Last month, U.S. Surgeon General Dr. Vivek Murthy issued an advisory on the mental health and well-being of parents, highlighting the urgent need to better support parents, caregivers, and families to foster healthier, thriving communities.
Over the past decade, parents have reported significantly higher stress levels than other adults, with 33% of parents experiencing high stress in the past month compared to 20% of non-parents. Prolonged stress can harm the mental health of parents and caregivers, ultimately affecting their children.
In honor of National Working Parents Day on September 16, it’s more important than ever for employers to recognize the unique stressors that working parents face and offer benefits that support their well-being. A well-rounded benefits package can play a pivotal role in alleviating stress and improving the health of employees and their families.
Experts from Segal Benz, a leading employee benefits and HR consulting firm, and Sadie Funk, National Director of Best Place for Working Parents, share critical insights on key benefits to look for when job hunting.
1. Mental Health Support and Employee Assistance Programs (EAPs)
Parents are more likely to experience high stress, making mental health support a top priority. Seek employers that offer access to counseling services, mental health hotlines, and EAPs tailored to parents and caregivers. These programs often provide therapy, mental health resources for children, and coaching to help parents manage work-life balance. Also, look for employers offering mental health days and wellness programs focused on mindfulness, stress reduction, and self-care.
“Look for benefits that are designed especially for children or advertised to provide resources to all ages. EAPs often include children’s access to therapy. Some companies and insurers provide access to digital resources—educational materials and even virtual therapy—that specialize in treating kids.” — Sarah Gunderson, Senior Consultant at Segal
2. Supportive Parental Leave Policies
Parental leave, including extended maternity, paternity, and paid family leave, can alleviate stress by allowing parents time to bond with their children and adjust to caregiving roles. Companies that offer these benefits help parents return to work more focused and less stressed, benefiting both the family and the employer.
“Parental leave is a must-have benefits program element to attract talent to the organization. The ideal parental leave benefit provides baby bonding leave to all parents, helpful resources to mothers, continuous and intermittent paid leave options, and comfortable transitions back into the workforce.” — Chris Goldsmith, Vice President, Health Consultant at Segal
3. Flexible Work Arrangements
Flexible work arrangements, such as remote work, flexible hours, and job-sharing, can greatly reduce parental stress by helping parents manage their responsibilities and improve their work-life balance. Employers that offer these options are more likely to retain working parents who might otherwise face challenges staying in the workforce. Employees should proactively approach flexibility by demonstrating how these options align with the company’s business needs. Presenting a well-thought-out plan showing how you can maintain productivity and performance will help build trust with your potential employer and create a clear path to success for you and the organization.
“For employees, having open dialogue with your manager is a first step to advocate for more flexibility. You may find that there’s more flexibility available than assumed.” — Jennifer Benz, Senior Vice President at Segal Benz
4. Childcare Support
The cost and availability of quality childcare are major stressors for working parents. Look for employers that offer on-site childcare, subsidies, or partnerships with local providers, ensuring reliable support for parents.
“Many parents find childcare cost-prohibitive, as there is a rising need for daycares and preschools, but a shortage of providers. Some organizations provide stipends to help offset the cost of day care, or even provide workspaces with adjacent or in-house childcare facilities. Backup childcare is also a popular benefit so parents have options when their usual care cannot be accessed.” — Caroline Leggio, Organizational Effectiveness Consultant at Segal
5. Financial Wellness Programs
Financial stress adds to the challenges faced by working parents, particularly those caring for children with special needs or health issues. Working parents must thoroughly assess their employer’s healthcare benefits to ensure they meet their family’s unique needs. This includes evaluating coverage for pediatric, dental, vision, and mental health services, as well as understanding associated costs like premiums and out-of-pocket expenses. Conversely, employers should also support parents through financial wellness programs that offer planning guidance, savings assistance, and help to manage healthcare costs. These resources empower parents to make informed decisions and alleviate financial stress.
