Category: News

By Orla Donoghue- Life coach for single parents and founder of Solas Coaching.

As conversations about workplace inclusion continue to evolve, it’s important to ask: are we truly seeing the realities faced by all families? One in four families in the UK is led by a single parent, yet the realities of single parenthood remain largely invisible in many workplaces. While the conversation around family-friendly policies has grown in recent years, the lived experiences of single parents are still too often overlooked. This gap is at the heart of new research I conducted with over 300 single parents across the UK, aiming to better understand their challenges and what genuine support could look like.

The findings are clear. Despite nearly two million single-parent families in the UK, most workplaces have yet to adapt their practices to meet their needs. The numbers are telling, 66% of single parents report that inadequate flexible working is their biggest workplace challenge, and 87% have avoided applying for jobs that don’t offer clear flexibility. Half of those surveyed said they are not working at a level that matches their skills and experience, often because inflexible schedules and unaffordable childcare make it impossible to progress. As one respondent put it, “My workplace says they offer flexibility, but it’s never truly available when I need it most.”

Beyond the numbers, the emotional toll is profound. Many single parents described feeling isolated or reluctant to speak up about their responsibilities for fear of being seen as less committed. One participant shared, “I stay silent about my situation at work because I don’t want to be seen as unreliable.” These stories reveal that the barriers single parents face are not just logistical, but deeply cultural, rooted in outdated assumptions about what support should look like and who deserves it.

The sense of isolation is often compounded by workplace cultures that don’t encourage open conversations about family responsibilities. Only 37% of single parents feel they can be open about their situation at work, and 61% say their colleagues or employer don’t fully understand the challenges they face. Many worry that speaking up will be seen as a sign of unreliability rather than honesty. This lack of psychological safety keeps people silent and prevents real understanding from taking root.

Listening to these voices, it’s clear that single parents aren’t asking for special treatment. They want practical, meaningful solutions that reflect their realities. Employers can make a difference by embedding genuine flexibility into workplace culture, not just as a policy, but as a lived practice. This means making remote work and adaptable hours standard and clearly communicated, rather than discretionary perks. When it comes to childcare, it’s about understanding the real costs and commitments involved, and being willing to adapt where possible, whether that’s through flexible scheduling, openness to different working patterns, or simply approaching conversations with empathy. The goal is to support single parents without making them feel as if they’re asking too much or being difficult.

There’s also a clear appetite among single parents for more support and professional development. In the survey, 74% said they would attend workshops or coaching to help balance work and family, and 81% called for manager training on how to better support single parents. Organisations that invest in these areas are likely to see benefits that extend beyond single parents, helping to strengthen the workplace culture for everyone. Managers play a pivotal role too. With better training and an open, empathetic approach, they can create an environment where single parents feel safe to be honest about their needs and supported to do their best work.

The benefits for employers are significant. When single parents feel seen and supported, they are more likely to stay, engage, and contribute at their highest level. Their resourcefulness, adaptability, and time-management skills are assets to any team. Improved support leads to higher retention, greater productivity, and a stronger, more inclusive workplace culture, outcomes that matter for every organisation.

Right now, the reality is that most single parents still feel their challenges aren’t well understood at work. Employers have an opportunity to listen, learn, and make practical changes that benefit both single parents and the wider workforce. Progress won’t be instant, but each step towards greater understanding and flexibility helps to create a workplace where more people can do their best work and feel supported.

About the Author:

Orla Donoghue is a life coach for single parents and founder of Solas Coaching, specialising in supporting single parents and helping organisations build inclusive workplaces. Drawing on both lived experience and professional expertise, she partners with employers to design policies, training, and cultures that enable single parents to thrive.

Her recent survey of over 300 single parents across the UK and Ireland informed the report Unlocking Potential: Building a Workplace that Works for Single Parents.

Read the full report here: Unlocking Potential Report

By Hannah Musiyarira – University of Liverpool

For many, the major parts of life such as work, family, and health feel like a constant balancing act. But what happens when alongside the challenging dynamics of work and family life your health is also unpredictable?

For parents and caregivers with long-term health conditions (LTCs), the pressure to “just keep going” can often feel more intense. Many are working through illness, not because they want to, but because they feel they have no choice. The fear of falling behind, of being seen as unreliable, of financial insecurity can all play into the decision to show up, even on the worst days.

As flexible working remains a hot topic and the debate over home vs. office work rages on, there’s an emerging narrative that overlooks the needs of those who depend on alternative work arrangements to simply maintain employment. The expectations placed on working parents, carers, and individuals with disabilities or LTCs are often unrealistic. This reflects a broader system that assumes we all fit into the same mould of healthy, available, and able to separate work from the rest of life. But the reality is much more complex, especially for those juggling chronic illness and family responsibilities.

