It’s that time of year again; backpacks, school supplies, and the morning rush to get kids out the door on time. You’ve probably heard the familiar chorus: “Where’s my other shoe?”, “I can’t find my homework!”, or “I need lunch money!” For parents, it’s a whirlwind of checklists, carpools, and new schedules.
For employers, especially small business owners, the back-to-school season can feel just as chaotic, but for a different reason. Suddenly, you’re navigating more last-minute time-off requests, juggling schedules, and making sure operations keep running smoothly while supporting employees who are also balancing school routines.
The good news? With a bit of planning, flexibility, and understanding, you can support working parents without letting your business skip a beat.
Why Supporting Parents Matters
- Engaged, loyal employees: Staff who feel supported are less likely to burn out or quit.
- Legal obligations: Across Canada, employers must accommodate family responsibilities up to the point of undue hardship.
- Stronger reputation: Being known as a family-friendly workplace makes it easier to attract and retain talent.
Know the Leave Options in Your Province
Every province has its own employment standards for family-related leave. Here’s a quick look at what’s available to employees in the following provinces:
- Ontario: Up to 3 unpaid days per year for family responsibilities, and up to 8 unpaid weeks to care for a seriously ill family member (with medical documentation).
- British Columbia: 5 unpaid days per year to care for the health, education, or well-being of a child or immediate family member.
- Alberta: 5 unpaid personal and family responsibility days per year.
- Québec: Up to 10 days per year for family or parental reasons, with the first 2 days paid after 3 months of service.
- Nova Scotia: Emergency leave for personal illness, family illness, medical emergencies, or urgent matters.
Tip for employers: This is just a sample! Double-check your provincial rules and ensure your company policies reflect what’s available for employees.
Handling Last-Minute Absences
Kids are unpredictable, and sometimes parents need time off at the last minute. Here are some ways to respond effectively (keep in mind, though, that every situation has its own differences and you will need to be flexible when considering the unique needs of your employees):
- Statutory leaves: Make sure employees know what family-related leaves are available.
- Vacation time: For many jurisdictions in Canada, employees with less than 5 years of service are entitled to at least 2 weeks of vacation; 5+ years often get 3 weeks or more. Vacation can sometimes cover short-notice absences if both sides agree.
- Personal days or PTO: If your business offers them, these can help parents handle unexpected situations.
- Unpaid leave: A simple option, with hours deducted from pay. Still job-protected if covered under employment standards.
- Remote or flexible work: Letting employees adjust hours or work from home can save a full day of lost productivity.
Practical Ways to Support Parents
1. Flexible Scheduling
- Allow employees to start earlier or later for school drop-offs/pick-ups.
- Consider compressed workweeks (e.g., four 10-hour days, but keep in mind you may need an averaging agreement in place).
- Split shifts where possible and as permitted by employment standards.
2. Plan Ahead
- Cross-train staff so key roles aren’t left empty.
- Encourage advance notice for recurring commitments like parent-teacher meetings.
- Have a clear policy for handling last-minute requests to avoid scrambling.
3. Provide Resources and Support
- Share information about local after-school programs, childcare options, or community supports.
- Promote Employee Assistance Programs (EAPs) if available, which often include family counselling and resources.
4. Foster a Family-Friendly Culture
Policies are one thing, but culture matters most. Encourage open conversations, train managers to respond with empathy, and remember your duty to accommodate family responsibilities up to the point of undue hardship. Employees who feel understood will go the extra mile when the business needs it.
Back-to-school season can be hectic for everyone, but with a proactive approach, it doesn’t have to disrupt your business. Know your legal obligations, plan for absences, offer flexible options, and create a supportive culture. Supporting working parents shows that you value both their role at work and at home, and that’s the kind of leadership that builds a loyal, motivated team.
