“All the post-pandemic gains in satisfaction about employers’ caring attitudes have been eroded”, says child care provider, Bright Horizons, whilst revealing the work stress challenges working parents currently face in their Modern Families Index 2025.
Below, we examine exactly what Bright Horizons have found, as well as the impact work-related stress can have on the workforce. We will then look into how employers can go about managing workplace stress to lessen the impact and improve employee well-being.
We hope you enjoy this latest employment insight—if you do, make sure to subscribe to our newsletter! Here at the Employment Law Review, we publish all you need to know about the employment sector, and it only takes a moment to subscribe. To join us today, simply hit the button above and fill out the form.
Declining Employer Support Linked to Rising Work Stress Among Parents
According to Bright Horizons’ Modern Families Index 2025, there’s been a significant 31% decline in parents believing their employer is “highly supportive” since 2023. As a consequence, 29% of the 3,000 working parents surveyed claimed they were “very stressed”.
While 75% of respondents believed their employer would treat them fairly with regard to family responsibilities in 2023, only 67% felt the same this year. That’s a drop of 8%, amounting to 240 people.
READ: Dry January in the Workplace: What It Is and How Employees Can Be Supported
This finding is especially significant, given that external contributors to work stress appear to be increasing. According to Bright Horizons, parents have become increasingly concerned about their children since last year, with mental health and educational development being substantial factors.
Like what you're reading? Don't forget to subscribe to our bi-weekly newsletter!
Flexible working for parents could be one of the answers to solve stress at work, though, and in the years following the pandemic, flexibility was on the rise. In 2023, 41% of respondents stated they worked more flexibly that year compared to the previous.
However, these figures have since declined, with now just 28% of parents feeling the same. Furthermore, while only 10% of individuals said they couldn’t work flexibly last year, this has now doubled to 20%.
Although it’s understandable employers will want to prioritise finances during the current economic challenges, employee well-being must not be forgotten. In addition to employers’ duty of care, countless studies have shown the plethora of benefits of a happy workforce.
What are the Employer’s Responsibilities Regarding Stress at Work?
Under UK employment law, employers have a duty of care to protect their workforce’s health, safety and welfare. This duty encompasses both physical and mental health, which includes work stress.
To ensure they’re adhering to this legal obligation, employers must take steps to identify potential causes and eliminate them where possible. Should an employee be suffering from a stress-related illness, they must also ensure the individual is adequately supported, such as providing reasonable adjustments. If an employer is found to be in breach of this obligation, they could face significant legal consequences.
However, while tackling work-related stress is a legal duty, employers should want to address the problem anyway. When employees suffer from work anxiety or stress, they can become unfocused and disengaged.
If such issues are left unresolved, individuals are unlikely to perform at their best, decreasing productivity. They may also consider alternative opportunities elsewhere, leading to increased staff turnover. Therefore, to prioritise company performance, employers must also prioritise employee well-being and tackle work stress.
Effective Ways to Combat Stress at Work
Identifying Work Stress Via Risk Assessments
Knowing the duty and benefits of tackling work anxiety and stress, employers can adopt several effective strategies. Given an employer’s legal obligations, an important starting point concerns undertaking a stress risk assessment.
As mentioned, employers must be able to identify and address potential factors that could induce a stress-related illness at work. By completing a stress risk assessment, employers can pinpoint specific issues that may be affecting working parents and offer targeted interventions to mitigate them.
Doing a U-Turn on Flexible Working
Bright Horizons’ findings regarding working parents’ concerns about their children suggest that employers need to consider the external pressures that could be adding to work stress. Although flexible working provides parents with a way to balance work and family commitments, employers have reduced its availability in recent years.
This could be one reason working parents feel less supported this year, and employers should look to reverse this trend. According to the Modern Families Index 2025 responses, flexible start and finish times, the ability to sometimes work from home, and a four-day workweek are the most sought-after flexible arrangements.
Spotting Work Stress Symptoms and Providing Support
Employers should train managers to further enhance their ability to identify stress at work. Unlike those in charge, people managers see their team daily and are more likely to identify the initial signs of stress. By recognising and addressing the symptoms early, employers can help prevent their employees from developing something more severe.
With regard to the types of support the employer could provide, Employee Assistance Programs (EAPs), mental health counselling, or wellness programmes could help. Should the individual have a legally classified disability resulting from work stress, reasonable adjustments, like access to a quiet space, may be required.
Fostering a Supportive Culture
Sometimes, no matter how well an employer prepares, they simply cannot spot when an employee is struggling. People often hide their pain, and it can be up to the individual to let others know they need help. This won’t happen, though, if the individual feels uncomfortable opening up.
READ: Strategize for Success: 2025 HR Trends You Can’t Ignore
Therefore, to avoid this from occurring, employers must create an environment where employees feel safe discussing their mental health without fear of stigma or reprisal. Regular check-ins and an open-door policy can help facilitate this.
Stay Informed with the Latest Employment Law and HR News
From employment law updates that ensure you remain legally compliant to news about HR best practices, the Employment Law Review has you covered. We regularly publish the latest UK employers need to know, so make sure you subscribe today! It only takes a moment to sign up—simply hit the button at the top and fill in your details.