Supporting Working Parents This Summer: A Guide for Line Managers

In this blog, I’ll share how you can support working parents on your team through the summer holidays even when you’re busy yourself. You’ll learn what good support really looks like in this season, how to avoid common missteps, and practical ways to be the kind of manager people trust and want to work for.

As a line manager, your role in supporting working parents isn’t just “a nice thing to do”, it’s central to team morale, retention, and performance. 

When you understand what’s going on beneath the surface for parents, and respond with empathy and flexibility, you strengthen trust, boost engagement, and keep your best people.

Most managers don’t get this wrong because they don’t care, they get it wrong because they don’t realise the scale of the pressure, or they’re not sure what helpful support actually looks like. An “open door” policy might sound supportive, but it often puts the burden back on the parent to ask for help. Real support is proactive, personalised, and human-centred.

Flexible working isn’t a perk, it’s your competitive edge this summer.

The line managers who get this right won’t just survive the summer, they’ll retain talent, build loyalty, and create happier, more productive teams. The ones who don’t? They’ll see quiet disengagement, burnout, and parents forming an exit strategy. 

By the end of this blog, you’ll know:

• What working parents are really juggling over the summer holidays

• The difference between performative flexibility and meaningful support

• Practical strategies to keep things running without burning anyone out

• How to be a leader who people remember for the right reasons

  
  

What Working Parents Are Really Juggling Over the Summer

Summer might feel like a time to slow down, but for many parents it’s the most intense time of year. Juggling childcare, work deadlines, routines turned upside down, and trying to enjoy some quality family time. It’s a lot. Especially for primary caregivers, who are often women, this can feel like an endurance test.

Ask yourself: Do I really know what my team members are dealing with right now?If not, get curious. Don’t assume. Invite the conversation.

“I know summer can be full on. What would make things feel more manageable for you over the next few weeks?”

That one question can unlock a world of insight.

How to Make Flexible Working Actually Work This Summer

It’s one thing to say you support flexible working, it’s another to actively enable it. Look beyond formal HR policies. Ask:

• Can this meeting be done at a different time?

• Can I give more autonomy or adjust deadlines?

• Am I modelling healthy boundaries myself?

  
  

Flexibility doesn’t mean chaos. It means trust, clarity, and intention.

Co-Create a Summer Plan That Works for Everyone

Holidays come around every year and multiple times, so instead of reacting, be proactive.

Ask your team:

• What’s coming up for you over the next 6–8 weeks?

• What would help you feel set up to succeed?

• Where might things get tight, and how can we support each other?

Co-creating a summer plan avoids last-minute stress and creates a sense of shared ownership.

Keep the Human at the Centre

It’s easy to get swept up in business needs. But don’t forget: your team are people first. Parents don’t switch off their caregiving roles when they log in. Showing empathy isn’t weakness, it’s a way to connect.

A parent who feels seen and supported is far more likely to go the extra mile when it matters.

This summer, don’t leave working parents to struggle silently. Lead with empathy. Ask better questions. Flex with intention.

👋 If you’re ready to build a culture that supports working parents year-round, not just during the summer, I offer free 30-minute consultation calls. Let’s explore what coaching support could look like in your organisation.

📥 Or download the Essential Maternity Return Checklist – a practical guide for managers supporting parents through one of the most important transitions of their career.