92% of parents feel burnt out: Here's how HR can help

At one point or another, most people have felt exhausted in the pursuit of working while maintaining other responsibilities—but for working parents, it's a relentless issue. 92% of working parents feel burnout from balancing work and parenting responsibilities. Consistent inflation impacting the cost of raising a family, ever-increasing childcare fees, and a general lack of support alongside other family life stressors are leaving working moms and dads exhausted.

81% of working parents reveal they want their employer to be doing more to tackle parental burnout by helping them manage the demands of work and raising children. Despite this, 80% of employees report their organization has nothing in place to support them.

Now more than ever, employers are perfectly positioned to reduce parental burnout among their staff by taking time to understand their needs and by offering potential solutions to the challenges working parents face.

Using findings from Maven’s 2025 State of Women’s and Family Health Benefits report, this article explores the biggest issues experienced by working parents, the role of employers in recognizing and addressing these hardships, and actionable strategies that HR professionals can implement to better support working parents and their children.

Why working parent burnout is hitting new levels

Exhaustion is a complaint of most working parents, and there's an ongoing mental health crisis fueled by the conflicts that arise between work and parenting. Working moms, in particular, are more likely to have depression and/or anxiety than the general population, coworkers without children, and even working fathers.

The emotional toll on parents

Parental burnout has reached unprecedented levels, with 92% of parents experiencing it. This staggering statistic underscores the widespread struggles parents face across all industries, highlighting a systemic issue rather than isolated cases of stress in specific sectors or organizations.

The pressures extend beyond the workplace, with external factors such as the rising cost of living and increased societal expectations exacerbating the strain. 45% of parents believe that raising children today is more challenging than in previous generations. This perception stems from financial instability, work-life balance difficulties, and a cultural shift that places higher demands on both professional and parental roles.

Many working parents struggle with feelings of guilt and shame as they try to manage both roles, whether that's because they take unplanned time off to care for a sick child or they rush their child's bedtime routine so they can get back to their computer.

The biggest challenges working parents face

Financial stress is one of the most significant contributors to parental burnout. With 42% of parents citing the rising cost of raising a family as a major challenge, inflation and increasing childcare costs only add to the burden.

Then there's the constant tug-of-war between career and family responsibilities. Around 44% of parents find it difficult to manage both roles, with long working hours and inflexible schedules often leaving them feeling stretched. The mental load of parenting—handling school runs, meal planning, and household responsibilities - only compounds the challenge, leading to exhaustion and emotional fatigue.

The workplace perspective

Despite overwhelming evidence of the challenges working parents face, many workplaces fall short in providing adequate support for working parents, with 81% of parents saying their employers should do more to help.

The U.S. Surgeon General has even issued an advisory on the rising stress levels among parents, recognizing the serious impact on mental health and well-being not only on working parents but on their children as well.

Why working parent burnout is an urgent issue for HR leaders

Parental burnout undoubtedly affects each individual experiencing it but there are wider implications too. Employers must act with empathy and implement effective support strategies if they want to avoid burnout from impacting business.

With 41% of employees willing to leave their jobs for better family health benefits and 24% having already taken extended leave or career breaks due to burnout, organizations risk losing valuable talent and failing to attract high-quality candidates. Without proactive intervention, businesses face ongoing turnover challenges, resulting in higher hiring and training costs.

Burnout leads to absenteeism, lower engagement, and decreased productivity, which directly affect overall workplace morale.

Working parents, particularly mothers, often bear the brunt of societal expectations, further intensifying stress levels. When employees struggle with burnout, their capacity to contribute effectively and innovatively diminishes, leading to a disengaged workforce.

Companies that invest in strong parenting support gain a competitive advantage by fostering a healthier, more loyal workforce. 91% of employees in such organizations say they want to stay at their company long-term and are 26% more likely to give extra effort in their role.

What organizations with strong parenting support do differently

Supporting working parents is a key factor in employee retention. Organizations that focus on parental support create a more inclusive, accommodating, and productive work environment and foster a stronger connection to their employees.

