Every working parent is already thinking about September - even before the summer holidays have even begun.
That back-to-school prep starts way before term begins….They’re thinking about:
- Uniforms to buy (again)
- Shoes that don’t fit (again)
- School forms
- Wraparound care
- Drop offs & Pick Ups
- Emotional transitions
The mental load is relentless.
And for parents, it’s not just a few admin tasks - it’s a full-on project management operation, layered on top of work.
And yes, it will seep into work - how can it not?
As a self-employed working parent I can flex, adjust, and plan around what’s coming. Most employees don’t have that luxury. They’re working within systems that weren’t built for this kind of invisible load, let alone designed to support it.
What does this mean for employers?
Working parents are already carrying a heavy cognitive load that’s invisible, relentless, and largely unspoken. And while most don’t expect their employer to fix the juggle, the support you offer in moments like this can make a disproportionate difference.
This is a pressure point. One that impacts focus, wellbeing, and ultimately, retention.
So here’s what matters:
Acknowledge the Moment
Recognise the season they’re in. September might feel far off to you but it doesn’t to them.
So ask now. Start the conversation: “What’s coming up for you?” “Is there anything we can do to ease the juggle next term?”
It’s not about grand gestures, just timely, intentional awareness.
Normalise Mental-Load Conversations
This isn’t just about workload. It’s about the mental bandwidth required to manage both work and family.
Ask: “What’s likely to be tricky over the next few weeks? “Are there things we can tweak?” “Is the schedule still working for you?” “Would flexibility help, even temporarily?”
Give permission to be honest, without consequence.
Equip Managers to Act
Many managers simply don’t know how to have these conversations, usually because they don’t feel equipped. That’s fixable.
Support them with the tools, prompts, and mindset to lead with empathy and confidence.
Because whether they’re saying it or not, your working parents are already planning September, while still managing July.
The good news for employers is that you don’t need you to solve it….but you do need you to see it. (And acknowledge it obviously!). By doing so, you’ll create loyalty, trust, and engagement, when it matters most.
Working parents need supporting…..properly.
Anyone a working parent who agrees with me or a manager who (dis)agrees?