Balancing Employment and Parenting Neurodivergent Children

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