Flexible work arrangements

Supportive organizations understand the importance of flexibility. About 60% of working parents in such companies have the ability to adjust their work hours, compared to only 51% in organizations lacking parenting-focused approaches. Flexible schedules reduce stress and give parents the breathing room they need to meet both personal and professional demands, including critical self-care and unforeseen personal issues.

Hybrid work models

The ability to work in a hybrid model is a game-changer for many parents. In organizations that prioritize parenting support, 40% of employees can shift to hybrid roles, while only 29% of parents in less supportive workplaces have this option. Hybrid work models save commuting time, reduce the likelihood of parental burnout, and allow parents to maintain a better work-life balance.

Parental leave policies and return-to-work support

Effective parental leave policies significantly impact retention. 84% of supportive organizations see employees returning to work after parental leave. Key elements of a strong parental leave policy include clear communication before and during leave, phased return options, and on-the-job support upon re-entry.

Comprehensive parenting benefits

Beyond flexibility and leave, parenting benefits influence job decisions and can have an impact on rates of parental burnout. Around 21% of employees say that strong parenting benefits impact their choice to accept a new job.

Parenting benefits should be implemented according to the needs of your workforce but may include:

• Access to childcare subsidies
• Career coaching
• Fertility benefits
• Mental health support
• On-demand access to parenting support

Building a roadmap to support working parents

Any effective strategies to reduce parental burnout must be born from a thorough, methodical approach that starts with understanding the feelings of employees and their unique needs.

Audit your current parenting benefits and identify gaps

HR leaders must assess whether their organization provides essential support by conducting a benefits audit. Currently, 80% of employees report that their workplace lacks sufficient parenting support, highlighting a significant gap that organizations must address. Talk to working parents in your organization for direct feedback to help pinpoint past mistakes and areas for improvement.

Implement flexible work solutions

Flexibility is one of the most valued forms of support, enabling employees to better manage raising children and their professional workloads. Companies should consider the  the types of flexible accommodations they can implement such as compressed work weeks, staggered shifts, or remote work options to accommodate parents’ needs.

Provide financial and emotional support for parents

Addressing financial pressure also directly contributes to reducing burnout and psychological distress, improving overall employee well-being.

Organizations can help ease financial strain through:

• Childcare stipends
• Dependent care flexible spending accounts (FSAs)
• Access to mental health counseling
• Access to debt counseling and financial management workshops

Offer specialized parenting resources

Introducing  on-demand parenting benefits, educational resources, support groups, or mentorship programs for working parents fosters a more inclusive and supportive workplace.

Three in ten employees feel that being a parent has made it more challenging for them to advance at work but a solution-oriented approach strengthens employee loyalty and job satisfaction by demonstrating that as an organization, you want employees to thrive at home and at work.

Why prioritizing working parent support benefits your organization

Companies that offer parenting support see better retention rates. Employees are less likely to leave when they feel valued and supported. For example, employee absenteeism is reduced by 30% and turnover falls by up to 60% when organizations provide childcare for employees.

Further, lower burnout levels translate to happier, more focused employees and happier workers are 13% more productive. Organizations that invest in family-friendly policies often experience higher engagement and productivity levels.

Supporting working parents differentiates organizations in a competitive job market. As younger generations prioritize work-life balance, companies that champion family-friendly policies gain an edge in attracting and retaining top talent. One marketing firm, for instance, saw a 500% increase in job applications when they adopted a 4-day working week with no impact on salary.

The path forward: Making working parent support a priority in 2025 and beyond

Parental burnout is not just an employee issue - an exhausted and stressed workforce has a detrimental impact on business outcomes too. Organizations that proactively address this challenge, encourage work-life balance and promote self-care will see stronger retention, higher productivity, and an enhanced reputation.

By implementing flexible policies, providing financial and emotional support, and fostering a culture of inclusivity, companies can create a workplace where both parents and business thrive.

Working parents are in crisis and HR professionals need to take immediate action, starting with an evaluation of their current policies.

Maven can help organizations lead the way in reducing parental burnout with our innovative platform that puts accessible healthcare for working parents and their families at the centre of your benefits offerings. To see how it works, and how seamlessly it can align with your business vision and goals, book a Maven demo today.