Yet in the UK, one in four families are headed by a single parent. Despite making up a significant portion of the workforce, single parents are often left out of workplace inclusion strategies. This isn’t just an oversight, it’s a systemic issue with real consequences.
Discussions about supporting working parents tend to focus on those with a co-parent to share caregiving, financial and logistical responsibilities. This assumption leaves many single parents facing career stagnation, financial insecurity and challenges that their colleagues may not experience.
A 2022 survey by Single Parent Rights found that 81% of single parents wanted their employers to better understand the difficulties they face, while 87% highlighted the need for more flexible roles. Alarmingly, 35% of full-time employed single parents were working below their skill level due to workplace inflexibility.
Read more: Single parents
Family-friendly policies exist, but they often fail to consider the realities of single parenthood. While equal maternity and paternity pay is a progressive step, it may inadvertently place single mothers at a disadvantage.
Without a co-parent to take advantage of the additional paid leave, single parents may not be able to provide their children with the same opportunities for quality time with a caregiver at home. Similarly, flexible working policies may exist on paper but remain inaccessible in practice, particularly at senior levels. Without workplace cultures that normalise flexibility, single parents are often pushed into lower-paid or less stable roles simply because their caregiving responsibilities are incompatible with rigid working patterns.
Beyond policy gaps, single parents frequently encounter workplace stigma. Assumptions persist that they are less committed, unreliable or unable to take on leadership roles. This unconscious bias can limit career progression, leading to talented employees being overlooked or undervalued. Employers must address this by training managers to recognise and challenge these biases, ensuring single parents have equal opportunities to advance.
Read more: Can we escape the single parent trap?
The benefits of inclusion extend beyond moral responsibility; they are a business imperative. Single parents bring exceptional skills to the workplace: problem solving, adaptability and outstanding time management. These are qualities any employer should value. Yet without meaningful support, many struggle to balance their professional aspirations with personal responsibilities, leading to burnout or, in some cases, forcing them out of the workforce altogether.
The solution
Employers must rethink their approach. First, single parents should be explicitly recognised within diversity, equity, and inclusion (DEI) initiatives. This means moving beyond the broad category of 'working parents' and acknowledging the distinct challenges faced by those parenting alone.
Second, genuine workplace flexibility is key. Staggered hours, remote work options and well-supported part-time roles enable single parents to manage their dual responsibilities more effectively.
Read more: Single parents earn significantly less
Third, providing resources such as coaching, peer support networks or counselling services can make a significant difference in retention and wellbeing.
It’s also essential to recognise that single parents are not a monolithic group. Some raise children entirely alone, while others co-parent, experiencing varying levels of flexibility and support. Employers should move beyond assumptions and engage in meaningful dialogue with employees to ensure policies reflect diverse family structures.
If businesses are serious about fostering truly inclusive workplaces, single parents cannot be left behind. They are not a niche workforce segment but a skilled and driven part of the working world. Employers that fail to adapt risk losing valuable talent, while those that prioritise meaningful support will benefit from a more engaged, loyal and high-performing workforce.
HR leaders must take action. Start by reviewing policies through the lens of single parents, engaging employees in open conversations and embedding genuine flexibility into workplace culture. Inclusion isn’t complete until all parents are supported. The future of work must work for everyone, regardless of family structure. It’s time to close the gap and ensure single parents receive the recognition and support they deserve.
By Orla Donoghue, a single parent coach, and founder of founder of Solas Coaching
