How HR can support employees facing parental burnout
It can be hard for many parents to juggle their home and work life as well as the numerous unplanned and ad-hoc events and tasks, which can lead to feelings of stress, anxiety and being overwhelmed. More than two million mums said their mental health had deteriorated in the past year, according to a 2025 survey by Axa, and 30 per cent of parents say being a parent has had a negative impact on their mental health.
It’s important for HR teams to understand how to differentiate between normal levels of stress and burnout in working parents.
What is burnout?
When things are busy, or we have too much on our plate, it is natural to feel a certain amount of stress. But there is a difference between general stress, burnout and parental burnout. Typically, stressed people can see a future where, once they get everything under control, they will feel better. However, when the demands consistently exceed our mental and physical capacities and we experience relentless pressure, we can start to feel unable to cope, resulting in burnout.
Parental burnout is directly related to the role of being a parent. Typical symptoms include feeling mentally and physically exhausted, distant from your children, having a sense that you are ineffective and lacking in confidence in your ability to parent. It is more common among working parents.
The signs and symptoms of parental burnout
The symptoms of parental burnout can lead to short tempers, disrupted sleep patterns, anxiety or panic, low mood and depression, a lack of motivation, avoidance of responsibilities and feelings of failure.
In the workplace environment, these feelings may result in parents skipping work, withdrawing from responsibilities, isolating themselves from others, procrastinating or using drugs or alcohol as coping mechanisms.
Physical signs and symptoms include feeling tired or drained most of the time, lowered immunity, frequent illnesses, headaches or muscle pain and a change in appetite or sleep habits. Emotionally, this can contribute to feelings of self doubt, helplessness, decreased satisfaction and a cynical outlook.
How to support employees
Employers have a duty of care under UK law to protect employees’ health, safety and welfare. It is important to recognise the demands of workers and evidence suggests that organisational parental support and family-friendly working practices can facilitate better work outcomes.
Where someone is experiencing parental burnout, this can negatively impact the other parent, so feasibly they could also be at risk of burnout in the workplace. Both parties may benefit from support to avoid lower productivity, performance issues, absenteeism or a complete withdrawal from work for periods of time, which has an impact on colleagues and the wider business.
Good communication can help to address parental burnout and reduce absences. Remember to speak with the individual about how they are feeling and ask them how you as an employer can help. Could you provide more flexible working to help with childcare at home? Does the employee need some adaptations? Can you help them better manage their workload at work? Make sure communication is a two-way channel, so employees feel they can come and talk to you about their mental health when needed.
Having regular one to ones with an individual can help you to spot the signs and symptoms of parental burnout before they become a significant issue. Individuals experiencing parental burnout may feel isolated. By connecting with them regularly, you can help them to recognise they are not alone and support is available. Regular check-ins also foster good relationships and show the employee that you have a genuine interest in their health and wellbeing and are keen to support them.
There could also be a culture of fear and stigma surrounding mental health issues in the workplace, meaning people avoid addressing them altogether. Create a company culture where talking about your mental health is as important as talking about your physical health. Break down the barriers and promote open conversations with line managers, HR professionals or a mental health first aider.
It’s important to remember that employees will have different ways of working and different ways of dealing with challenges. If an employee feels like they aren’t coping or need adaptations to their work, managers should be as flexible as possible so that they can best cater to the needs of their employees. Try to consider any modifications that can be made to their role, such as adjusting hours, workload, tactics or breaks, or providing a mentor.
It is important to be proactive in your approach towards parental burnout. Early detection can help prevent more severe and widespread issues developing. By empowering employees to seek the right support and help they can help problems become more manageable and improve overall wellbeing.