It’s important to distinguish between pushing through work during a flare-up of symptoms or a period of acute illness and the desire to maintain employment while managing a long-term health condition. With the right adjustments and balance, work can be highly rewarding and even beneficial to health.

So how do we make work work for those with fluctuating health conditions?

The Reality of Working with a Long-Term Health Condition

Most people can relate to going to work when they probably shouldn’t. Whether it’s because of an urgent deadline, a lack of cover, or guilt about leaving colleagues to deal with the workload. But for those with LTCs or disabilities, these decisions often come with even greater pressure. Fear of triggering absence policies because of the persistent nature of LTCs, concerns about being seen as unreliable, or the stigma surrounding their condition can make taking time off feel like a risk. Many also worry about how their health will impact career progression, fearing they’ll be overlooked for opportunities simply because their needs don’t fit the traditional view of an ‘ideal worker’ or current ideas about what it means to be ‘professional’.

“You just don’t know what reaction you’re going to get… I often worry about people judging me. And you just don’t want people to change their perception of who you are.”

The financial pressure to stay in work can be a source of stress when supporting a family, and the fear of losing a job due to health-related absences can heavily influence decision-making for those with long-term conditions. As one parent put it:

“Working through illness, pain, and fatigue is all to do with being afraid of… falling into poverty, being unable to give your children what they need. For me, the financial aspect is one of the big players here.”

Adding to this challenge is the unpredictable nature of chronic illness. Flare-ups rarely happen at a ‘convenient’ time. Symptoms don’t wait for quieter work periods or align neatly with childcare availability, making it even harder for parents to step back when they need to. On top of this, the rising cost of childcare can add another layer of pressure and complexity, with parents feeling guilty about not working on a day they’ve already paid for childcare. As another parent explained:

“I only have set days that I have childcare and that I am able to work without disruption. So, if I don’t work today, I don’t know when else I’m going to fit it in…. I just feel like it’s such a waste of money…not doing any work.”

Workplace culture often rewards those who start early, stay late, or go the extra mile outside of their contracted hours. But for parents with long-term health conditions, these expectations can be unfeasible, not just because of nursery drop-offs and childcare responsibilities, but also due to the need to carefully manage their energy levels. When flexibility only applies to extending work hours rather than setting healthy boundaries, employees with LTCs are left making impossible choices. Many end up sacrificing their personal time just to keep up with work demands. As one participant explained, she had to put in boundaries at work, not only to protect her health but to ensure she had enough energy left to spend with her son. Yet, too often, employees who try to prioritise their well-being in this way are seen as less committed, rather than simply making work sustainable alongside the rest of their lives.

“If work is too hard for doing two days and it’s making me ill, then I need to make some changes. I’m not going to miss out on another day with our son.”

The Role of Flexibility in Sustainable Work for All

Flexible work arrangements can significantly ease the burden on parents with chronic health conditions. Where possible, remote work allows employees to conserve energy, manage symptoms, and avoid exhausting commutes. However, while working from home offers valuable support, it can also blur the boundaries between working through illness and taking necessary sick leave. Managers must be mindful of the signs that someone is struggling, even if they are not physically present in the workplace.

Shifting the focus to output rather than physical presence is essential. Productivity isn’t defined by hours at a desk but by the work achieved. Trust plays a crucial role and when employees feel supported by managers, they can balance their health, family, and work more effectively. As one participant shared:

“My line manager is aware of my condition and other commitments and allows me to work flexibly, so there is no need for further discussion. She trusts me to do my job.”

Family can be a vital source of support for managing health and work, whether through sharing household tasks or childcare. However, for those in diverse family structures, such as single-parent households, true flexibility at work is essential. Organisations must recognise that circumstances can shift unpredictably, and for these individuals, no two weeks may look the same.

Creating a workplace culture that embraces open conversations about health, genuine flexibility, and policies that reflect the fluctuating nature of LTCs is essential. Too often, seeking accommodations comes with anxiety, as individuals fear being seen as a burden. But everyone, regardless of their health or family circumstances, deserves the opportunity to thrive at work, benefiting not just themselves but also their organisations and society as a whole.

“It can be really difficult to work when you’ve got long-term health conditions… I just think it’d be such a shame if I couldn’t work because, like I said, I love my job. I never thought I would be able to have a full-time job, especially having children. But I have found the job and organisation that helps me continue to manage all those symptoms-alongside it all.”

