Parental Stress Is a Public Health Concern, US Surgeon General Says

The U.S. Surgeon General this week issued a public health advisory for parents, saying they are experiencing record amounts of stress as many juggle work and child care responsibilities.

Mothers and fathers now work more hours than they did four decades ago—while also spending significantly more time on primary child care, according to the advisory. That’s putting pressure and demands on parents and straining their mental health. Over the past decade, parents have been consistently more likely to report experiencing high levels of stress compared to other adults. For example, in 2023, 33% of parents reported high levels of stress in the past month, compared to 20% of adults without children, according to the advisory.

All of that is resulting in a call to action for better support for working parents—including from employers.

“With this Advisory, I am calling for a fundamental shift in how we value and prioritize the mental health and well-being of parents,” said U.S. Surgeon General Dr. Vivek Murthy. “I am also outlining policies, programs, and individual actions we can all take to support parents and caregivers.”

Among other recommendations, the 36-page advisory calls for a national paid family and medical leave program. Employers are also encouraged to step up to provide support for working parents, including paid leave and flexible work schedules.

The advisory comes as other data finds that working parents are struggling and looking for better support from their employers. Many industry experts say that better benefits can help, including mental health resources; child care programs and stipends; and paid parental and family leave.

We gathered more articles from SHRM about how employers are supporting, and can support, working parents.

Why—and How—Employers Should Beef Up Support for Working Moms

Working mothers historically have struggled with finding their place in the workforce while also managing their family lives.

But in many ways, the past couple of years have been more difficult than ever. The spread of COVID-19, followed by the end of federal pandemic relief funding for child care (which led some child care providers to close), resulted in an exodus of mothers from the workforce. Meanwhile, significant numbers of working moms report feeling burned out at work as they try to balance their personal and professional lives.

“It’s an age-old story,” said Cheri Wheeler, vice president and senior consultant at Kelly Benefits Strategies, a benefits consultant firm based in Sparks, Md. “There have been so many working mothers struggling.”

That’s why, she said, employers need to recognize the challenges working mothers face and provide resources to help, especially during a time when attracting and retaining talent is proving difficult. Helping mothers—and all parents—in the workforce “helps the employer in terms of reduced turnover, increased productivity, and overall culture,” Wheeler said.

(SHRM)

Lessons From One Employer’s Legacy Onsite Child Care Program

A few decades ago, herbs and spices company Frontier Co-op in Norway, Iowa, became a workplace where employees brought their kids. Many farming families worked at the company—men were often out in the field, while women started coming in to do the office work. But mothers, being the primary caregivers, didn’t know what to do with their young children.

“In order for them to work, they needed to bring the kids along with them. So they just started bringing the kids to work,” explained Megan Schulte, vice president of human resources at Frontier.

Fast-forward 40 years, and that informal program has turned into a bona fide child care center—and a huge contributor to the company’s attraction and retention efforts.

“It’s been really, really good for us from a recruiting standpoint, and a great advantage to have for any working parents,” Schulte said.

Frontier’s child care center at its headquarters—which currently serves around 110 kids—is open from 7 a.m. to 6 p.m. and supports children ages 6 weeks to 12 years. And it all comes at a bargain price: $2-$3 an hour per child for employees.

(SHRM)

Dow Adds Child Care Assistance, Caregiving Benefits

Dow has joined a growing cache of employers that are focusing on supporting workers who are caregivers to children or other family members.

The Midland, Mich.-based chemical company announced in August that it has added a child care assistance program and two new partnerships that provide its 19,000 North American employees with caregiver support.

Dow’s new child care assistance program provides qualifying employees with a $1,500 contribution from Dow to their dependent care flexible savings account to use toward qualifying child care expenses. The benefit is available for U.S. employees who qualify based on annual base pay and/or job grade, Dow said.

Dow also rolled out a new caregiving benefit from provider Cariloop. Through the platform, Dow employees can access a content library, as well as a suite of digital tools, to utilize when planning and managing the care of a family member. Employees also have access to “care coaches” through Cariloop who can guide them through their caregiving journey, as well as assist with researching and vetting resources.

Dow also partnered with TOOTRiS, a tech platform specializing in child care solutions, to give employees access to a range of child care strategies tailored to each family’s needs.

“We all have tremendous responsibilities at work and at home, and supporting our workforce beyond just the paycheck, with benefits that take into consideration the real demands in people’s lives, is more than just a nice-to-do,” said Lisa Bryant, CHRO at Dow.

(SHRM)

Soaring Child Care Costs Spur Calls for Employer Action

Child care costs in the U.S. are rising to unprecedented levels—and working parents are struggling to keep up financially.

Families spent 24% of their household income on child care in 2023, according to a survey of 2,000 parents by Care.com. For perspective, the U.S. Department of Health and Human Services considers 7% of household income to be an affordable price for child care.

About 35% of parents relied on their savings to cover child care costs, and 68% of those parents said they have 6 months or less until this money is depleted, the survey found.

“Within the first five years of their child’s life, parents are being forced into a financial hole that is nearly impossible to climb out of,” Brad Wilson, CEO of Care.com, said in a statement.

Nearly half of the parents who responded (47%) spent more than $1,500 per month on child care expenses in 2023, which amounts to at least $18,000 per year. Twenty percent of respondents reported spending more than $36,000 on child care in 2023.

These soaring costs are causing many industry experts to say HR should step up to help via various child care benefits.

(SHRM)