How to Support Working Parents: 10 Strategies for Creating an Inclusive Workplace

Supporting working parents isn’t just a tick-box exercise - it’s a strategic advantage. With over 3 in 4 mothers (75.4%) and more than 9 in 10 fathers (92.2%) living with dependent children currently in employment, according to the latest ONS data (2024), working parents make up a huge portion of the workforce. And yet, many still feel forced to choose between thriving at work and being present at home.

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At PUSH, we believe building a family-friendly workplace goes beyond flexible hours and parental leave. It’s about creating a culture where people feel seen, valued, and supported at every stage of their parenting journey. That’s the foundation of true inclusion in the workplace.

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This blog explores 10 proven strategies for creating an inclusive workplace - with practical ways to support working parents, boost retention, and reduce burnout.

Why Supporting Working Parents Matters Now More Than Ever

In McKinsey’s 2024 Women in the Workplace report, 43% of working mothers said they were burned out - compared with 30% of working fathers. Lack of flexibility and mental load management were two key factors contributing to attrition.

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When employers don’t actively invest in support for working parents, performance, engagement, and wellbeing suffer.

How to Support Working Parents

1. Prioritise Flexible Working Policies

Offering true flexibility isn’t about letting people “clock in late” - it’s about trusting them to deliver in ways that work for their life.

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Support working parents with:

• Flexible start/end times
• Remote and hybrid work options
• Clear output-focused performance metrics

According to Deloitte’s 2024 Global Human Capital Trends report, organisations that build human sustainability - by investing in flexibility, mental health and employee wellbeing - are significantly more resilient and future-fit. Prioritising flexibility isn’t just compassionate, it’s commercially smart.

2. Train Line Managers to Lead with Empathy

One of the biggest gaps we see? Managers who want to help, but don’t know how.

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At PUSH, we train managers to lead with clarity and care. Our Managing with Impact programme helps them understand how to support their team, regulate pressure, and create a psychologically safe environment.

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Supportive manager behaviours look like this at PUSH:

• Tuning in to what’s really going on for someone - not just what’s being said
• Spotting early signs of overwhelm or withdrawal and leaning in with compassion
• Creating space for open, human conversations, even when they feel uncomfortable
• Modelling healthy boundaries and realistic expectations
• Leading with clarity, care and consistency

These aren’t soft skills. They’re core leadership behaviours, and they can be developed with the right training and support. Explore our manager training programmes to find out more.

3. Make Parental Leave Normal and Celebrated

Want to know how employers can support working parents? Start by removing the stigma around taking leave.

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A family-friendly workplace should:

• Offer equal paid leave for all genders
• Celebrate both departures and returns
• Provide clear leave guidelines and support

Managers should regularly check in - not just before and after leave, but during it too. Silence often reads as detachment.

4. Create a Return-to-Work Transition Plan (with the Right Coaching)

Returning to work post-leave is one of the most critical (and emotionally charged) moments in the employee journey. Yet, many organisations have no structure in place.

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At PUSH, we offer specialist return-to-work coaching, helping parents navigate this phase with confidence. We also empower managers to support their teams more effectively.

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In fact, we recently partnered with TikTok to create e-learning content designed to guide managers in supporting returning team members - giving them practical tools, real-world language, and tips for leading with empathy.

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What great return-to-work support includes:

• 1:1 transition coaching
• Phased return options
• Manager toolkits and training

If you would like help creating your own e-learning content in this area, please get in touch. 

5. Build Parent-Led Networks

Inclusion strategies in the workplace should include peer connection. That’s where employee-led networks make a big difference.

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Set up a Working Parents Group or Caregivers Community. Provide:

• Time and space for monthly meet-ups
• Visibility and leadership sponsorship
• A clear route to share insights with senior leadership

These groups offer camaraderie, practical tips, and a strong sense of belonging.

6. Champion Mental Health and Boundaries

Workplace mental health can’t be tackled with generic wellness webinars. Working parents often face broken sleep, emotional load, and guilt - all of which take a toll.

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What helps:

• Mental health coaching or counselling access
• Practical boundary-setting training
• Realistic expectations from managers

PwC’s 2024 Workforce Hopes and Fears Survey found that 1 in 3 employees with caregiving responsibilities say they’ve had to compromise their mental health to meet job demands.

7. Support Childcare (Beyond Just Saying It’s Expensive)

We all know childcare is a huge pressure point. But here’s the thing: there are ways employers can help, without footing every bill.

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Consider:

• Childcare allowance or top-up vouchers
• On-site or partner nursery discounts
• Emergency childcare support schemes

It’s not about solving the entire problem. It’s about reducing the load.

8. Be Inclusive of All Family Models

To truly foster inclusion in the workplace, acknowledge the spectrum of parenting experiences - LGBTQ+ families, solo parents, those using surrogacy, and foster or adoptive parents.

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Update your language and policies to reflect this:

• Avoid heteronormative terms
• Use “primary caregiver” and “parental leave” rather than “maternity/paternity”
• Offer equal support for all paths to parenthood

9. Make It Part of Your People Strategy

You can’t delegate inclusion to HR alone. If you're serious about strategies for creating an inclusive workplace, parental support needs to be visible and prioritised across your business.

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What this looks like:

• Leadership sponsorship of parenting initiatives
• KPIs on inclusion and employee wellbeing
• Open comms from senior leaders who are parents themselves

10. Keep Listening and Evolving

The best way to support working parents? Ask them what they need, and listen.

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Regular feedback loops help spot new challenges and surface quick wins. This can look like:

• Pulse surveys after return-to-work transitions
• Focus groups with working parents
• 1:1 stay interviews

Don’t wait for resignations to find out what wasn’t working.

Inclusion Doesn’t Just Happen, It’s Designed

Supporting working parents is one of the clearest ways to show your organisation values employee mental health, inclusion and high performance. And it doesn’t have to be complicated.

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From return-to-work coaching to e-learning for managers and human-first leadership training, we help businesses like yours turn good intentions into measurable action.

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Book a call with our team today to explore how we can help you build a workplace where working parents - and everyone else - can thrive.