Business Case for Investing in Working Parent Wellbeing
Business Case for Investing in Working Parent Wellbeing
Parental transitions – whether preparing for leave, returning to work, or adjusting to new work-life responsibilities are pivotal moments in an employee’s career.
Without the right support, these transitions can lead to stress, disengagement, and higher turnover, affecting employee wellbeing, business performance, and employer brand reputation.
With working parents making up a vital part of the UK workforce, employers have a key opportunity to foster a supportive culture that helps them thrive – both professionally and personally, while strengthening retention, engagement, and long-term success. This can be achieved by Investing in Working Parent Wellbeing.
Key Business Outcomes of Parental Transition Support:
When organisations begin investing in working parent wellbeing, they not only retain top talent but also cultivate a more inclusive, engaged, and high-performing workforce.
A well-supported transition empowers employees to thrive personally and professionally, leading to measurable business benefits.
✅ Improved employee retention – reducing the high cost of replacing talent.
✅ Increased productivity and engagement – minimising the impact of stress and burnout.
✅ Enhanced employer brand – making the organisation a top employer for working parents.
Benefits of Investing in Working Parent Wellbeing
1. Retaining Top Talent & Reducing Turnover Costs
📌 The Cost of Attrition: The average cost of replacing an employee in the UK is around £25,000 per worker, which accounts for rehiring, onboarding and lost productivity. For specialist and senior roles, this number can range higher, think £40,000 to £100,000 per head.
How this impacts Parental Leavers & Returners
47% of those who aren’t satisfied with the support from their employer will leave within 1 year of returning, often due to lack of support as a key reason for departure. The burden on women is more visible than ever and the need for a solution is evident. Research shows 42% of working parents are seeking alternative employment in 2024, desiring higher pay and better support with family life.
The Business Benefit of Supporting Parental Leavers & Returners
When organisations invest in parental transition coaching and workplace wellbeing, the outcomes tell a different story. Employees return with renewed confidence, feel valued by their employer, and are more likely to stay and grow within the company. Coaching not only facilitates a smoother transition but also helps employees redefine their career goals, advocate for themselves, and even secure promotions.
💬 Evidence from P&P’s coachee feedback
“My coach has been absolutely fundamental in helping me have a successful return, and in moving my career forwards. I will definitely use my coach again to support other career transitions and would recommend her to anyone else navigating the same.”
“My coach’s input to my return to work has been immensely valuable and has given me the confidence to see my career path in a slightly different light. She challenged me to see things differently which has been the biggest outcome from my sessions – both personally in terms of handling the ‘mum guilt’ of returning to work and professionally in my ability to push for a promotion.”
“The coaching started off helping me return to work – and then ended up supporting me to get a promotion!”
“This was easily one of the most worthwhile experiences of my career, in terms of helping me to manage the current situation and in preparing for the future. I would wholeheartedly recommend this to anyone and I plan to consult my manager to see if I can continue to work with my coach.”
2. Enhancing Employee Engagement & Productivity
📌 The Impact of Stress: The transition to parenthood is one of the most joyful yet stressful periods in a person’s life. Without the right support, employees often experience burnout, presenteeism, and disengagement. A national survey by child-care provider Bright Horizons, found that 90% of working parents “are stressed at their jobs;” “three in five (61%) describe their stress as overwhelming”.
How this impacts Parental Leavers & Returners
By not addressing this, employers risk female workers stepping back, becoming less productive, or quitting altogether. Working mothers feel the weight of responsibility far more than working fathers, which is having a detrimental impact on their work and home lives. Almost three quarters of women (74%) bear the mental load for family life compared to 48% of men, and 31% of mothers are concerned about burnout compared to 19% of fathers.
The Business Benefit of Supporting Working Parents
💬 Evidence from P&P’s coachee feedback
“I thoroughly enjoyed working with my coach on my return to work after a second maternity leave. She was understanding, asked thought provoking questions and made me feel I was in safe environment. She recommended external links and books for me to follow up on and always remembered what we had discussed in our last session. This showed she really cared and was there to help me.”
“Our sessions helped me process my emotions and gave me the confidence to take steps that have had a significant positive impact on my work and family life. I would highly recommend this coaching to others.
“My coach was incredibly open and easy to talk to, creating a safe space to explore a wide range of topics and address the challenges and emotions I was dealing with. Even on a tough day.”
“My coach did a fantastic job in making me feel supported and empowered.”
“After every session I felt more positive and supported to take the actions we discussed. As a result I took some steps that have hugely benefited me and my family that I may potentially not have taken had I not felt that support.”
3. Strengthening Employer Brand & Talent Attraction
📌 Parental Benefits Matter: 93% working parents say support from prospective employers is important when considering new role, research reveals.
How this Impacts Parental Leavers & Returners
Of these, more than half (54 per cent) of working mothers believe employer support is very important, compared to 38 per cent of fathers, the survey of 2,000 working parents with children aged 18 or under found. Those aged between 25 and 34 (50 per cent) and 35 and 44 (51 per cent) were most likely to feel it is very important when considering a role.
The Business Benefit of Attracting Working Parents
In a competitive talent market, organisations that actively support working parents gain a clear advantage in attracting and retaining top professionals.
Companies with structured parental wellbeing initiatives not only increase application rates and enhance their employer brand but also strengthen DE&I efforts, particularly by supporting mothers in career progression. Investing in Parental Transition Coaching, return-to-work programmes, and flexible work policies fosters employee loyalty and engagement, turning satisfied employees into powerful brand advocates who reinforce the company’s reputation as a great place to work.
💬 Evidence from P&P’s coachee feedback
“I’m really grateful that my employer offered the sessions which shows growth and support from the organisation.”
“I really valued this offering and would recommend it to other women and organisations as a year’s maternity can conjure many emotions and dealing with those in the right way throughout the process really allows you to make good decisions return to work in the right place.”
“I’m really grateful that my employer offered the sessions which shows growth and support from the organisation.”
“Everybody should have a coaching session. I can see a real difference, even with only 3 sessions. I feel very grateful, the sessions were super beneficial.”
What Effective Parental Transition Support Looks Like
A successful parental transition support strategy should include:
✅ Parental Transition Coaching – Individual and/or group coaching for expectant and returning parents.
✅ Line Manager Training – Equipping managers to confidently support expectant and returning parents.
✅ Peer Networks & Mentoring – Connecting parents for shared experiences and support.
✅ Flexible Work Policies – Ensuring adaptable schedules that work for both business and employees.
✅ Clear HR & Leadership Communication – Keeping parents informed and valued throughout their transition.
💡 Best Practice: Organisations that integrate parental support into their wider wellbeing and DE&I strategy see the greatest impact on retention, engagement, and business performance.
A Win-Win Strategy
Globally, governments are increasingly introducing stricter parental leave and flexible work laws, meaning businesses that don’t act risk legal challenges and reputational damage.
Investing in Parental Transition Workplace Wellbeing is not just about complying with regulation, it’s about building a happy, high-performing, resilient workforce.
✅ Higher retention & reduced turnover costs.
✅ Improved employee engagement & productivity.
✅ Stronger employer brand & talent attraction.
✅ Positive financial ROI & future-proofing HR strategy.
By embedding parental wellbeing into workplace culture, organisations ensure a more inclusive, engaged, and successful workforce.
Is your organisation ready to start investing in working parents wellbeing in 2025 and beyond? Let’s start the conversation.