Working parents are experts at juggling.
School runs, childcare arrangements, homework, appointments, after-school clubs, packed lunches and family responsibilities are often balanced alongside deadlines, meetings and workplace expectations.
From the outside, many parents appear to have everything under control.
The reality can be very different.
As we’ve explored in previous blogs, September can be one of the most challenging times of the year for working parents, and the invisible mental load they carry often goes unnoticed. But while flexible working policies and employment rights are important, one of the most powerful support tools available to employers costs nothing at all:
Meaningful conversations.
For managers, the ability to have open, honest and supportive conversations can make the difference between a stressed employee feeling isolated or feeling genuinely valued.
As employment rights continue to evolve under the Employment Rights Act 2025, creating a culture of trust, communication and support is becoming more important than ever.
Great Managers Don’t Have All the Answers. They Ask Better Questions.
Let’s be honest.
Many managers feel pressure to solve every problem that employees bring to them.
But supporting working parents isn’t about having all the answers.
It’s about creating a space where people feel comfortable talking about the challenges they face.
A parent who is struggling with childcare arrangements may not need a manager to fix the problem.
They may simply need a manager who listens, understands and explores possible solutions with them.
That’s where meaningful conversations matter.
The Chartered Institute of Personnel and Development (CIPD) describes effective performance management as a*”two-way process of regular, open and supportive discussion.”* Meaningful conversations help build trust, engagement and stronger workplace relationships.
👉 https://www.cipd.org/uk/knowledge/guides/manager-guide-effective-performance-management/
Why Working Parents Don’t Always Speak Up
One of the biggest misconceptions in the workplace is that employees will ask for help when they need it.
Many working parents won’t.
Why?
Because they may worry about:
- Being seen as less committed.
- Missing out on opportunities.
- Creating extra work for colleagues.
- Being judged for needing flexibility.
- Damaging future career prospects.
As a result, many continue to struggle in silence.
The challenge for managers is recognising that silence doesn’t always mean everything is fine.
Sometimes the employees who appear to be coping the best are carrying the heaviest load.
What Meaningful Conversations Actually Look Like
Meaningful conversations are not annual appraisals.
They’re not formal meetings with lengthy agendas.
Often, they’re simply regular check-ins where managers take genuine interest in how someone is doing.
Instead of asking:
❌ “Everything okay?”
Try:
✅ “How are things going outside of work at the moment?”
✅ “What’s creating the most pressure for you right now?”
✅ “Is there anything we can do to support you?”
✅ “How is your current working pattern working for you?”
These questions encourage openness and demonstrate employee value.
As Gallup workplace expert Hannah Lomax advises:
“If you’re wondering what makes a conversation meaningful to someone, just ask them.”
👉 https://www.gallup.com/cliftonstrengths/en/610934/mastering-meaningful-conversations-at-work.aspx
Simple, but incredibly effective.
The Link Between Meaningful Conversations and Employee Engagement
Employees who feel heard are more likely to feel valued.
Employees who feel valued are more likely to remain engaged.
And engaged employees are more likely to stay.
It’s no coincidence that some of the most successful organisations place a strong emphasis on communication, wellbeing and relationships.
Meaningful conversations can help managers:
✅ Identify problems early.
✅ Reduce stress and burnout.
✅ Improve employee wellbeing.
✅ Increase employee engagement.
✅ Strengthen trust.
✅ Improve retention.
Sometimes a ten-minute conversation can prevent a much bigger problem six months later.
Employment Rights: Why These Conversations Matter More Than Ever
Supporting working parents isn’t just good leadership.
It’s increasingly linked to employment rights too.
Many working parents already have access to rights including:
Flexible Working
Employees currently have a day-one right to request flexible working arrangements. These may include flexible hours, hybrid working, compressed hours and other arrangements designed to improve work-life balance. [farrer.co.uk], [assets.pub…ice.gov.uk]
Time Off for Dependants
Employees can take reasonable unpaid time off to deal with emergencies involving dependants.
Carer’s Leave
Eligible employees have rights to unpaid leave to care for dependants with long-term care needs.
Parental Leave
Eligible employees can access statutory parental leave provisions.
Paternity Leave and Shared Parental Leave
Employees may also have rights relating to paternity leave and shared parental leave arrangements.
Managers do not need to become employment law experts.
However, they should understand the support available within their organisation and know where to direct employees for advice.
What the Employment Rights Act 2025 Means for Managers
The Employment Rights Act 2025 is introducing several changes that strengthen family-friendly workplace rights and increase expectations around fairness and transparency. Implementation continues throughout 2026 and 2027. [acas.org.uk], [gov.uk]
Relevant changes include:
✅ Day-one rights to paternity leave
✅ Day-one rights to ordinary parental leave
✅ Reduced notice requirements for paternity leave
✅ Future reforms to flexible working processes requiring greater consultation and transparency when requests are declined. [acas.org.uk], [assets.pub…ice.gov.uk], [eversheds-…erland.com]
For managers, this means conversations become even more important.
When an employee raises concerns about childcare, caring responsibilities or flexibility, managers should:
- Listen carefully.
- Explore available options.
- Signpost employment rights and policies.
- Document discussions appropriately.
- Seek HR advice where required.
The focus should be on finding reasonable and workable solutions wherever possible.
What Not to Say (And What to Say Instead)
Managers are human.
Sometimes conversations are approached with good intentions but poor wording.
Instead of:
❌ “Everyone’s busy.”
Try:
✅ “Let’s talk about what’s making things difficult right now.”
Instead of:
❌ “That’s just part of being a parent.”
Try:
✅ “I appreciate this sounds challenging. How can we support you?”
Instead of:
❌ “There’s nothing we can do.”
Try:
✅ “Let’s explore what options might be available.”
Small changes in language can have a big impact on trust and engagement.
A Quick Manager Checklist
If you’re a manager supporting working parents, ask yourself:
✅ Have I checked in with my team recently?
✅ Do I understand the family-friendly policies available?
✅ Am I creating opportunities for meaningful conversations?
✅ Do employees feel safe discussing challenges?
✅ Would my team describe me as approachable?
✅ Am I focusing on solutions as well as problems?
If the answer is “not always,” there may be opportunities to strengthen support.
Frequently Asked Questions
Do managers need to know every employment right?
No. However, managers should understand key workplace policies and know when to involve HR or seek advice.
Are meaningful conversations a legal requirement?
Not specifically. However, open communication supports fair treatment, employee wellbeing and effective management practices.
What rights do working parents currently have?
Rights may include flexible working requests, parental leave, paternity leave, shared parental leave, carer’s leave and time off for dependants. [farrer.co.uk], [assets.pub…ice.gov.uk]
Why are meaningful conversations important?
They help employees feel valued, support employee engagement and often identify challenges before they become larger issues.
Final Thoughts
Policies matter.
Employment rights matter.
Flexible working matters.
But none of these are particularly effective if employees don’t feel comfortable talking about their challenges.
That’s why meaningful conversations remain one of the most powerful tools available to managers.
As the Employment Rights Act 2025 continues to strengthen protections for working families, organisations have an opportunity to go beyond compliance and create cultures built on trust, empathy and support.
Because supporting working parents isn’t about having all the answers.
It’s about asking the right questions.
And sometimes the most important question a manager can ask is simply:
“How can I help?”
Need Support?
If your organisation is looking to build manager confidence, improve employee wellbeing, strengthen employee engagement or prepare for Employment Rights Act 2025 changes, now is the perfect time to invest in better conversations.
Because when managers lead with empathy and understanding, working parents don’t just survive.
They thrive. 🌟
