How to Support Remote Working Parents with Kids at Home-7 Smart Ways
In today’s evolving work environment, remote work has become the new norm for many employees. For working parents, though, this shift hasn’t just changed where they work—it’s reshaped how they work. Juggling Zoom calls, deadlines, and deliverables while also helping kids with schoolwork, managing lunchtime chaos, and soothing toddler tantrums can be overwhelming.
As leaders and organizations, it’s our job to support parents navigating this complex reality. Whether your team is fully remote or operating in a hybrid model, here are seven practical ways to support working parents to create a truly supportive culture.
1. Be Flexible About Meetings
Remote meetings can feel like a game of musical chairs when young kids are involved. Children might barge in mid-call, spill snacks on keyboards, or demand attention at exactly the wrong time. Instead of frustration, respond with empathy.
If a parent is late or distracted, offer a moment of grace. Say hello to their child. Let them resettle. Sometimes, it’s okay to postpone or shorten meetings on the fly. Flexibility creates psychological safety and lets parents feel seen—not stressed.
2. Embrace Asynchronous Communication
Not every update or decision requires a real-time conversation. In fact, working asynchronously—through emails, Slack, or shared documents—allows parents to contribute when they’re able, not just when everyone’s calendars align.
This practice respects time zones, family routines, and energy levels. Just be sure to balance async work with occasional real-time check-ins, especially when decisions get stuck.
3. Normalize Non-Linear Schedules
Gone are the days of 9-to-5 being the only measure of productivity. Remote work thrives on trust and outcomes—not clock-watching.
Parents might break up their day into chunks: early morning work before the kids wake up, mid-day breaks for homeschooling or playtime, then evening hours once the household settles. Let go of rigid expectations. Instead, foster a culture where results matter more than the hour they’re achieved.
4. Build a Community for Parents
Being a parent can feel isolating, especially during remote work. Creating space for parents to connect, share, and laugh together can go a long way.
At Zapier, For example, they created a dedicated Slack channel for parents to exchange tips, photos, and war stories. Activities like virtual “Take Your Kid to Work Day” brought joy to both kids and coworkers. Even non-parents can help by asking how to support their parenting teammates.
5. Provide Childcare Support Options
If your budget allows, consider offering stipends or reimbursement for childcare support. Whether it’s hiring a part-time nanny, enrolling in a virtual tutoring program, or purchasing educational games, a little financial assistance can go a long way.
Even small gestures—like partnerships with local daycare providers or subscriptions to online learning platforms—show employees you’re invested in their family’s well-being.
6. Set Realistic Expectations and Prioritize
Remote-working parents often struggle with guilt—feeling like they’re not fully present at work or at home. Help reduce this pressure by aligning on priorities.
Encourage managers to regularly review workloads with their team and identify what’s truly mission-critical. Emphasize progress over perfection. When employees know they have permission to do their best (not be superhuman), they’re more likely to thrive.
7. Celebrate Small Wins and Show Appreciation
A simple “You’re doing great” can mean the world to a parent who feels stretched thin. Celebrate both professional and personal wins. If someone ships a feature while also helping their child ace a science project, recognize both achievements.
Encouraging employees to bring their full selves to work—parenting and all—creates a more inclusive, motivated, and human-centered workplace.
Final Thoughts
Remote working parents are balancing more than most of us can imagine. They’re showing up every day with courage, creativity, and resilience. By extending flexibility, empathy, and practical support, organizations can empower parents to succeed at work without sacrificing their families—or their sanity.
Support doesn’t have to be expensive or complex. It just has to be thoughtful.
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