When you hear the term flexible working for parents, what comes to mind? Do you think it’s something reserved for women, or just mothers in the workplace? Or do you see it more broadly – as a crucial right for all parents trying to balance careers and childcare? Often overlooked are carers and others with unique needs for flexibility. The truth is flexible working is not a one-size-fits-all concept. It’s difficult to define because it looks different for everyone, but today, we want to focus on working parents and the realities of managing childcare alongside employment.
Let’s strip it back to basics. Flexible working is a legal right that employees can request if they’ve been employed for at least 26 weeks, have not made another request in the past 12 months, and are legally classed as an employee. Employers must respond within three months and follow their internal processes. Encouragingly, many businesses are now advertising flexible roles from day one, following high-profile endorsements like that of Liz Truss, Minister for Women and Equalities, who called for flexibility to be normalised in the workplace – a significant cultural shift.
When requesting flexible working, especially around childcare, clarity is key. Being honest and specific about your needs helps the employer understand exactly what you are asking for. Vague or general requests can put you at a disadvantage from the outset. One of the most sensitive areas of discussion is how work arrangements affect family life, particularly where children are concerned.
Some employers may feel they are being flexible simply by allowing time off for dependants or overlooking late arrivals. However, a genuine flexible working culture requires structure, and a clear understanding of what flexibility truly means. If you are an employer already committed to being adaptable around childcare, it’s worth showcasing that in your culture, recruitment, and employee engagement efforts. It’s also important to distinguish between emergency childcare provisions and consistent flexible working practices – these are governed by different policies and legal terms, such as Parental Leave, which entitles up to 18 weeks of unpaid leave per parent per child until their 18th birthday.
So, how should a working parent approach requesting flexibility? First, identify the arrangement that works best for your family – whether that’s reducing hours, working compressed hours, or changing start and finish times. Flexible working for parents can take many forms, and what works for one person may not suit another. Childcare availability often shapes the request. Most nurseries offer wraparound care between 7:30 am and 6:00 pm, but some now provide extended or weekend hours. New models such as At Home Childcare and Third Door are offering fresh, adaptable solutions that better suit the modern family.
It’s also important to present the benefits of your request – not only for yourself, but for your employer too. If your motivation is to spend more time with your child, say so. If it means avoiding the stress of the school run or improving your mental wellbeing, be honest. Employee wellbeing is a compelling reason for employers to say yes. The CIPD reported in 2019 that 77% of employees felt happier when they had access to flexible arrangements. Happier workers are often more productive, engaged, and committed.
Further, reduced absenteeism is another advantage. The HSE reported that over 15 million days are lost annually due to stress, anxiety, and mental health issues—flexibility can help address this. A better work-life balance is one of the biggest drivers of job satisfaction, and employers who support it often enjoy lower turnover and better employee loyalty.
We know that the conversation around flexibility accelerated due to the COVID-19 pandemic. For many, working from home became the norm, not the exception. This forced shift proved that entire organisations could function remotely – even with the chaos of family life in the background. Some embraced the change, others struggled, but the experience has changed expectations forever.
What comes next? We can’t predict the future, but by continuing to champion flexible working for parents, we can help drive meaningful change. When we speak up, share our experiences, and advocate for a more balanced working life, we push the conversation forward – and that can only be a good thing.
