What working dad and mom actually need in 2025 and the way employers may help

A 2025 survey of greater than 3,000 working dad and mom by Working Households, the nationwide charity for working dad and mom and carers, reveals the true challenges households face round parental go away, childcare entry, versatile working and the rising price of dwelling. We discover the essential developments that the Working Households Index reveals and the steps employers can take to recruit and retain dad and mom and carers, who make up a big proportion of the workforce.

Parental go away is falling quick

Many dad and mom report that they battle to take the go away they want. Round 4 in 10 moms mentioned they might not spend sufficient time with their child, primarily on account of monetary stress. Seven in 10 fathers who took lower than two weeks off mentioned cash held them again.

Employers can help staff to take the time they want by providing choices to make use of their go away in ways in which work finest for his or her particular person circumstances, equivalent to allowing go away to be taken from day one among employment or permitting dad and mom to take their go away in smaller blocks slightly than one steady interval. Leaders who overtly share their very own parental go away tales can present that taking break day is regular and valued, and construct a supportive, open office tradition. Employers can even assist by making parental go away entitlements clear. Unclear or incomplete go away insurance policies can discourage dad and mom from taking the time they want, resulting in stress, burnout and decreased engagement at work.

Monetary stress is holding households again

Monetary stress is likely one of the principal causes new dad and mom battle to take the go away they want. Nearly half of latest dad and mom couldn’t take the go away they wished on account of monetary worries. Six in 10 mentioned childcare prices pressure their funds and two in 10 even went into debt to pay for childcare. 4 in 10 who didn’t learn about government-funded childcare had been utilizing much less childcare merely due to price.

Employers can contemplate easing this burden by finishing up native cost-of-living audits to evaluate whether or not their salaries sustain with rising bills. Offering sensible help equivalent to loans for nursery deposits, assist with vacation golf equipment or entry to monetary recommendation classes can even make an actual distinction. The place it’s reasonably priced for the organisation, providing enhancements to statutory pay could make it simpler for folks to take the go away they want and may engender workers loyalty in the long term.

Childcare entry stays a significant barrier

Childcare stays one of many largest boundaries stopping dad and mom from thriving at work. When households can’t entry dependable childcare, it could actually have an effect on their capability to remain in work or progress of their careers. Solely about half of oldsters mentioned they will entry the childcare they want. One in three had reduce their working hours due to childcare issues and an enormous 87% mentioned they contemplate childcare preparations earlier than making use of for a promotion or a brand new function.

Employers may help by providing versatile working hours that make it simpler for folks to handle nursery or faculty drop-offs and pick-ups. Working Households additionally recommends talking with new dad and mom early throughout maternity or paternity planning, so new dad and mom perceive what lies forward and may put together accordingly.

Versatile working remains to be not reaching everybody

Versatile working is a robust software for serving to dad and mom stability work and household life, however many nonetheless would not have entry to it and even know it’s an possibility. Practically three-quarters of oldsters who don’t at present work flexibly say they want to and greater than half weren’t conscious that they now have the authorized proper to request versatile working from day one in a brand new job. The Index additionally confirmed that there’s an ongoing gender divide: greater than half of fathers who responded mentioned they felt it was extra acceptable of their office for girls to work part-time than for males to take action. A big proportion of oldsters (round 40%) additionally lack confidence to debate family-related points at work.

Employers can deal with this by making versatile work choices seen in job adverts and inside insurance policies. This units the tone from the start and exhibits that flexibility is an actual, accessible possibility, not only a good concept. Coaching managers to help versatile working in a constructive, constant approach can even make sure the success of versatile working practices. Main by instance with male leaders working flexibly is extremely highly effective in encouraging others to think about a versatile working sample.

Lengthy hours are hurting work-life stability

Lengthy hours have gotten the norm for a lot of working dad and mom. Based on the Index, seven in 10 moms and eight in 10 fathers recurrently work longer than they’re imagined to, usually simply to handle their workload or increase their earnings. Practically half of all dad and mom say they battle to maintain clear boundaries between work and residential life.

Employers could need to contemplate agreeing methods of working that set expectations round out-of-hours emails and messaging. The place their function permits, supporting staff to work in a approach that matches their pure rhythms, whether or not that’s earlier begins, breaks within the day or a versatile schedule, may help them keep more healthy, happier and extra productive.

Key takeaways

Insurance policies are an necessary a part of supporting working households however they don’t seem to be sufficient on their very own. The office tradition is equally necessary. When leaders actively again and utilise family-friendly practices, it sends a transparent and highly effective message that flexibility and care are a part of the organisation’s values. Employers who decide to inclusive and versatile practices will earn belief, increase loyalty, decrease turnover and enhance productiveness.