benefits in the Spotlight

Communicating about Relevant Benefits 

Back-to-school time doesn’t mean new benefits have to be added. Instead, it can be an opportunity to reiterate the kind of support that can help working parents navigate changes and responsibilities. 

Donna Dorsey, CHRO of Chicago-based benefits platform Alight, said that the firm uses the end of summer to communicate to employees about relevant benefits or resources that can help, such as caregiving resources, mental health support, flexibility, financial well-being tools, and healthcare navigation.  

“It’s about making sure employees know how to access the support that is already available when it is most relevant to them,” she said. “Back-to-school is one of those moments in the year when the realities of work and life become very connected for employees. Parents and caregivers are navigating new schedules, transportation, childcare, activities and often additional financial pressures — all while trying to maintain the same focus at work.” 

Communicating about available resources is a vital strategy, she said. “Benefits only create value if employees know they exist, understand how they can help, and can access them easily,” Dorsey said. “Moments like back-to-school give employers an opportunity to connect those resources to what employees are actually experiencing in their lives.” 

Childcare Benefits Evolve 

That communication can be particularly important when it comes to childcare benefits. While needs change as children grow, they don’t disappear when children enter school. For many working parents, after-school care or backup care can remain a critical need. 

“The most impactful employers recognize that working parent and their families’ needs evolve as children grow,” Krishnan said. 

That can mean different types of support at different stages, from early education and childcare to backup care when school is closed or regular arrangements fall through. Older children may also need tutoring or academic support. 

“The back-to-school season can place significant demands on working parents as they juggle changing schedules, childcare arrangements, and academic responsibilities. Employers have an opportunity to help ease that burden by providing family-focused benefits, from childcare and back-up care to tutoring for older children,” Krishnan said. “When parents feel confident that their children are well cared for and supported, the entire family is better positioned for a successful start to the school year.” 

Flexibility Matters, Too 

Family support also doesn’t have to come in the form of a formal childcare benefit. Flexibility is just as important to helping working parents, industry experts said, particularly when it comes to managing school drop-offs and pickups, extracurricular activities, school meetings, appointments, as well as unexpected changes in care. 

Allowing employees to work remotely, if that is an available option, can also be a big help. 

“I don’t think the role of an employer is to solve every personal challenge,” Dorsey said. “It is to create an environment where employees have the flexibility, resources and support to navigate those challenges without unnecessarily adding friction.” 

A Business Case 

Providing support for working parents — and ensuring that they know what support is available — doesn’t just help employees, but can benefit employers, too. 

When employees are distracted by a childcare problem or an unexpected expense, some of that concern can inevitably make its way into the workday. 

“If an employee is trying to solve a childcare gap, manage a changing school schedule or absorb an unexpected expense, some of that mental load naturally comes into the workday,” Dorsey said. 

The potential payoff for employers goes beyond getting employees through a particularly hectic week. 

“When employees can more easily manage what is happening outside of work, they are better positioned to be focused and productive at work,” Dorsey said. “And over time, those moments matter in how employees experience the company — they build trust and demonstrate that support is not just something we talk about, but something employees can actually feel when they need it.” 

Krishnan agreed, adding that family-focused benefits can affect employee well-being, engagement and retention. 

“Supporting working parents isn't simply the right thing to do. It's a smart investment in employee well-being, engagement, and retention,” Krishnan said.