Parents of Complex-Needs Kids Are Struggling at Work—Here’s How Employers Can Step Up

Parenting comes with its fair share of challenges, but for parents of children with complex needs—whether due to disability, neurodivergence, or chronic health conditions—those challenges don’t end when they clock in at work. Balancing careers with caregiving can feel like an impossible task, and most workplaces aren’t designed with these families in mind.

Recently, Australian author and resilience expert Hugh Van Cuylenburg shared an emotional open letter about his experience parenting a neurodivergent child. The letter struck a chord with many, highlighting the deep love, exhaustion, and constant advocacy that comes with raising a child who requires extra support. He described the emotional toll, the sleepless nights, the extra effort required to navigate daily life, and, perhaps most powerfully, the feeling of isolation that many parents in similar situations experience.

His letter resonated with thousands of parents who felt seen and validated. Many took to social media to share their own struggles, voicing appreciation for someone with a platform shedding light on what so often remains a private battle. But, as with any candid conversation, there were mixed reactions, with some feeling that the letter didn’t fully acknowledge the joy and strengths that come with parenting a neurodivergent child.

For us here at The Crescendo Collective, this letter also sparked a question: how do we, as a society, and more specifically, as employers, do better for working parents in these situations?

The Workplace Challenges No One Talks About

For parents of high-needs kids, work doesn’t exist in a vacuum. The responsibilities of caregiving don’t pause during office hours. But unfortunately, most workplace policies still assume a traditional 9-to-5 setup, where personal responsibilities are neatly confined to “after hours.”

Here are just a few of the ways work and caregiving collide:

🤔 Unpredictable Schedules: Many parents of high-needs children juggle frequent medical appointments, therapy sessions, IEP meetings, and last-minute school pickups due to behavioral challenges or health concerns. It’s incredibly difficult to hold a rigid work schedule when your child’s needs can change at a moment’s notice.

😵 Chronic Stress and Burnout: balancing a career with caregiving is physically and emotionally exhausting. Studies show that parents of children with disabilities are at a higher risk of stress-related health issues, depression, and burnout (Kuhlthau et al., 2008). Now, add in the stress of work deadlines, performance reviews, and an inflexible boss? It’s a recipe for burnout.

💼 Career Setbacks: many parents of children with high needs scale back their careers or leave the workforce entirely because workplaces don’t accommodate the flexibility they need. According to the Harvard Business Review, 32% of working parents have voluntarily left a job due to caregiving conflicts, and that number jumps to 50% for parents of children with disabilities (HBR, 2021).

What Employers Can Do (And Why It Benefits Them Too!)

If we want workplaces to be truly inclusive, then flexibility and support for caregivers needs to be part of the conversation. But here’s the good news: creating a more inclusive environment isn’t just good for employees—it’s good for business. Research shows that companies with strong caregiver support policies see higher retention, increased productivity, and stronger employee engagement (Boston College Center for Work & Family, 2023). And with the rising cost of turnover, supporting caregiving employees is a smart financial move.

So, how can companies start? Here are three essential questions every employer should ask themselves:

1. Are Our Policies Flexible Enough for the Realities of Caregiving?

Rigid office hours and strict PTO policies don’t work for parents who have last-minute therapy appointments or school meetings. Offering remote work, flexible start and end times, and the ability to make up hours can make all the difference in retention and productivity.

🔹 Case Study: Cisco has been recognized as a top employer for working parents because of its "Day for Me" policy, which allows employees to take one paid day off per quarter with no explanation needed. This kind of proactive flexibility helps reduce stress and burnout among caregiving employees.

2. How Are We Supporting the Mental Health of Employees Balancing Work and Caregiving?

Caregiver burnout is real, and it doesn’t just affect productivity—it impacts mental health. Companies should be asking:

✅ Do we offer Employee Assistance Programs (EAPs) with mental health resources tailored to caregivers?
✅ Are our managers trained to recognize when employees need support?
✅ Are we fostering a culture where parents feel safe disclosing their challenges without fear of discrimination?

3. Are We Making It Easier for Employees to Stay in Their Careers Long-Term?

One of the biggest struggles working parents face is seeing a future for themselves in their careers. Employers need to ensure that caregiving doesn’t mean stalled career progression.

✅ Do we offer part-time options or job-sharing programs without career penalties?
✅ Are we retraining and upskilling employees who take extended leaves?
✅ Do we have a "Return to Work" program for employees who take caregiving breaks?

Companies that take this seriously will retain top talent, boost engagement, and create a culture where employees can thrive at work AND at home. And the best part? The changes that support caregiving employees often improve the workplace for everyone.

Ready to start making a difference? Contact Us today for help assessing your current policies, building a framework for inclusion and equity, and much more.