At Risk: Why Employers Can’t Afford to Ignore Working Parents During RTO

As companies reopen their doors, many employees face the stress of juggling professional duties with caregiving responsibilities. The transition back to the office (RTO) can be particularly challenging for working parents, especially those who are new parents or breastfeeding.

Employers play a crucial role in supporting employees’ mental health during this transition, ultimately enhancing employee retention and productivity.

Parents who face a stressful RTO transition are more likely to experience burnout and may seek other opportunities, leading to higher attrition rates. Employers who don’t address these challenges risk losing valuable talent to competitors that offer a more family-friendly, supportive work environment.

There are several strategies that employers can implement immediately to support working parents’ mental health during the return to office transition. Read on to learn what they are.

1. Communicate Family Benefits Early, Including Lactation Support

Clear communication about the available family-friendly benefits is essential for reducing stress for breastfeeding and new parents. Many parents may not be aware of all the resources available to them, or they might forget about them as they scramble to figure out shifting schedules and caregiving arrangements during the shuffle back to the office.

• Lactation Support: Ensure employees are reminded of lactation benefits, such as private nursing rooms, flexible break times, and breast milk storage and shipping solutions like Milk Stork.
• Parental Leave and Flexible Work Options: Highlight parental leave policies and the option for flexible work arrangements, helping employees manage their caregiving responsibilities while returning to the office.
• Other Family Leave Programs: Make sure employees are aware of family leave options for taking care of children or other family members.

By reminding employees about their family benefits, employers demonstrate commitment to the well-being of their staff, easing the return-to-office process for new parents.

2. Utilize Employee Resource Groups (ERGs)

Employee Resource Groups (ERGs) provide a strong sense of community and support for working parents, especially during the RTO transition. ERGs tailored to parents and caregivers offer:

• A Supportive Community: Parents can share their experiences and challenges, fostering a sense of understanding and camaraderie.
• Peer Support: Parents can exchange tips on managing the demands of work and caregiving and support each other’s mental health.
• Mental Health Resources: ERGs can host workshops, webinars, or informal meetings, providing emotional and practical support for employees adjusting to their new roles.

ERGs for working parents create an inclusive, compassionate work environment that helps employees feel valued and supported.

3. Offer Mental Health Resources for Working Parents

The mental health needs of working parents are unique, particularly when returning to the office. Employers should offer mental health resources tailored to the challenges faced by new parents and breastfeeding employees.

• Employee Assistance Programs (EAPs): Ensure employees are aware of counseling and mental health support available through EAPs to help with stress, anxiety, or feelings of being overwhelmed.
• Mental Health Days: Encourage employees to take mental health days if they feel burnt out or overwhelmed, acknowledging the dual pressures of work and caregiving.
• Parenting Support Workshops: Offer seminars or webinars that help parents manage stress, establish routines, and balance their professional and personal lives effectively.

By providing resources tailored to working parents, employers can help alleviate stress and promote mental well-being during the RTO transition.

4. Allow Flexible Work Arrangements When Available

The return to the office presents an opportunity for employers to offer flexible work options that support working parents’ mental health. Flexibility can reduce stress and improve work-life balance.

• Hybrid Work Models: Many employees who adapted to remote work may feel anxious about returning full-time to the office. A hybrid work model allows employees to balance their work at home and in the office, easing their transition back.
• Flexible Hours: Providing flexible work hours can help employees manage family obligations such as school drop-offs, doctor appointments, and childcare.
• Staggered Returns: Phased, staggered returns to the office allow employees to adjust gradually to in-office work without overwhelming them.

Flexible work arrangements help parents maintain a healthier work-life balance, reducing stress and improving mental health during the return to office transition.

5. Be Compassionate and Flexible

Every employee’s RTO transition will be different. For new parents and breastfeeding employees, this may be an emotional and stressful process. Employers should approach this transition with empathy and flexibility.

• Show Empathy: Understand that returning to the office may be challenging for working parents. Be patient and offer emotional support during this time.
• Regular Check-Ins: Schedule regular check-ins with employees to assess how they’re adjusting. Provide support if needed and offer resources that can help make the transition easier.

Empathy and flexibility are key to ensuring a smooth transition for working parents and fostering a positive workplace culture.

Conclusion

Supporting working, new, and breastfeeding parents during the return-to-office transition isn’t just about offering compliance with policies—it’s about providing a supportive and understanding work environment that values family. By highlighting available family benefits, promoting flexibility, offering mental health resources, and fostering a supportive office culture, employers can significantly improve the mental health of their breastfeeding and working parents to ensure a successful RTO transition.

When employees feel supported and valued, their engagement, productivity, and loyalty to the company increase. On the flip side, when employers fail to support their employees, there’s a heightened risk of burnout and attrition. Employers who prioritize the well-being of their working parents are more likely to retain top talent and cultivate a positive, family-friendly workplace culture.

Want to ensure compliance with the PUMP Act at your company? Download the guide RTO and PUMP Act: What You Need to Know in 2025.