Back-to-School and Employee Benefits: How to Support Working Parents

The transition from summer to school routines often brings logistical challenges, such as adjusting schedules, managing childcare and navigating school-related expenses. Businesses that recognize these pressures and respond with empathy and practical solutions can make a meaningful impact on employee well-being and productivity.

How Employers Can Help Employees During Back-to-School Season

One of the most effective ways to support working parents is by offering flexible work arrangements. Whether it’s remote work options, staggered start times or compressed work weeks, flexibility can help parents manage school drop-offs, pick-ups and unexpected events like sick days or parent-teacher meetings.

Another powerful tool is your employee benefits package. Consider enhancing your offerings with dependent care flexible spending accounts (FSAs), which allow parents to set aside pretax dollars for childcare expenses. Also, review your health insurance plans to confirm that they include pediatric care and mental health support for children, two areas that are increasingly important to families.

Spreading the Word About Available Benefits

Communication is key when it comes to informing employees about their work-related perks. Make sure your HR team is proactively sharing information about available benefits and resources. Hosting a back-to-school benefits webinar or sending out a seasonal newsletter can help employees feel informed and supported.

Additionally, consider creating a parent-focused employee resource group (ERG). These groups foster community, offer peer support and offer valuable feedback on how your company can better meet the needs of working parents.

Learn More

Supporting employees during the back-to-school season can be good for both morale and business. Happier, less-stressed employees may be more engaged, loyal and productive. For employee benefits guidance near you, contact Ready-2-Insure.

This blog is intended for informational and educational use only. It is not exhaustive and should not be construed as legal advice. Please contact your insurance professional for further information.