5 ways to support parents in 2025

There is no one better equipped to ruthlessly prioritise, multitask, handle tough negotiations, and get sh*t done in record time, than a working parent.

Thrown into the deep end, you develop invaluable skills 'on the job' with no training manual and zero ramp-up time.

But despite their superhuman efforts and unquestionable dedication, women, in particular, are hit hardest by the transition into parenthood. In fact, 80% of the gender pay gap in the UK is driven by what’s commonly known as the ‘motherhood penalty’ - a steep decline in women’s pay and career growth once they have children.

The penalty isn't due to a lack of ability OR a lack of ambition; instead, it’s caused by biases, out-of-date workplace policies and procedures, and prohibitively expensive childcare (which often costs more than one person's salary).

A root cause lies in the UK's parental leave system, which has one of the least generous statutory leave arrangements for fathers in Europe. Mothers are eligible for up to a year of leave (with nine months of paid leave, although not at full pay), whereas fathers are granted just two weeks of statutory leave in many companies.

This disparity enforces the outdated view that childcare is exclusively a woman’s responsibility, placing mothers at a disadvantage from the very beginning.

Specifically, in the tech sector, 50% of women leave their jobs by the time they’re 35 - and this is typically around the same age many parents decide to start a family. Even those who stay often face burnout and stress from trying to balance the demands of work and home life.

The consequences of this talent drain for businesses are profound. Just look at the statistics on women in leadership roles to see the impact. The good news? There’s a way to change this:

By extending support to all working parents, businesses can not only boost retention and reduce turnover but also foster a more inclusive and productive work environment.

So, what can businesses do to better support working parents and keep them in the workforce for the long haul?

Here are 5 things your company can do in 2025

1. Offer equal Parental Leave

In the UK, 80% of the gender pay gap is attributed to the ‘motherhood penalty.’ Offering equal parental leave to all parents—regardless of gender—tackles this issue at its source. By ensuring that both parents are given equal time off, you create a level playing field from the start. For inspiration, look into Equal Parental Leave Policies from companies like Wise, Pinterest, and Klarna, which have set a strong precedent in offering more equitable leave to all parents. Check out Elliot Rae’s brilliant ‘Parenting Out Loud’ campaign for more info and support: Elliot Rae’s Campaign

2. Offer True Flexibility

Flexibility isn’t just about working from home - it’s about giving parents the freedom to adjust their work hours when needed. Being able to attend a child’s 2 p.m. nativity play or 11 a.m. sports day without stress, and catch up on work later, is invaluable. I’m speaking from experience here.

By offering true flexibility, parents can meet both their home and work commitments without the guilt that often comes with having to choose one over the other. Forcing employees back into rigid schedules (looking at you, mandatory 4-5 day a week return-to-office mandates) can cause businesses to lose top talent - many of whom just happen to be parents.

3. Offer Part-Time Leadership Roles

Not all parents want to reduce their responsibilities or level, but many might be interested in part-time or job-sharing options that allow them to maintain leadership roles while balancing family life. Offering part-time leadership roles or flexible team management positions can help retain talented professionals without forcing them to choose between career growth and family. Check out companies like Flexa, The Five Hour Club, and Flexible Working People that promote part-time leadership roles, allowing employees to balance life without sacrificing career progression.

4. Offer More Inclusive Events

Does your company still host the usual after-work drinks or similar events? Consider offering more inclusive options that cater to parents (and others!) who may not be able to attend after work hours, or those who don’t drink. Think about hosting breakfast workshops, lunch n’ learns, or company-wide switch-offs. These types of events are more accessible and foster a sense of inclusion for everyone, regardless of their external commitments.

5. Offer Support (e.g., Buddy System, Mentoring, Coaching)

Returning from parental leave can be daunting, but with the right support, it doesn’t have to be. Offering a buddy system, where a parent returning to work is paired with someone who has navigated a similar experience, provides an emotional anchor.

Mentoring and coaching programs can help parents reorient themselves, build confidence, and rediscover a sense of purpose in their careers. This not only benefits the employee but also improves overall team dynamics, loyalty, and retention.

Also, consider extending support for parents further along in their journey as well—the challenges don’t simply disappear after 6 months; if anything, they often become more intense!

Bonus idea (you can thank me later). 

Stop firing pregnant women. An estimated 74,000 women per year lose their jobs due to maternity discrimination. I've seen it happen at all levels of an organisation, right up to the top and even in HR. Just stop already. Cheers.

Get in Touch:

If you want to know more or are looking to support your working parents with coaching programmes that can help them thrive, let’s talk.