It’s the School Holidays AGAIN! … What You Need to Know if You Manage Parents

If you manage working parents, you’ve probably heard the phrase “It’s the school holidays again” with a sigh, a nervous laugh, or a resigned shrug. Because while school holidays can be a time of joy, connection, and memory-making, for many working parents they also bring a real logistical and emotional load.

If you're not a parent yourself, or your children are older and more independent, it’s easy to underestimate just how much the school holidays shake up the daily routine, and how much internal and external pressure working parents can carry during this time.

So what do you need to know? And more importantly, what can you do to support your working parents and help them continue to thrive at work, even when the juggle is real?

The Reality Behind the Smile

For many parents, especially those with young children, school holidays are not a break. In fact, they can be one of the most challenging parts of the year.

Here’s why:

1. Childcare is Eye-Wateringly Expensive

If you don’t have children, you may not realise just how expensive holiday childcare is. In the UK, full-time holiday clubs can cost £150–£250 per child, per week. That’s on top of regular bills and living costs—and many families have more than one child.

Some families try to patch together care using a mix of annual leave, favours from grandparents or friends, and flexible working—but this can be stressful and exhausting.

2. Not Everyone Has a Village

You may hear people say, “Well, can’t they just ask a grandparent?” or “Couldn’t they swap with another parent?” But not everyone has family nearby, or friends in the same boat. Some are solo parents. Others have partners who work inflexible hours or travel frequently.

It’s easy to assume everyone has a support system. But that’s not the case for all your employees.

3. They’re Torn 

Working parents often feel like they’re living in two worlds—especially during the holidays. They want to be present for their children, making memories and soaking up precious time together. But they also want (and need) to show up at work, deliver, and feel like a valued team member.

This split focus can lead to guilt in both directions.

They may feel like they’re short-changing their children and their employer. And when they’re catching up on work in the evenings or logging in early, it’s not necessarily visible to others.

The Pressure to Perform

There’s often an unspoken (or sometimes spoken) anxiety around being seen as “less committed” or “distracted” because of parenting responsibilities.

Some of your employees might be:

• Worried about being judged for shifting their hours or needing to leave on time.

• Overcompensating to prove they’re still just as capable and dedicated.

• Feeling isolated because they don’t see many people in leadership who reflect their current stage of life.

Even the most high-performing, reliable employees can doubt themselves under the weight of all this.

So… What Assumptions Are You Making?

The school holidays are a good time to reflect as a manager.

Take a moment to consider:

• Are you assuming someone can “just get childcare” easily?

• Do you only offer flexibility when asked for it, or do you proactively suggest it?

• Are you judging someone's commitment based on visibility or hours at the desk?

• Do you see caring responsibilities as a distraction—or an additional skill set?

If you notice some unconscious bias creeping in, don’t beat yourself up. We all carry assumptions. What matters is being willing to challenge them.

What Can You Ask Instead?

The good news? You don’t need to have all the answers. You just need to be curious and compassionate. 

Try asking:

• “What would make the holidays easier for you?”

• “Would some flexibility help you manage this period better?”

• “Is there anything you’d like me and the team to know about your current schedule or support needs?”

Even if they don’t take you up on it immediately, simply knowing that door is open can lift a weight off someone’s shoulders.

Show Them You Trust Them

Here’s the thing: if you hired someone because of their skills, mindset, and values, trust them to deliver, even if their work pattern looks different for a few weeks.

That might mean:

• Being outcome-focused instead of hours-focused.

• Encouraging adjusted schedules during the holidays.

• Refraining from unnecessary messages at 6 p.m. when they’ve logged off to cook dinner or help with bedtime.

If you demonstrate that you value them as a whole person, they’ll reward you with loyalty, energy, and honest communication.

Time With Family Isn’t Time “Off”

One of the most powerful things you can do is recognise the importance of family time without treating it like a luxury or inconvenience.

Children don’t stay small for long. These moments matter. When you acknowledge that, you create a culture where your employees don’t have to choose between being a good parent and a good colleague.

The Payoff? Huge.

Supporting parents in your team isn’t just a “nice to do.” It’s a smart business move.

Here’s what you’ll get in return:

• Higher retention – Parents are more likely to stay in workplaces that support their whole selves.

• Better performance – When people feel trusted, they thrive.

• Stronger loyalty – A manager who “gets it” is worth their weight in gold.

As the school holidays roll around again, take a moment to check in, not just with your diary, but with your team.

You don’t need to have all the answers. You just need to:

• Acknowledge the extra load.

• Avoid assumptions.

• Be generous with your trust.

• Be open to flexible solutions.

Small gestures make a big difference. And the culture you create will ripple far beyond Easter.

Because when you support parents well, you’re investing in the long-term loyalty and the wellbeing of your team.

Want more ideas on how to support your working parents?Download my FREE Maternity Return Tracker.   

And if you're ready to explore coaching options for your working parents, book a consultation here.