The summer holidays can be a challenging time for parents of neurodivergent children. Schools, which often provide structure and support, are closed, leaving parents to navigate a prolonged period of care and activities. Organisations have a crucial role in supporting these parents, ensuring they can balance their professional responsibilities and parental duties without undue stress.
Organisations have the task of supporting employees with disabled or neurodivergent children. A survey conducted by Contact, a UK charity for families with disabled children found that 82% of parents had taken time off to care for their disabled child, including those with neurodivergent conditions, and 55% had taken unpaid leave. Taking unpaid leave for a parent puts them in an extremely difficult financial position, especially with parents of disabled children facing extra costs of on average over £500 per month (iriss, 2022).
Strategies for organisations
1. Flexible working hours
Offering flexible working hours is one of the most significant ways an organisation can support parents of neurodivergent children. Four in five parents say it is a significant factor for staying in work (HR Magazine, 2020). Flexibility allows parents to manage their time more effectively, accommodating their children’s needs without compromising their professional responsibilities. This could include flexible start and end times to allow parents to manage childcare.
2. Hybrid work options
Similarly, to offering flexible hours, hybrid or remote working can eliminate commute times and provide parents with the flexibility to create a home environment conducive to their child’s needs. This can help parents be present for their children while still fulfilling work duties.
3. Additional leave
As part of an organisation’s benefits package, they could offer additional leave for parents during the summer holidays which can relieve stress and also show that as an employer you value your employees. This could take the form of:
- Longer annual leave: if an organisation has a two-week limit on annual leave, you could request more flexibility to take additional time off during the summer holidays.
- Parental leave: parental leave is a statutory right that allows parents to take additional unpaid time off work. This time can be used to care for their child, spend quality time with them, make arrangements for someone else to care for the child, or even take the child on a holiday or visit grandparents. This is subject to qualifications and notice periods.
4. Mental health resources
Providing access to mental health resources can be invaluable. Parents of neurodivergent children often face higher levels of stress, and having support from their employer can make a significant difference. This can include:
- Employee Assistance Programs (EAPs): offering counselling services and mental health support.
- Workshops and support groups: facilitating workshops and ERG support groups specifically for parents of neurodivergent children.
5. Awareness training
Creating an inclusive workplace culture through awareness training can foster a supportive environment. Training sessions on neurodiversity can help employees understand and support their colleagues better, reducing stigma and fostering empathy.
Handover during annual leave
As parents within an organisation take leave during the summer holidays, their workload will need to be covered by other team members. Ensuring a smooth and stress-free transition is crucial, particularly when the additional workload is assigned to neurodivergent individuals who may be more susceptible to stress or burnout. Some helpful strategies for a successful handover include:
1. Detailed handover
Providing comprehensive and clear handover is crucial. This should include:
- Task lists: detailed descriptions of tasks to be handled, deadlines, and priority levels.
- Process guides: step-by-step guides on how to complete recurring tasks.
- Key contacts: a list of contacts who can provide additional support or information.
2. Early preparation and communication
Start the handover process well in advance of the leave period. This gives the neurodivergent employee time to understand and ask questions. Effective communication can include booking a meeting to walk through the handover.
Conclusion
Supporting parents of neurodivergent children during the summer holidays is crucial for their well-being and job retention. Organisations play a vital role by providing flexible work arrangements, additional leave, mental health resources, and fostering an inclusive workplace culture. Implementing these strategies not only helps parents manage the unique challenges they face but also demonstrates an organisation’s commitment to employee well-being. By creating a supportive environment, employers can help alleviate the stress parents experience, enabling them to balance their professional and parental responsibilities more effectively.
If you would like advice on how Thriiver can support your organisation in helping parents of neurodivergent children, please get in touch at hello@thriiver.co.uk
