Employees with school-age children may have increased caregiving responsibilities as their kids begin a new academic year. In addition to other day-to-day challenges, parents are now dealing with school pick-up and drop-off, unexpected sick days and other occurrences that could affect their work-life balance.

Employees may struggle with balancing these responsibilities with work, possibly causing their workplace performance and well-being to suffer. Employers can support employees during the transition into the school year by acknowledging these changes and offering flexibility. The following sections outline considerations for supporting working parents and caregivers during the school year, helping create attractive workplaces for such employees.

Supportive Leave Policies
While an organization’s policies may accommodate employees who become ill, their family members could also become sick. Employers should consider offering workplace flexibility that allows them to leave and care for their family members if needed. Some employers have leave policies that allow employees to take time off when they or their family members are sick.

Employers may reevaluate their current leave offerings to reflect these realistic needs. Supportive leave policies can reduce employee stress and burnout, increase job satisfaction and promote overall well-being. Employees who feel supported by their employers as they balance work and family responsibilities are likelier to stay at their jobs.

Flexible Work Arrangements
Employers can consider providing remote and hybrid work models when possible or as needed. Even when remote and hybrid work is not feasible, flexible scheduling can allow employees time for other tasks, such as dropping off or picking up their children from school.

Furthermore, the workplace could implement core hours that allow employees some leniency in when they can start and stop their days. Regardless of the accommodations an employer chooses, it’s important to communicate to employees that the company is willing to work around events that may arise in their lives. This assurance may reduce stress during the back-to school transition and positively impact employee retention. However, it’s important to note that accountability should come with flexibility, so employees must work out any arrangements with their managers and teams.

Resources for Caretakers
Nearly 3 out of 4 employees have some current caregiving responsibility, according to a Harvard Business School report. Moreover, 1 out of 3 employees have voluntarily left a job at some point in their careers because of their caregiving responsibilities. Even though it may not be feasible for all
employers to directly provide caretaking services, they can help ensure their employees have access to such resources.

Employers may consider hosting a workshop, distributing a handout or providing information on caretaking resources. Even if no specific caregiving benefits are available at an organization, managers or supervisors could ask working parents how they are doing during the back-to-school season. This kicks off an open dialogue, demonstrating an interest in how they’re doing as people, not just as employees, and helping reduce guilt about juggling personal and work responsibilities.

The back-to-school transition is critical for employees with school-age children and associated caretaking responsibilities. As a result, employers should prepare to be flexible and accommodate employees during this transition, as well as provide relevant resources year-round. These efforts can make a difference in employee morale and wellness and ultimately assist in appealing to and keeping workers during a time when attraction and retention are significant challenges for organizations.

Feel free to reach out to us to seek assistance with any workplace guidance. We look forward to supporting your needs and contributing to the success of your organization.