Could the summer break be a weak spot for your business? 

For school-aged children, the summer holidays are a time of freedom. But for working parents, when the classrooms close for six weeks, there is the additional challenge of juggling childcare and managing higher household spend, all while keeping up with work.

For many, this pressure is tough, and the risk of burnout rises sharply. In fact, a recent Tommee Tippee survey showed that 54% of parents feel burned out before the summer holidays even end, with stress peaks around 12 August, when school holiday boredom hits its stride.

Flexibility matters, but it is not the whole solution

The challenge many working parents face is balancing professional responsibilities with childcare commitments. Flexible working is often positioned as the answer to this problem. And it can certainly help, with hybrid models and adaptable schedules giving parents the option to fit work around childcare commitments. 

This is reflected in the fact that workplace flexibility remains a key driver of employee satisfaction. In fact, BHN research shows that nearly a third of employees (31%) say a four-day workweek would make them more loyal to their employer.

But flexibility on its own has limits. Without the right support across physical, mental, and financial wellbeing, it can simply push work into evenings or weekends, eroding rest time and adding to the emotional and financial strain. Parents may still feel they are doing two full-time jobs, one paid, one unpaid, with little relief. This is where burnout begins to grow. 

Spotting the signs before it is too late

Burnout is often a direct consequence of flexibility without balance. It rarely happens overnight and often builds gradually. A parent might start by working late to make up missed hours, but over time, fatigue sets in, performance dips, and engagement falls away.

That’s why it’s vital that managers recognise the warning signs and step in early before the strain becomes overwhelming. Proactive steps like reviewing workloads ahead of busy periods, or simply checking in regularly, can make a real difference.

It’s also important to remember that flexibility should mean working differently, not simply working longer. Leaders need to set the tone here, ensuring that adjusted hours don’t quietly translate into late nights and added strain. 

And while everyone benefits from thoughtful management, some employees, such as single parents, those without local support networks, or those on lower incomes, often face steeper challenges and may need more tailored support. At this point, flexibility alone isn’t enough – the real opportunity lies in combining it with benefits that address the specific financial and emotional pressures parents face during the summer.

Benefits that meet the moment

For working parents, the summer months and working to a term time calendar bring a unique set of pressures. Childcare during the school holidays can be expensive. Add to that the cost of keeping children entertained and household expenses that inevitably rise when the whole family is at home. It’s clear why employer support is vital, not just to reduce the risk of burnout, but to sustain a more productive workforce. 

That’s why benefits must sit alongside flexible working. More broadly, the workforce is asking for benefits that truly meet their needs. BHN’s research shows that 63% of employees want more workplace benefit options, a figure that should prompt leaders to look again at what they offer. For parents, who make up a significant percentage of the workforce, tangible financial support is especially important. Think, financial help to offset rising household costs through Cashback on everyday spending, the ability to spread the cost of the back to school tech, or discounted vouchers on the annual uniform shop, all of which can make a real difference.

That’s why personalisation in benefits, not just in working arrangements, is critical. A one-size-fits-all approach risks missing the mark entirely. In other words, pairing flexibility with well-targeted benefits is what truly lightens the load for working parents.

Rethinking summer 

Together, flexibility, thoughtful management, and personalised benefits reveal something bigger: the summer holidays are not just a scheduling challenge, but a test of whether an organisation’s culture genuinely supports people. Policies that look good on paper mean little if they fail when life becomes more complex. 

Equally, tangible and personalised incentives matter. BHN’s research shows that almost half (47%) of employees want more frequent recognition and rewards, while 79% say that receiving rewards or recognition makes them feel valued and appreciated. This highlights that beyond policies and benefits, a culture that actively acknowledges and rewards employees can make all the difference in helping them manage competing demands. 

Ultimately, summer brings both freedom and strain for employees. Employers can view it as a disruption - or as an opportunity to support their teams. Those who choose support will ease burnout, build loyalty, and create a culture that thrives beyond the holidays.