Parenting and Mental Health at Work: Key Challenges and Practical Solutions

With nearly 90% of employees also being parents, parenting is a workplace issue.

From managing maternity and paternity leave to balancing work and family life and addressing the fatigue experienced by new parents — companies are increasingly confronted with the realities of parenting.

But beyond logistics and time management, what’s often overlooked is the impact parenting has on employee mental health.

So why is this topic essential? How does becoming a parent affect mental health at work? And how can employers help?

In this article, we break down the key challenges and provide practical guidance to build a truly supportive workplace for working parents.

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Parenting in the workplace: definition and key issues

What is a workplace parenting policy?

Not all companies have one — but when they do, a parenting policy includes all the measures and resources put in place to support employees in their role as parents.

The primary goal is to help employees maintain a better work-life balance, especially those with young children. These policies may include:

• Extended or improved maternity/paternity leave
• Flexible or adjusted working hours
• Remote work options
• On-site childcare or financial assistance with childcare
• Coaching or support around daily organization, mental load, or stress management

When done well, a parenting policy helps employees better navigate the demands of both their job and their family life — improving their wellbeing and performance in both areas.

Why should companies address parenting as a workplace issue?

In some companies, parenting can still be a taboo or even a source of discrimination. But ignoring the impact of parenting on work — or work on parenting — is not only short-sighted, it can also be legally risky.

French labor law, for example, prohibits discrimination based on gender or parental status and requires specific employer obligations during and after maternity leave.

Beyond compliance, being parent-friendly makes your company more attractive and improves talent retention. In a competitive hiring market, offering tangible support to parents is a real advantage — especially when the majority of today’s workforce either has children or plans to.

It also strengthens your employer brand and can positively impact your reputation with clients, investors, and partners.

And, of course, it directly improves employee wellbeing, engagement, and performance.

How parenting and mental health are connected at work

Parenting and mental health are deeply intertwined. Each affects the other — and both can benefit when companies offer the right support.

The mental toll of being a working parent

Becoming a parent is life-changing. Continuing to work while adjusting to this new role adds an extra layer of complexity.

Parents often juggle the competing demands of work (meetings, deadlines, travel) and home life (childcare, household duties, school obligations). The lack of time and flexibility can lead to:

• Mental fatigue
• Anxiety
• Difficulty concentrating
• Higher risk of burnout

This burden often falls more heavily on women, who typically carry a greater share of the mental load at home. Many are forced to reduce their working hours or seek jobs closer to home.

Men, on the other hand, may be expected to increase their workload to support the family — creating different but equally real pressures on mental health. (Source: France Travail – “Improving work-life balance for employees: a strategic challenge for employers.”)

Another key factor is parental guilt. Many working parents feel pressure to “do it all” — and when they fall short (as everyone does), they blame themselves. This dual expectation can create chronic tension between their role as an employee and their role as a parent.

Lack of support from the company only makes things worse. When organizations fail to offer flexible schedules, adequate leave, or understanding, parents may feel isolated or overlooked — which reduces their engagement, increases emotional fatigue, and weakens their commitment to their work.

How workplace wellbeing supports parenting

The relationship goes both ways: when companies foster wellbeing at work, it has a positive impact on parenting.

When parents feel supported and understood, they’re better equipped to handle their family responsibilities and more emotionally present with their children.

Workplace flexibility is a key lever here. Offering remote work, adjusted hours, or extended parental leave allows parents to manage their time more efficiently and reduce stress.

A parent who feels they can take care of their family while still doing meaningful work will be more focused, more motivated, and more serene.

This has ripple effects beyond the workplace: calmer, more balanced parents contribute to healthier family dynamics and are less likely to experience conflict at home.

Mental health actions to support working parents

To promote employee wellbeing and support parents, companies can implement the following measures:

1. Flexible hours and remote work

Flexibility is a game-changer. It allows parents to:

• Pick up children from school
• Handle emergencies
• Avoid commuting stress
• Reclaim personal time

Better work-life balance means better mental health.

2. Psychological support programs

Companies can offer:

• Stress management workshops
• Mental health platforms (like teale)
• 1-on-1 support with therapists or coaches
• Self-assessment tools for stress and workload

These resources empower parents to build resilience, set boundaries, and ask for help when needed.

At the same time, platforms like teale support HR teams with:

• Workshops
• Mental health data and trends
• Tailored content aligned with company needs

3. A supportive and empathetic culture

Culture is key. A caring environment helps parents feel seen, supported, and valued.

Examples include:

• Flexible parental leave policies
• Paid time off for sick children or school events
• On-site daycare or childcare stipends

Above all, listen to your employees. Run surveys, hold feedback sessions, and create safe spaces for both mothers and fathers to share what they need.