Schools out for summer

From packed lunches to packed diaries: making summer work better for working parents.

Summer is almost here. The kids are ready to swap classrooms for climbing frames, and parents across the UK are bracing themselves for six weeks of snacks, suncream and “I’m bored” on repeat.

And for working parents? Well, this time of year isn’t all ice creams and beach trips. It’s a delicate juggling act between doing their job and keeping little humans entertained, educated, and (mostly) alive.

So the real question is — how can employers step up and support their people through it?

Let’s talk numbers

According to the Office for National Statistics, there are around 4.3 million working parents with dependent children under 11 in the UK. That's a whole lot of lunchboxes and logistics. And a recent survey from Working Families found that 58% of parents struggle to find suitable childcare over the summer holidays.

Even more telling? One in five working parents have had to reduce their hours or leave a job altogether because of a lack of flexibility around school holidays.

These aren’t small stats. These are signals that something needs to shift — and fast.

Flexibility isn’t a perk. It’s a lifeline.

We’re not saying your business has to fund full-time nannies or set up an in-house crèche (although hey, if you do, we want to hear about it). But offering a little more understanding and flexibility during the summer could make all the difference to your people.

That might mean:

1. Hybrid working or a few extra days from home
2. Flexible hours to make the most of early mornings or quieter evenings
3. Encouraging leave and setting the tone that it’s okay to actually take it

The cost to the business? Minimal.

The impact on employee loyalty, morale and retention? Huge.

Compassion is contagious

Parents aren’t asking for special treatment. They’re just looking for empathy — a bit of human understanding that life doesn’t pause when the school bell rings. And by building that understanding into your culture, you don’t just support parents, you show your whole team that flexibility and wellbeing matter.

Spoiler alert: that’s the kind of thing top talent sticks around for.

So, what now?

Summer’s coming, ready or not. If you're a leader, a people manager or someone shaping your company culture, take this as your reminder: your people are people — not just job titles.

Be kind. Be flexible. Be the boss who gets it.

And if you want a hand making your employer brand reflect that? You know where we are.