Reading Time: 3 minutes

For many working parents, the arrival of summer signals anything but a break. About 68% of surveyed working parents agree that summer tends to feel like a break for everyone but themselves.¹  An even higher percentage — 87% — indicated they experience challenges with their children being home during the summer months, ranging from work interruptions to being distracted at work thinking about their children’s schedules.¹

The compounding pressures of unreliable childcare, surging costs and the loss of structured routines make the summer months a particularly difficult season for working parents to navigate.

Even beyond the summer, a peer-reviewed study found that 65% of working parents reported experiencing burnout, which is significantly correlated with depression, anxiety and other mental health disorders.²  This should concern employers because, beyond the obvious desire for the welfare of their employees, burnout can hinder performance, productivity and presenteeism at work.

The pressures working parents are under only seem to increase as technology and social media become more ubiquitous and integrated into every aspect of daily life. Comparing living situations, parenting styles and children’s success have all become stressors that parents of older generations were not exposed to as much as they are today. Additionally, parents remain deeply concerned about their own children’s well-being in their interactions online and on social media. Summer amplifies these challenges further: Childcare costs can surge more than 300% during the summer months, and the financial strain can compound the daily caretaking responsibilities and safety concerns that already weigh heavily on working parents’ minds.³

But there are strategies employers can implement that may reduce those stress levels and help parents achieve some balance in their lives, such as:

1. Flexible work arrangements and supportive leadership

Offering flexible schedules, hybrid or remote options, and encouraging employees to occasionally take time away from work can all help to reduce the amount of stress working parents may feel. Consider monitoring levels of burnout through employee surveys, and create a culture where employees and managers feel comfortable discussing their workloads.

2. Behavioral health support

Some stress can be managed outside of talk therapy, so it’s important to make sure employees have access to self-guided and on-demand support and resources designed to help with lower-severity needs. For instance, with 24/7 “in-the-moment” support, employees can call any day, time and place and get connected to a specialist that can help coordinate their teen’s care. For example, Calm Health is an app that offers 24/7 access to mental health screenings, educational content geared toward managing stress and anxiety, and personalized support and programs created by psychologists. Additionally, access to Child and Family Behavioral Coaching services can help the parents of a child with a behavioral health condition as they navigate what can often be a challenging and stressful situation.

3. Robust virtual care options

It can be difficult for working parents to carve out time between their caregiving and work obligations to take care of their own health. Making sure they have access to a vast network of virtual care options, along with digital solutions and resources, can save them time and money from commuting to and from appointments. For employers, that also means less time that employees spend away from work.

4. Financial support

Offering benefits that help employees manage their finances can be key to easing the financial stress that so many feel. This can include pretax health care spending and saving accounts like flexible spending accounts (FSAs) and health savings accounts (HSAs), financial planning resources like an employee assistance program (EAP) or employee well-being solution (EWS), retirement accounts, on-site childcare, childcare stipends and paid parental leave. When employees feel more confident around finances, it can help set a secure foundation to be focused and productive at work.

5. Community

Foster a sense of community among working parents within the workforce. This can create a safe space for employees to share their worries and experiences and seek advice from others who are facing similar challenges. Talking it out with peers can be a great stress reliever to help ensure they don’t feel alone.

As a clinician and working parent myself, I personally understand the stress and pressures so many are facing today. My message to employers would be to understand that supporting working parents isn’t just about compassion, it’s a smart business decision. When employees can more effectively manage stress and their overall well-being, they are likely to be more engaged at work. That is meaningful ROI as far as I’m concerned.

Original article, click here.