The Job Nobody Puts on Their CV
Ask a working parent what they did before work this morning and you might get an answer like this:
Made packed lunches.
Found a missing school shoe.
Signed a permission slip.
Checked the school app.
Booked a dentist appointment.
Sorted childcare for an upcoming inset day.
Remembered it was non-uniform day.
And somehow still made it to work before 9am.
The truth is, many working parents start their day long before they log on, arrive at the office or attend their first meeting.
While September often shines a spotlight on school runs and childcare challenges, there is another pressure that exists all year round: the invisible mental load of parenting.
It’s the planning, organising, remembering, anticipating and worrying that happens behind the scenes. It’s rarely recognised, but it can have a significant impact on employee wellbeing, work-life balance and workplace performance.
For employers and managers, understanding this hidden pressure has never been more important.
What Is the Invisible Mental Load?
The invisible load isn’t about physical tasks.
It’s about the mental effort required to keep family life running smoothly.
Think of it as being the project manager of an extremely complicated operation that never closes.
A working parent might spend their day thinking about:
✅ Who is collecting the children from school
✅ Whether the school trip form has been completed
✅ If there’s enough food in for packed lunches
✅ Upcoming childcare arrangements
✅ Medical appointments
✅ Homework deadlines
✅ Birthday parties
✅ School communications
✅ Uniform orders
✅ Holiday club bookings
And that’s often before they’ve started their actual job.
Unlike a to-do list, the mental load doesn’t end when one task is completed. It simply moves on to the next thing that needs organising.
Why This Matters in the Workplace
Many employers focus on what they can see.
Attendance.
Productivity.
Deadlines.
Performance.
But what they don’t see is often just as important.
The mental load can quietly contribute to:
- Stress
- Fatigue
- Reduced concentration
- Burnout
- Lower wellbeing
- Increased sickness absence
This isn’t about commitment.
Most working parents are incredibly committed both to their families and their careers.
The challenge is that they’re constantly balancing both.
When organisations recognise this reality, they are better placed to support employee wellbeing and create a more positive employee experience.
Employee Value Starts with Understanding People
One of the biggest drivers of employee value is feeling understood.
Employees want to know they’re seen as more than their job title.
They want to work for organisations that recognise they have responsibilities, challenges and lives outside work.
This doesn’t mean lowering standards.
It means creating a culture where people feel comfortable talking about what they need to perform at their best.
Sometimes one simple question can make all the difference:
“Is there anything making life particularly difficult for you at the moment?”
Or:
“What support would help you most right now?”
These meaningful conversations help build trust, strengthen relationships and encourage employees to speak up before challenges become bigger problems.
Why Working Parents Don’t Always Ask for Help
Here’s something many managers don’t realise.
Working parents often become experts at coping.
They adapt.
They multitask.
They find solutions.
They keep going.
From the outside, they can appear to be managing everything perfectly.
But that doesn’t mean they aren’t struggling.
Many parents worry about:
- Being perceived as less committed
- Missing out on opportunities
- Being judged for requesting flexibility
- Letting colleagues down
As a result, they may remain silent even when they desperately need support.
This is why proactive management matters.
Employees shouldn’t always have to ask.
Creating a culture of openness encourages more honest and productive conversations.
Employment Rights: Supporting Working Parents Beyond Good Intentions
Supporting working parents isn’t just a question of culture.
It’s also linked to employment rights.
Many working parents already have access to important legal protections.
These include:
Flexible Working
Employees currently have a day-one right to request flexible working arrangements, helping support work-life balance and employee wellbeing. [assets.pub…ice.gov.uk], [farrer.co.uk]
Time Off for Dependants
Employees can take reasonable unpaid time off to deal with unexpected emergencies involving dependants.
Carer’s Leave
Eligible employees have rights to unpaid leave to provide care for dependants with long-term care needs.
Parental Leave
Eligible parents can take statutory parental leave to support family responsibilities.
Paternity and Shared Parental Leave
Eligible employees may also access family-friendly leave arrangements designed to support working families.
What the Employment Rights Act 2025 Means for Working Parents
The Employment Rights Act 2025 has introduced significant changes to employment rights, many of which continue to be implemented throughout 2026 and 2027. [acas.org.uk], [gov.uk]
Several changes will benefit working parents directly.
These include:
✅ Day-one rights to paternity leave
✅ Day-one rights to ordinary parental leave
✅ Reduced notice requirements for paternity leave
✅ Future reforms designed to strengthen flexible working rights and increase transparency around decisions to refuse requests. [acas.org.uk], [assets.pub…ice.gov.uk]
Employers will increasingly be expected to demonstrate fairness, consultation and clear decision-making when handling flexible working requests. [assets.pub…ice.gov.uk], [eversheds-…erland.com]
The message is clear:
Family-friendly workplaces are no longer simply a “nice to have.”
They are becoming an essential part of modern employment practice.
What Employers Can Do Right Now
The good news is that supporting working parents doesn’t always require expensive benefits or major policy changes.
Small actions can have a huge impact.
Encourage Meaningful Conversations
Managers should check in regularly and ask employees what support they need.
Stop Assuming Silence Means Everything Is Fine
Just because someone is coping doesn’t mean they aren’t carrying a heavy mental load.
Review Flexible Working Arrangements
Ensure policies remain fit for purpose and reflect changing employment rights.
Train Managers
Many managers want to help but feel unsure how to handle conversations about wellbeing, flexibility and family responsibilities.
Focus on Outcomes, Not Hours
Trusting employees to manage their work can reduce pressure while maintaining productivity.
The Hidden Business Case
Supporting working parents isn’t simply the right thing to do.
It’s good business.
When employees feel valued and supported, organisations often see:
🌟 Higher employee engagement
🌟 Improved retention
🌟 Better wellbeing
🌟 Stronger workplace relationships
🌟 Increased trust
The organisations that understand the invisible load are often the organisations that hold on to their best talent.
Final Thoughts
The invisible mental load isn’t something employees clock in and out of.
It follows many working parents throughout the day.
While colleagues may see a professional arriving at work each morning, they often don’t see the planning, organising and worrying that happened long before the working day began.
By creating family-friendly workplaces, encouraging meaningful conversations and understanding the realities facing working parents, employers can make a genuine difference.
Because sometimes supporting employee wellbeing isn’t about introducing another initiative.
It’s about recognising the load people are already carrying.
And helping make it a little lighter.
Need Support?
Whether you’re reviewing your family-friendly policies, preparing for Employment Rights Act 2025 changes, or looking to improve employee engagement and wellbeing, now is the perfect opportunity to start meaningful conversations with your people.
After all, when working parents feel supported, valued and understood, everybody benefits. 🌟
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog Supporting Parents Through The Busiest Month Of The Year.
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