By Dr Laura Radcliffe – University of Liverpool

October is Neurodiversity Month in the UK, and it coincides with today’s Mental Health Awareness Day—a timely reminder of the challenges faced by parents of neurodivergent children, particularly when balancing these responsibilities alongside work. Parenting a neurodivergent child brings incredible rewards and deep challenges. When combined with the pressures of a career, it often demands a precarious balancing act. Without the right support, this can take a toll on personal well-being and personal and family mental health. It is crucial that employers understand and support these unique challenges.

The Impact of Parenting Neurodivergent Children on Careers

In the UK, it’s estimated that 15-20% of the population is neurodivergent. Research shows that parents of neurodivergent children—whether with autism, ADHD, dyslexia, dyspraxia, or other conditions—often face significant work-family conflicts (e.g., Matthews et al, 2011). These caregiving responsibilities can stretch far beyond what is typical for parents of neurotypical children. The journey to a diagnosis can also be long and stressful and can feel like a full-time job: filled with medical appointments, the need for extensive personal research and advocacy, psychological assessments, and consultations with schools and other practitioners. Juggling this with paid employment commitments can leave parents exhausted, both mentally and emotionally.

Many parents of neurodivergent children face significant challenges in balancing caregiving responsibilities with work, and the reality is that many find their career paths altered. Some turn down promotions, shift to part-time work, or even leave the workforce altogether. The lack of flexible work arrangements and insufficient workplace accommodations exacerbates this issue, making it difficult for parents to maintain their careers while providing the care their children need (Larson, 2022).

Supervisor and Workplace Support Matters

One of the most powerful forms of support for working parents of neurodivergent children comes from understanding supervisors and flexible workplaces. Research by Stefanidis, Strogilos, and Kyriakidou (2022) highlights that caring for a neurodivergent child can lead to high levels of stress, reduced opportunities for promotions, and shifts to part-time work. However, employees who feel supported at work are better able to manage their dual responsibilities. Flexibility in working hours, remote working options, and understanding managers make a significant difference. Without this, parents face burnout, absenteeism, and even workforce withdrawal.

Employers who value diversity and implement inclusive policies not only help parents manage their caregiving responsibilities but also benefit from more engaged, healthy and productive employees.

Personal Reflection: The Importance Organisational Support

As a researcher who has studied many diverse family structures, from single parents to blended families, I have yet to specifically research parenting neurodivergent children. However, as a parent of neurodivergent children myself, I know firsthand how vital workplace flexibility and support can be. The emotional toll of managing work while advocating for, and practically and emotionally supporting your child can be overwhelming. I’ve only recently joined a workplace support group for parents of neurodivergent children, hearing the many similar stories of others. It is helpful to share experiences and strategies with others who truly understand the challenges. Yet, as much as these networks help, there is still much more to be done. Organizations must go beyond support groups and introduce policies and practices that make complex caregiving responsibilities manageable for all employees.

For organisations to thrive in the long term, managers must take a strategic view of sustainable employment by supporting their employees’ evolving needs. Short-term accommodations are essential, but they should be seen as part of a broader commitment to flexibility and inclusion that benefits both the employee and the organisation. These accommodations, when provided without stigma or penalty, ensure that employees can manage personal challenges without sacrificing their engagement or well-being at work. Proactively addressing issues early prevents larger disruptions, reduces burnout, and fosters a healthier, more productive workforce. By investing in this approach, organisations not only enhance employee retention and satisfaction but also build resilience, positioning themselves for long-term success. An inclusive, supportive environment leads to stronger employee loyalty, higher morale, and ultimately, better organisational performance.

Moving Forward: Advocating for Change

To create truly inclusive work environments, employers must take a proactive role in supporting parents of neurodivergent children. It’s not just about reducing stress but about investing in the long-term engagement, productivity, and well-being of employees and their families. By offering flexibility and recognising the diverse needs of working parents, everyone benefits.

References

Larson, J. (2022). Workplace Experiences of Parents of Children with ASD. In Generation A: Perspectives on special populations and international research on Autism in the workplace (pp. 23-44). Emerald Publishing Limited.

Matthews, R. A., Booth, S. M., Taylor, C. F., & Martin, T. (2011). A qualitative examination of the work–family interface: Parents of children with autism spectrum disorder. Journal of Vocational Behavior, 79(3), 625-639.

Stefanidis, A., Strogilos, V., & Kyriakidou, N. (2022). Work engagement of employees who are parents of children with disabilities: empirical evidence from Singapore and the United Kingdom. The International Journal of Human Resource Management, 33(10), 1943-1975. https://doi.org/10.1080/09585192.2020.1836220