Wellbeing | 'Parental burnout' searches up by 5,000%

'Parental burnout' searches up by 5,000%

Data has found an increasing spike in people seeking help for chronic stress online in 2020, as pressures continue to mount in 2021.

Working parents have, in particular, been at risk of a ‘parental burnout’, with women taking on more family and home-schooling commitments alongside their job responsibilities.

In fact, parents who have been managing home-schooling, childcare and careers have felt more stretched than ever, with 'parental burnout' searches up by 5,000% in the last two months alone, compared to 2020.

A growing concern is that an emphasis has been placed on offering more remote work as a quick fix, however, the balance of working from home and juggling parenting was an entirely new concept, which meant that many struggled.

Chris Parke, CEO of Talking Talent, who discovered these findings, is now encouraging employers to support their staff and to put in place practical solutions to prevent similar levels throughout 2021.

“COVID-19 has put work and life under the microscope, pressures came from unexpected areas that few employers could have foreseen,” Parke explained.  

“However, burnout is not a new concept, nor is stress and before the pandemic workers were facing the phenomenon at a growing rate that has only been expedited by COVID and is pushing workers further than ever.”

Parke also pointed out that diversity initiatives may also take a hit, as statistics indicate that women are more likely to do the majority of domestic chores and are ten times more likely to miss work to care for a sick child.

Therefore, there is a risk that progress will be undone with women choosing to leave the workplace to focus on family commitments.

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To tackle this Parke has advised employers to offer increased support to working parents, by rolling out improved communication and more flexible work options.

He continued: “To support working parents, employers can maintain open communications, give employees the ability to work flexibly even if this means not working the typical ‘core hours’ and encourage all members of the team to show empathy to individual circumstances.

“A gentle reminder that support is available can go a long way,” Parke added.


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