The Surgeon General is calling on employers to do more to support stressed-out parents

It should come as no surprise to HR professionals that parents are stressed out. From transitioning back to work after leave to securing adequate childcare, balancing the responsibilities of being an employee with those of being a caregiver is no easy feat—and these challenges are something to which business leaders are increasingly attuned.

US Surgeon General Vivek Murthy is now sounding the alarm on new stressors today’s parents face, and he’s calling on various stakeholders—including employers—to do more to support these caregivers. Among the factors contributing to heightened parental stress today are financial strain, time demands, and isolation and loneliness, the surgeon general said in an advisory issued Aug. 28.

Working two full-time jobs. The amount of time parents spend working and caregiving has increased over the past three decades, the advisory noted, which in turn may contribute to higher stress levels among this population compared to other adults. As of 2022, US mothers dedicated an average of 26.7 hours a week to work, up from 20.9 hours in 1985, while fathers spent 41.2 hours working weekly, representing a 4% increase over the same period.

At the same time, the average number of hours moms and dads dedicate to primary childcare each week has also gone up—by 40% and 154%, respectively, according to government data.

“Balancing work commitments and occupational-related stress with family responsibilities can lead to work-family conflict, guilt, and burnout among parents,” the surgeon general’s office wrote in its advisory.

What employers can do to mitigate parental stress. The surgeon general’s office recommended three actions employers can consider to help combat stress among working parents:

“Expand policies and programs that support the well-being of parents and caregivers in the workplace.” This could include offering paid parental leave, as well as medical and sick leave. In the absence of federal legislation to pass a paid family and medical leave program, some employers have enhanced their benefits in this space, HR Brew has previously reported.

The surgeon general’s office also said “flexible and fair work schedules, and access to child care,” could help support parental and caregiver well-being. Flexible arrangements like remote work and more predictable shifts are something companies are experimenting with to accommodate working parents, HR Brew has reported. Childcare benefits are also becoming more common, part of a push for the private sector to play a bigger role helping working parents secure care.

“Implement training for managers on stress management and work-life harmony.” Managers should be trained “to recognize signs of stress and mental health challenges among parents and caregivers,” as well as support work-life balance, the surgeon general’s office wrote.

The surgeon general also recommended employers elevate parents to leadership roles. Some organizations, such as the fertility benefits company Progyny, have been vocal about promoting parents while they’re on leave, as a way to send a message that caregiving and career advancement can co-exist.

“Provide access to comprehensive and affordable high-quality mental health care.” When investing in healthcare plans for their workers, employers should make sure they include “comprehensive and affordable mental health services and a robust network of high-quality mental health care providers,” the surgeon general’s office wrote. Offering confidential counseling services via employee wellness programs or employee assistance programs can also help strengthen their mental health and social support offerings, Murthy’s office added.

Despite HR leaders’ efforts to incorporate mental health and well-being offerings into their total rewards packages, taboos remain around these issues: A recent Deloitte survey found two-thirds of women are uncomfortable discussing their mental health at work.