15 Ways Companies Can Support Working Parents During School Breaks

Forbes

24-07-2025

For working parents, juggling childcare and job responsibilities becomes even more complex during school breaks, and these employees need support from their workplace. Flexibility on work location and hours is a good start, but there are many other creative ways employers can ease this burden.
To help businesses create a more inclusive and family-friendly workplace, Forbes Human Resources Council members share 15 smart strategies for supporting working parents beyond flexible scheduling. From offering backup care options to planning family-friendly company events, your proactive support as a leader can boost morale and foster loyalty and long-term retention.
1. Destigmatize Time Off For Childcare
Employers must destigmatize time off for childcare, including school breaks and parental leave, especially for men. Goldin's "motherhood penalty" research shows why this matters. HR needs to understand these patterns to foster true workplace equality and encourage men to take leave, normalizing it for everyone. - Erika Andersson, Allshares
2. Offer Dependent Care Flexible Spending Accounts
Employers can offer a dependent care FSA that allows employees to save pre-tax deductions from their paycheck for summer camps and childcare needs or partner with local summer camps and childcare providers to offer stipends. Employee resource groups are also a great resource of shared experiences, support and often have creative solutions to everyday challenges. - Crystal Williams, Corpay
3. Make The Workload More Manageable
Employers can support working parents by encouraging time off and making work more manageable. This includes back-up care options, fewer meetings, more on-demand or independent work and relaxed summer hours. Small things like offering a stipend for camp or being clear that it's okay to take time off can go a long way. Managers should also plan ahead and show understanding during these busy times. - Amy Cappellanti-Wolf, Dayforce
4. Establish Parent Support Networks
In addition to providing flexible spending accounts, daycare support and personal time off for parents, employers could establish a support network for parents with children of similar ages and in the same area. These networks can be beneficial for parents looking to share transportation and arrange playdates. Also, financial benefits for sports or educational activities could be helpful. - Kevin Walters, Top DEI Consulting
5. Offer Subsidized Programs And Caregiving Resources
Caregivers who work full-time are juggling a lot, and they often feel stretched pretty thin. Alongside flexibility, employers can support their employees with subsidized programs, like childcare or day camps, and caregiving support resources, like mental health. Above all else, ask your employees what they need most to help them balance caregiving, work and personal life successfully. - Marcy Klipfel, Businessolver
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6. Consider Alternatives To Meetings
Consider alternative forms of communication to reduce the number of meetings. By having less on their schedule, working parents will have more flexibility in their days, allowing them to manage camp pickups and drop-offs between emails and projects. - Caitlin MacGregor, Plum
7. Ask What Employees Actually Need
Flexibility isn't just about where you work—it's also about when, how much, with whom and what kind of work. To support working parents, especially during school breaks, ask them what they actually need, instead of just offering token perks. Design roles with adaptable time, workload and team setups. True support means fitting work around life, not the other way around. - Prithvi Singh Shergill, Tomorrow @entomo
8. Offer Care Stipends And Tailored PTO
School breaks test more than logistics—they test your culture. Go beyond flexibility with care stipends, tailored PTO options and peer networks for support. Train managers to lead with empathy, not exception. When support is proactive and policies reflect lived realities, performance rises, and retention becomes a byproduct of belonging. - Apryl Evans, USA for UNHCR
9. Implement Summer Hours
Implement "summer hours"—such as shortened workweeks, early Friday closures or reduced meeting schedules during summer months. Offering this enhanced seasonal flexibility allows parents to better manage childcare responsibilities and family commitments. - Britton Bloch, Navy Federal
10. Offer A Lifestyle Spending Account
Offer a lifestyle spending account (LSA) to offset childcare expenses during summer months or to pay for summer camps and related programs. Funds may also be used to pay for games and hobbies, outdoor activities, entertainment expenses, healthy food options, travel and other approved expenditures. Because LSAs can be used by all employees and not just working parents, it's a highly inclusive option. - Lori Landrum, Heights Tower Service, Inc.
11. Be Empathetic
Support starts with empathy. Respect boundaries, trust employees to manage their time and invest in their growth. When people feel seen, supported and set up to succeed—at home and work—they stay engaged, motivated and loyal. - Jamie Aitken, Betterworks
12. Make Sure Parents Feel Welcome And Supported
Employers need to make sure that working parents feel welcome and supported at work. Flexible hours, working from home or job-sharing are all good tools. However, don't discount the value of employee support programs or parent social groups as a safe place to talk about any problems. Lastly, educate managers on how to help parents in the best way possible. - Dr. Nara Ringrose, Cyclife Aquila Nuclear
13. Encourage PTO During School Breaks
Employers must actively promote an environment where parents feel empowered and supported in taking that time off during school breaks. This means eliminating any unspoken pressure or fear of reprisal for taking leave. Managers should proactively discuss upcoming school breaks with their teams, inquire about their plans and encourage them to schedule their time off to plan schedules accordingly. - Sherry Martin
14. Provide Employee And Family Assistance Programs
School breaks are a great time to highlight your employee and family assistance program (EFAP), reminding caregivers of the resources and referrals available. Many EFAPs offer concierge-like services to connect employees with local childcare, camps and learning programs. Consider partnerships with discount providers or community groups to ease costs. - Jennifer Rozon, McLean & Company
15. Build A Culture That Encourages Time Off
Whether parents or not, employers should actively encourage the use of paid time off to their workforce, reinforcing that rest is essential for sustained performance. This is especially important for working parents, who often face added demands during these periods. Promoting a culture that normalizes time off helps prevent burnout and supports overall well-being across the workforce. - Dr. Timothy J. Giardino, myWorkforceAgents.AI