Sun-soaked beaches, cocktails by the pool, and a rare break from Zoom: It’s what we all want from a summer break. Yet, for millions of parents, the reality doesn’t live up to the dream.
With school out and schedules upended, working moms find themselves under increased pressure. They juggle deadlines, playdates, meetings, and household chores, all while trying to create core memories with their loved ones. For them, it isn’t a vacation—it’s another full-time job.
Unsurprisingly, a survey from the Headway app found that 36% of workers admitted that balancing work, social life, and downtime during the summer season leaves them drained; 9% say they’re already suffering from sun-induced burnout. For working moms, the toll is even steeper: 81% reported experiencing burnout as they attempt to do it all.
As someone who has balanced parenting with my role as a productivity coach at Headway, I know the exhaustion all too well. At times, there’s the burning desire to quit. There’s also the guilt of putting work before family, and the misery of returning from vacation more tired than when you left.
The toll summer takes on working moms
For working moms, the pressure to manage everything often leads to chronic overworking, skipped breaks, and stress levels. Over time, this slowly chips away at their physical and mental well-being. Burnout isn’t a buzzword. It’s a precursor to anxiety, depression, insomnia, high blood pressure, cardiovascular disease, and more.
And, again, working parents are at greater risk. A 2022 Harris Poll data (commissioned by CVS) found that 42% of working parents admit they suffer from anxiety, depression, or both. It’s not surprising that motherhood often coincides with women leaving the workforce. A journal article from Behavioral Sciences found that some 24% quit within the first year.
And working mothers who choose to come back don’t always receive support. Instead, they face skepticism. They face scrutiny from employers over their commitment and competence—further stalling their career progression. Another journal article from Behavioral Sciences found that mothers were less likely to be interviewed, hired, promoted, or paid a fair wage.
How to ask your employer for more summer support
If you’re struggling through summer with little support from your employer, here are some tips on how to make a compelling case that seasonal flexibility is a smart business decision that benefits all:
Use data to support your case
Unfortunately, the reality is that not all employers will care about your personal circumstances. Most, however, will care a great deal about your productivity. Headway research shows that 54% of workers have had their work routine disrupted by summer, while 46% are managing fewer than 30 productive hours each week.
By supporting your request with data, you’re showing how a lack of flexibility impacts the wider workforce—whether through reduced productivity, more sick days, or higher turnover. That way, it becomes less of a personal plea and more of a strategic business decision that benefits all.
Ask for flexibility, not time off
Your employer is paying for your time, so it’s unrealistic to expect additional time off at their expense. Instead of requesting an absence, ask for flexibility. For instance, rather than saying you can’t work Wednesday morning, explain why you need that time off and when you’ll make it up. In this case, it might be when school (and normality) resumes. When you bring this up, stress that you aren’t asking to do less. You’re simply proposing a schedule that allows you to maintain your productivity while keeping on top of your summer responsibilities as a parent.
Frame flexibility as a retention tool
Turnover is an expensive problem for employers. Based on data from the Social Security Agency, the cost of replacing an employee can range from $33,000 to $50,000. Given the high quit rates among working moms, especially during high-pressure periods such as summer, retaining this talent can be a strategic solution. Present flexibility as a retention tool, and show how with a few adjustments, your employer can support your team’s well-being while retaining talent, preserving knowledge, and saving costs in the process.
Call on HR for support
Your manager might not be all ears initially, but HR should be. After all, with data showing that working mothers shoulder a disproportionate share of the stress that comes with balancing work and caregiving responsibilities, this is an equality issue. In my experience, most employees want to be inclusive and supportive, but simply haven’t addressed the specific need yet. But your advocacy could be the spark that prompts upper management to implement broader policies that ease the burden on all caregivers across the organization.
Highlight other companies’ successes
While many companies are hesitant to disrupt the status quo, others have committed to supporting working parents and seen strong results. Patagonia, for instance, offers on-site childcare to all its employees, providing peace of mind over childcare during working hours and plenty of quality time with their little ones throughout the day. Likewise, HubSpot offers flexible work schedules and unlimited time off, prioritizing results over the number of hours an employee logs.
These forward-thinking policies alleviate pressure on working parents while boosting loyalty, engagement, and retention. And it’s no coincidence that these companies are regularly voted among the best places to work. And that’s something that should pique your employer’s interest, no matter what industry they come from.
