For many parents, the long summer holiday can be one of the most challenging periods of the working year.
The kids love it, but working parents are often balancing childcare, holiday clubs, annual leave, changing routines, and increased financial pressures – all while continuing to meet the demands of their professional role. For those without nearby family support, or with children who have additional needs, the challenges can be even greater.
For games studios, this presents an opportunity to demonstrate that supporting employees isn’t just about policies on paper – it’s about creating a culture where people can thrive during every stage of life.
Parents make up a significant proportion of the games workforce, yet school holidays can create stress that affects wellbeing, productivity and engagement. Research consistently shows that many working parents use a substantial amount of their annual leave simply to cover school holidays rather than taking time to rest. Others face difficult decisions around childcare costs, reduced working hours, or feeling guilty that they are unable to be fully present either at work or at home.
Supporting parents through these periods isn’t about lowering expectations. It’s about recognising that flexibility and understanding enable people to perform at their best over the long term.
Practical ways studios can help
Every company will have different resources available, but there are many simple steps that can make a meaningful difference.
Offer genuine flexibility: Where roles allow, flexible working can significantly reduce pressure during school holidays. This might include:
- Flexible start and finish times.
- Compressed working weeks.
- Temporary adjustments to working patterns.
- Greater flexibility around remote or hybrid working.
- Allowing parents to make up hours across the week where appropriate.
Even small adjustments can help parents manage school holiday clubs, childcare handovers or family commitments without unnecessary stress.
Encourage managers to have conversations early: Good planning benefits everyone.
Managers can encourage team members to discuss summer holiday plans well in advance, allowing workloads, project deadlines and leave to be planned collaboratively.
Open conversations also help remove the stigma that can sometimes surround caring responsibilities.
Focus on outcomes, not presenteeism: The games industry has embraced flexible and hybrid working in some areas, making it easier to focus on results rather than rigid schedules. When employees are trusted to deliver outcomes, they are often able to balance family commitments more effectively without compromising performance.
Make use of existing wellbeing support: If your organisation offers an Employee Assistance Programme (EAP), mental health support, financial wellbeing services or family resources, now is a good time to remind employees they are available. Many parents simply aren’t aware of the support already available to them.
Recognise financial pressures: Summer holidays can be expensive. Childcare costs, activities, food and family outings can all place additional strain on household budgets.
Where possible, employers can signpost financial wellbeing resources, salary sacrifice schemes, employee discounts or childcare support available through existing benefits.
Even sharing practical information can be valuable.
Remember that every family is different: Not all parents experience the summer holidays in the same way. Some may be caring for teenagers, while others have very young children. Some are navigating shared custody arrangements. Others may be supporting children with disabilities or additional needs, where holiday provision is far more limited. It’s important to avoid assumptions and instead create an environment where employees feel comfortable discussing what support would help them most.
Small actions create inclusive cultures: Supporting parents isn’t solely the responsibility of HR. Inclusive workplaces are built through everyday behaviours.
Simple actions can make a real difference:
- Avoid scheduling non-essential meetings at the start or end of the school day where possible.
- Respect agreed flexible working arrangements.
- Encourage colleagues to cover for one another during annual leave.
- Celebrate healthy work-life balance rather than rewarding long hours.
- Ensure parents don’t feel overlooked for opportunities because they have caring responsibilities.
These behaviours benefit not only parents but the wider workforce.
Parents bring valuable skills into the workplace every day: resilience, organisation, adaptability, empathy and problem-solving. Creating an environment where they can continue to develop their careers while managing family responsibilities helps studios retain experienced talent, strengthen diversity and build more inclusive leadership pipelines.
The summer holidays are temporary, but the message employers send during this period can have a lasting impact. When employees feel trusted, supported and understood during life’s busiest moments, they’re far more likely to remain engaged, loyal and able to contribute their best work throughout the year.
At Empower Up, we believe that inclusive workplaces are built through practical actions as much as policies. Supporting working parents during the school holidays is one simple but meaningful way for studios to demonstrate that people truly are at the heart of their business.
Empower Up has a dedicated section on Parenting, Childcare & Caring where you can find more advice and guidance.
