What does supporting working parents mean for an employer?

Supporting working parents means putting in place policies, benefits, and a workplace culture that help employees manage their responsibilities as parents alongside their careers. In practice, this includes flexible working arrangements, enhanced parental leave, backup childcare provision, return-to-work support, and a management culture that does not penalise people for having families.

What is the business case for investing in working parent support?

The business case rests on three pillars: retention (working parents who feel supported are significantly less likely to leave), productivity (removing childcare stress improves focus and reduces absenteeism), and employer brand (family-friendly employers attract stronger candidates in a competitive talent market). Research suggests that childcare benefits can reduce turnover by as much as 60% and cut unplanned absence by around 30%.

What is backup childcare and how does it work as an employer benefit?

Backup childcare is an employer-funded benefit that gives employees access to emergency or short-notice childcare when their regular arrangements fall through. The employer typically funds a set number of care hours per year, which employees draw on via a childcare platform when needed. The employee books the care themselves, uses their allowance to cover the cost, and pays any excess through their own payment method.

Is working parent support relevant for smaller employers?

Yes - smaller employers often have more to gain per pound spent on working parent support, because the cost of losing a key employee is proportionally higher when teams are small. Many providers offer flexible pricing that scales with headcount, meaning working parent benefits are accessible to organisations of all sizes.

How does supporting working parents help with gender equity?

Childcare disproportionately falls on women in the UK, and it is one of the primary drivers of female career stagnation and the gender pay gap. When employers remove practical barriers - by funding backup care, normalising parental leave for both parents, and offering flexible working - they reduce the structural disadvantage that currently causes many talented women to reduce their hours or leave work entirely.