Supporting working parents benefits organisations in tangible ways. It improves retention, strengthens workplace culture and supports productivity. With more families relying on dual incomes and parents remaining engaged in the workforce while raising young children, creating a parent‑inclusive workplace is no longer optional.

Working parents are a feature of nearly every modern workplace. Around three‑quarters of couple families with children under 15 include an employed mother, and a significant proportion of parents of very young children participate in full‑time work. For employers, this means that how well working parents are supported has a direct impact on engagement, loyalty and performance.

Below are three practical ways organisations can better support working parents, with examples of how some workplaces are already leading the way.

 

1. Flexible work as the norm, not the exception

The pandemic has changed the workplace immeasurably, and one of the biggest areas has been around flexible work. Employers now have clearer obligations regarding eligible requests for flexible work under the Fair Work Act.

But beyond their obligations, businesses can do more to help in making flexible work the norm. For example, financial automation software company Thriday, which employs about 30 people, has put in place a “work anywhere” policy.

Michael Nuciforo, co-founder and chief executive, said it revolved around three core principles: staff can work any time of day, from anywhere, and can control their diary in terms of meetings that they attend.

“We do have an office, but people can work from home full-time – it’s completely up to them. We have no expectations about office attendance, but we have a core group that likes to come in once or twice a week,” he said.

Nuciforo said they decided to implement this policy after surveying and interviewing team members to understand what they were looking for from their employer.

“The number one thing that came out of that was flexibility. As a result of this, we decided to explore different solutions, and we got the team to vote on their preferred. Life leave [an extra five days to attend special events] was another initiative that we put forward that people really loved,” he said.

He explained they decided on these measures after floating different ideas.

“For example, a four-day week was put forward, and while it got some interest, people were not adamant about wanting it,” he explained.

Meanwhile, telcos More and Tangerine have a hybrid working environment and have also put subsidised technology and development into the mix for their approximately 50 staff, according to Andrew Branson, CEO.

“The majority of our staff prefer a hybrid arrangement where they work from the office two days a week and home three days a week,” he explained.

“Most roles also have flexible hours, so if they have important personal events during business hours, they can make up these hours at another time.”

To support flexible working, More and Tangerine also create an easier environment for remote working by providing free internet and mobile plans for everyone – making it easier for them to do their jobs remotely.

With some parents also reporting concerns about missing out on professional development, Branson added that they offer this regularly as another way to support working parents.

 

2. Rethinking parental leave and beyond

While parental leave obligations continue to evolve, many businesses are also looking beyond minimum requirements to find practical ways to make working life easier for parents.

Airteam, a software designer and developer employing 20 people, recently put in place a parent support payment. This is available to all new parents and provides a total of $15,000, which employees can receive in either a lump sum or fortnightly installments over 18 weeks after the birth or adoption of a child. 

“This has been a big step for us, but the feedback has been very positive, as it enables parents to take a block of time off when their child arrives,” Laura Zucchetti, Airteam’s head of people and culture, said.

“In addition, we have a supportive work culture that fosters conversations about our families and lives outside of work. We conduct an annual company retrospective to gather employee feedback, which has been overwhelmingly positive about flexible working and new parental payments,” she said.

Zucchetti added that for Airteam, it’s not just the right thing to do. It’s a wise business decision.

“Happy and supported employees are more engaged, productive, and likely to stay with a company for the long term,” she said.

 

3. Supporting parents to return and thrive at work

Support for working parents should not end when parental leave finishes. The return‑to‑work period is often when employees need the most flexibility, understanding and practical support.

Parental leave measures don’t always need to be financial. Some employers, such as Deloitte, have adjusted performance expectations for employees returning from parental leave, providing temporary relief from performance targets during the transition back to work.

Other important considerations include:

  • offering flexible or reduced hours on return

  • maintaining regular check‑ins with managers

  • providing comfortable, private spaces for breastfeeding and expressing milk

  • supporting gradual reintegration into workload and responsibilities.

Thoughtful return‑to‑work support helps retain skilled employees and reduces the risk that parents disengage or leave the workforce altogether.

 

Supporting working parents is a strategic decision

Supporting working parents is not only the right thing to do. It is a strategic business decision. Employees who feel supported are more engaged, more productive and more likely to remain with an organisation long term.

Practical measures such as flexible work, enhanced parental leave and thoughtful return‑to‑work support help create workplaces where parents can succeed without sacrificing their wellbeing or career progression.

 

Need some guidance on support working parents?

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