Parental Burnout Is Costing Your Business More Than You Think. Here’s What You Can Do

Parenting is a full-time job. Combine that with a demanding career, and the mental load can become unsustainable. Many working parents—especially those at the point of returning from parental leave—are carrying an invisible weight. They’re balancing work deadlines, sleepless nights, childcare logistics, and the emotional toll of raising children, all while trying to maintain their professional identity.

For line managers and HR leaders, understanding this mental load is critical. Without the right support, parents can spiral into burnout, affecting not only their own well-being but also team dynamics and overall business performance.

What causes parental burnout??

1. Chronic Sleep Deprivation: New parents and those with young children often face disrupted sleep, which impacts mood, energy, and resilience.
2. High Mental Load: The invisible labour of tracking schedules, meals, and household responsibilities can feel overwhelming—especially if this responsibility isn’t shared equally.
3. Lack of Support: Parenting without a strong support network—whether from family, friends, or community—can lead to feelings of isolation and exhaustion.
4. Work-Family Conflict: Juggling professional responsibilities alongside parenting duties can create ongoing stress, particularly if the workplace lacks flexibility or understanding.
5. Unrealistic Expectations: Societal pressures and internal perfectionism can cause parents to feel like they're falling short, despite their best efforts.
6. Emotional Overload: Constantly attending to a child’s needs while managing your own emotions can be draining, especially if children are going through challenging developmental stages.
7. Loss of Personal Time: The sacrifice of hobbies, social time, and self-care can erode parents’ sense of identity and lead to burnout.
8. Financial Stress: The costs associated with raising children can weigh heavily, especially if parents are navigating childcare expenses or career changes after parental leave.

As a manager or HR professional, you can look out for the following in your employees:

• Feelings of physical and mental exhaustion?
• Increased irritability?
• Emotional detachment?
• Feelings of shame and not being ‘good enough’ at work or at home.?
• Loss of interest in activities previously enjoyed
• Feelings of overwhelm?
• Difficulty concentrating?
• Delayed decision making?
• Physical symptoms can include headaches, muscle tension and gastrointestinal problem

(West Sussex Mind | What is parental burnout and how can you overcome…?and Exhausted, disconnected and fed up: what is ‘parental burnout’ and what can you do about it? | Parents and parenting | The Guardian)?

The Organisational Cost of Parental Burnout

When parental burnout goes unaddressed in the workplace, the impact can ripple through the organisation in significant ways. Stress-related absences can leave teams short-staffed, causing productivity to dip as others step in to cover the workload.?

Over time, burnout can also lead employees to re-evaluate their roles, contributing to higher turnover and increased attrition. Beyond the immediate operational challenges, there’s the potential for long-term reputation damage; organisations perceived as unsupportive of working parents may struggle to attract and retain top talent.?

Additionally, burnout takes a toll on day-to-day performance, with exhausted employees becoming less engaged, less innovative, and ultimately less productive.

Are You Asking the Right Questions?

Many line managers want to support their team but don’t always know how. Here are some key questions to reflect on:

• Do you really understand the mental load your employees are carrying?
• Are you making space for open, non-judgmental conversations?
• Do you have the capacity to listen, rather than simply offering solutions?
• Are your policies and practices truly supportive, or are they surface-level benefits?
• Are you fostering a culture where parents feel safe discussing their struggles?

One of the most valuable things a manager can do is provide space. Sometimes, employees don’t need an immediate fix—they need to be heard, to reflect, and to process what’s going on.

Coaching as a Solution: Space to Think, Space to Breathe

One recent coachee, described their coaching session as the only space where they truly had time to think. In a world where parents are constantly switching between roles—employee, caregiver, partner—they often have no space to process their own needs. Coaching provides that space.

Through coaching, employees can:

• Identify patterns and themes in their struggles.
• Recognise when they’re approaching burnout and take action.
• Explore practical ways to release pressure.
• Gain clarity on what they need and how to ask for it.
• Build confidence to set boundaries and prioritise their well-being.

What Else Can Organisations Do?

One important step in addressing parental burnout is to normalise conversations about mental load. When employees feel safe to talk openly about the challenges of balancing work and family life, they are less likely to feel isolated. Creating a culture where these conversations are welcomed, rather than avoided, helps parents feel seen and understood.

Managers play a crucial role in supporting working parents, but they need the right tools to do so effectively. Training managers to go beyond task-focused supervision and develop skills like active listening, empathy, and thoughtful questioning can make a real difference. When managers know how to support, not just manage, it fosters trust and reduces the pressure parents may feel to 'keep it all together.'

Policies also need to reflect the realities of modern working parenthood. True flexibility should go beyond words—can employees adjust their hours to accommodate school pick-ups or childcare gaps? Parental leave policies must be more than just written documents; they need to be actively encouraged and supported across all levels of the organisation. It’s also essential to recognise the often-invisible workload of caregiving, which extends far beyond the early days of maternity or paternity leave.

Providing access to coaching can be transformative for working parents. Coaching offers a protected space to step back, reflect, and problem-solve. One recent coachee fed back to me that she “couldn’t think straight without the space created by the coaching sessions.” When parents have the opportunity to think through challenges with the guidance of a coach, they can build the resilience and confidence needed to navigate both work and home life without constantly running on empty.

Finally, connection is a powerful antidote to burnout. Parental responsibilities can feel overwhelming when faced alone, so encouraging social connections within the workplace can have a significant impact. Parenting groups, informal coffee catch-ups, or simply fostering a culture where colleagues feel comfortable sharing their experiences can create a stronger, more supportive community—one where parents know they are not alone in the juggle.

Final Thoughts: Beyond the Tick-Box Approach

Supporting working parents isn’t about quick fixes or generic well-being initiatives—it’s about fostering a culture where employees feel genuinely understood and valued. Coaching is one way to provide that support, giving parents the space to think, process, and take action before they reach burnout.

For HR leaders and managers, the challenge is clear: Are you offering real support, or just ticking the box? The organisations that get this right will not only see healthier, happier employees but also stronger teams and more sustainable business success.

The question is—what kind of organisation do you want to be?

If your organisation is committed to supporting working parents, it starts with getting the return to work right. My Essential Maternity Return Checklist?gives line managers and HR Professionals the practical steps they need to help returning parents feel supported, confident, and engaged from day one.

Download your free checklist now?and make their return a success.