58% of Employees Say Benefits Fall Short – How to Support Parents This Back-to-School Season

As another Irish summer winds down, many working parents are bracing themselves for the return to school routines: packed lunches, uniforms, morning traffic and the endless coordination of pickups, drop-offs and homework. For many, this isn’t just a busy time, it’s a source of stress that can spill into their working lives. 

For employers, the return to school season is more than a background event. It is a pivotal moment that can expose the weaknesses of workplace support structures. In our recent HR Pulse Survey, more than 58% of respondents did not feel  that “the benefits package offered by the organisation meets my personal and family needs.”  Revealing that many Irish organisations are falling short when it comes to supporting working parents, and that more can be done to support employees. 

The return to school is a time of new starts for children, but for parents, it often brings a mix of emotions. Excitement is tempered by logistics, and pride in their child’s growth is shadowed by the stress of keeping everything moving. 

Some of the most common challenges include: 

• Schedule disruption: School start and finish times rarely align with standard 9 to 5 hours. Parents often must coordinate drop-offs and pick-ups, arrange after-school care or adjust their commute.
• Financial strain: The cost of schoolbooks, uniforms, shoes, technology, extracurricular fees and lunches can stretch household budgets. For families with more than one child, the impact is even greater.
• Emotional pressure: Parents may feel torn between their responsibilities at work and their desire to be present for important moments in their child’s life. This emotional tug-of-war can lead to stress, guilt and fatigue. 

These pressures don’t clock out when the workday begins — and if left unsupported, they can impact performance, wellbeing and retention. 

Related Article: Enhancing Employee Well-Being Through Effective Benefits

So how can businesses respond? What does meaningful support actually look like in practice? Below are some actionable steps employers can take to better support working parents, particularly during back-to-school season. 

 

1. Introduce a First Day of School Leave Policy 

Starting school – whether it is Junior Infants, the first year of secondary school, or a move to a new education level – is a major milestone for both children and parents. Recognising this, employers can offer a First Day of School Leave policy, which allows parents to take a paid day off to mark the occasion and give them flexibility to deal with any challenges that the day might bring up. 

Key considerations: 

• Applies specifically to children starting their first year of school
• Can be offered as a one-time paid leave per eligible child
• Shows deep empathy and builds long-term loyalty 

This small but powerful benefit gives parents the chance to be present for an important moment without worrying about work responsibilities

 

2. Build a Culture of Flexible Working 

Flexibility is one of the most effective ways to support working parents, particularly during term time. Rather than treating flexibility as an exception, employers should aim to make it a standard, well-communicated part of their working culture. 

Options to consider: 

• Flexible start and finish times to accommodate school runs
• Remote or hybrid working arrangements
• Core hours models where employees choose their start and end times around a fixed mid-day window 

Formalising these options – and making them accessible through a clear policy – helps employees plan their lives with confidence. 

A New Legal Landscape 

In 2023, Ireland introduced a significant shift in employment legislation through the Work Life Balance and Miscellaneous Provisions Act. One of the key features of this act is the right to request flexible working arrangements for employees with caregiving responsibilities. 

This means that eligible employees can now request adjustments to their working patterns to better accommodate their family obligations. For employers, this represents a legal requirement to engage with these requests meaningfully and transparently – but more importantly, it is an opportunity to embrace a new standard of flexibility. 

By embedding flexibility into the workplace culture, employers not only comply with the law but also show genuine care and respect for their employees’ lives outside of work. 

 

 3. Reassess Family-Focused Benefits 

With less than half of employees feeling their organisation’s benefits meet their personal and family needs, there is clear room for improvement. Employers can address this by enhancing or tailoring benefit packages to include more support for families. 

Examples of family-focused benefits: 

• Childcare support, such as creche partnerships or subsidies
• Mental health and wellbeing resources geared towards parents
• Paid family emergency leave for unexpected school-related issues 

Benefits do not need to be expensive items. Often, the value lies in relevance and timing. Providing support that aligns with key moments in family life builds a stronger connection between the organisation and its people. 

Related Download: Download our checklist: design a motivating reward package

 

4. Empower Managers to Support Parents 

Policies and benefits can only go so far without a supportive management culture behind them. Line managers play a crucial role in how supported parents feel in their daily work. They set the tone for flexibility, understanding and trust. 

Managers should be encouraged to: 

• Proactively check in with parents during busy times like back to school
• Be accommodating when flexibility is needed, without requiring overly personal justifications
• Be mindful when scheduling early morning or late afternoon meetings
• Recognise the emotional load working parents carry and allow this consideration to have a place when planning the work of the week 

When managers lead with empathy, it has a ripple effect throughout the team and contributes to a more inclusive and human-centred work culture. 

The HR Pulse Survey result – that just 42% of employees feel their benefits meet their family needs – is a wake-up call for employers. In an evolving labour market where retention and employee engagement are critical, businesses must do more than offer surface-level perks. They must invest in policies that reflect the realities of modern family life. 

Back-to-school season offers a clear moment to assess where support is strong – and where gaps remain. For some employees, it is a brief blip in the calendar. For others, it is the most stressful time of the year. Recognising that variation, and responding with thoughtful support, is what sets the best employers apart. 

Workplaces that respond to real life earn real loyalty. And supporting parents during the back-to-school period is one of the most immediate and effective ways to show your people that you value them not just as employees, but as individuals with families, responsibilities and lives beyond work. 

At SD Worx Ireland, we believe that when you invest in your people’s wellbeing, you invest in your organisation’s success. Whether you are reviewing policies, implementing new benefits or building a more inclusive culture, now is the time to act.