Are Your Parental Practices Costing You Talent Without You Even Realising It?
When the juggle becomes too much, and no one’s listening — something has to give.
Do you know how many parents (especially mums) end up leaving work because they weren’t supported in their work/family balance?
Probably not. Because chances are, no one asked them why they left in the first place.
Blaire Palmer’s recent piece on HRZone raises this uncomfortable truth: too often, parental leavers don’t voice the real reason they exit. And that reason? A lack of support during one of life’s most significant transitions – parenthood.
Whilst good pay and parental leave policies certainly help retain employees experiencing this huge life transition, if parents don’t FEEL supported and understood, they will leave.
At Parent & Professional, we hear these stories all the time. Talented, driven employees, people who’ve been performing at a high level, suddenly find themselves navigating sleepless nights, shifting identities, values and priorities… as well as potential logistical chaos. And when organisations respond with tick-box policies rather than genuine, flexible, human-centred support, those employees leave.
Not because they’ve lost ambition. Not because they can’t “hack it.” But because it’s not worth staying somewhere they don’t feel understood.
Working parents are incredible employees
Let’s not forget what working parents bring to the table:
- Ruthless efficiency
- Battle-tested resilience
- Fierce prioritisation
- Communication, leadership, and flexibility
In fact, working parents are often some of the most productive groups in the workplace. They get things done and we need them.
Why? Because they have to. Their time is incredibly precious — every minute counts. They’re juggling drop-offs, meetings, client deadlines and school plays. There’s no option to for leisurely mornings to ease into the workday. When they sit down to work, they’re focused, efficient, and outcome driven.
They don’t waste time because they don’t have time to waste. Working parents have a built-in urgency and ability to manage competing demands every single day that many others spend years trying to develop.
So why do so many slip through the cracks?
The parent penalty is still real
New research from Fertility Family shows the disconnect:
- 64% want better maternity/paternity leave
- 55% say flexible/hybrid options would help them plan a family
- 28% feel their employer doesn’t provide enough flexibility for family life
Even employees who choose not to have children still value flexibility. They may be caring for aging parents, going through health challenges, or simply wanting a better quality of life.
Supporting working parents is no longer a ‘nice to have.’ It’s a vital part of building a workplace where people can thrive across all life stages.
So, what can employers do?
Yes, policies matter – but they’re only the start. What really makes the difference is the message behind them: We see you, and we want to help you to thrive.
Start by asking:
- Do our parental leave and return-to-work practices reflect the realities of modern parenthood?
- Are we checking in with leavers to understand the real reason they’re going?
- Do parents in our organisation feel safe enough to ask for what they need?
And then act. The cost of inaction is clear: a quiet, steady stream of top talent walking out the door.
Want to support your working parents more effectively?
Let’s talk about how our Parental Transition Coaching can help your organisation retain talent, build loyalty, and create a culture that values life outside of work just as much as performance within it.