How Companies Can Support Working Parents

Being a working parent is the ultimate balancing act. Between pediatrician appointments, soccer practice, homework, dinner, and bedtime, finding enough time to dedicate to both your family and your career is no small feat. Yet millions of Americans manage to do just that every day.

According to the Bureau of Labor Statistics, 74% of mothers and 93.5% of fathers with children under 18 were either employed or looking for work in 2024.  Working parents now make up approximately 40% of the total labor force—a significant portion of any company’s ranks.

Despite their efforts, many parents, especially those with young children, struggle to make full-time employment sustainable. A recent study found that approximately 20% of working parents either left a job or chose not to pursue one in order to care for their children.

For employers, understanding the needs of working parents is critical—not only to avoid turnover but also to attract qualified candidates. Here are four impactful ways companies can support their working parents:

1.    Embrace Flexibility

Despite most parents’ best efforts, caring for their children on a day-to-day basis is rarely consistent and predictable. School functions need chaperones, daycares can close, babysitters can quit, or kids can get sick. Caregiving for children is very “go with the flow” by nature, which can be fundamentally at odds with the demands of many careers.

Offering flexibility in the workplace can make all the difference. Whether it’s remote or hybrid work options, compressed workweeks, variable schedules, or focusing on output rather than hours clocked, flexible arrangements give parents the space to manage both work and family life more effectively.

The results speak for themselves: 85% of businesses report increased productivity when they offer flexible working arrangements. A report by Gallup  found that hybrid employees are 35% more engaged than fully in-office counterparts. Whether your organization offers remote or hybrid options, offers a shorter work week or variable schedules, or emphasizes results-based work rather than sticking to a strict schedule, a little flexibility can go a long way in ensuring that working parents are able to perform both at work and at home.

2.    Provide Paid Parental Leave

In 2023, only 27% of U.S. employees had access to paid family leave. While the Family and Medical Leave Act (FMLA) guarantees eligible employees 12 weeks of unpaid job-protected leave, nearly 44% of workers don’t qualify due to company size or hours worked. Furthermore, even when employees are eligible for FMLA benefits, taking unpaid time off is not a reality that many working parents can afford. In fact, a 2022 survey of employed women found that a whopping 74% would not have any cash savings left after just eight weeks of unpaid maternity leave.

Employers can ease this burden by offering adequate paid leave, not only for birthing mothers but also for other parents and caregivers. The American Academy of Pediatrics and UNICEF recommend six months (24 weeks) of leave for new parents to support healthy child development and reduce postpartum complications.

However, according to data from the 2024 Best Workplaces for Parents, the average paid leave at top companies is currently 15 weeks for mothers and 12 weeks for fathers. Companies can adjust their offerings based on individual needs, but the research is clear­—adequate paid parental leave helps employees transition into parenthood with less financial strain and a stronger likelihood of returning to work.

3.    Ease the Burden of Childcare

Even after parental leave ends, the cost of childcare can be staggering. In 2025, the average cost of daycare for one infant comes to $343 per week, or $17,836 annually. Families with multiple children or those using in-home care face even steeper expenses, often spending over 20% of their income on childcare—far above what the U.S. Department of Health and Human Services recommends spending on affordable childcare.

To help mitigate this financial pressure, companies can offer childcare subsidies, dependent care FSAs, or even on-site childcare options. According to a recent study, company-sponsored childcare can yield up to a 425% return on investment due to employee retention and increased productivity. Offering childcare benefits is a powerful way that companies can support their working parents and enhance their own operations.  

4.    Create a Welcoming Culture for Parents

It’s one thing to simply offer benefits for working parents, but another thing entirely to encourage employees to actually use those benefits. According to the Bright Horizons 10^th Annual Modern Family Index Report 40% of working parents feel they will be judged negatively by peers for using family benefits, and 41% fear negative impacts on their performance evaluation. Zety’s Motherhood & Work Impact Report found that 81% of working mothers were asked to shorten their maternity leaves for their employer’s benefit, and a survey by Volvo Car USA and The Harris Poll found that 62% of fathers felt the pressure to take as little paternity leave as possible.

To combat this stigma, organizations must actively create an open and supportive workplace culture for everyone, including working parents. Support employees in cultivating a work-life balance by encouraging them to take time off when needed, offering flexibility, and keeping lines of communication open between employees and management. When working parents feel as if they won’t be penalized for committing to their families, they can relax and better commit to their jobs, as well.

Supporting Working Drives Company Growth

Supporting working parents isn’t just a compassionate business decision—it’s a strategic one. Flexible work arrangements increase productivity, while comprehensive leave policies and childcare benefits improve retention and reduce absenteeism.

Ultimately, creating a culture where parents feel seen and supported leads to a more inclusive, equitable, and loyal workforce. When companies empower employees to succeed both at home and at work, everyone benefits.