What Leading School Employers Do Differently During the School Holidays

Organisations that manage school holidays most effectively combine three elements:

Together, they help reduce disruption, support working families and protect productivity.

SMBC's approach centres on three key principles.

1. They combine flexibility with practical childcare support

Alongside flexible and hybrid working arrangements, SMBC provides access to Bright Horizons Back-Up Care and School Holiday Clubs, helping employees secure reliable childcare when they need it most.

This gives working parents practical options during school holidays, helping reduce the stress and uncertainty that can come with arranging care while maintaining work commitments.

As one employee shared during the webinar:

"This allows me peace of mind… I can focus on work, whereas I may have had to half work, half childcare, which would have hindered my output and efficiency."

Rather than asking employees to simply "make it work", they're giving them the tools to do exactly that.

2. They see childcare support as part of an inclusive workplace

At SMBC, supporting working parents isn't viewed solely through the lens of employee wellbeing. It's recognised as an important part of building an inclusive workplace where everyone has the opportunity to succeed.

The organisation acknowledges that caring responsibilities continue long after parental leave ends and that, without meaningful support, these responsibilities can disproportionately affect career progression - particularly for women.

At the same time, their approach encourages shared caregiving by ensuring support is available and promoted to all parents, helping to normalise caring responsibilities across the workforce.

3. They create a culture where conversations happen early

Practical support is only part of the picture.

SMBC also encourages employees to have open conversations with managers about upcoming school holidays, childcare arrangements and working patterns well before disruption occurs.

By making these conversations routine rather than reactive, employees feel more comfortable discussing their needs, while managers have greater visibility to plan workloads and support their teams effectively.

It's a simple shift, but one that helps reduce uncertainty for everyone involved.

School holidays are entirely predictable.

The organisations that experience the least disruption aren't necessarily those offering the most flexibility. They're the ones that recognise predictable challenges require planned solutions.

By combining practical childcare support, flexible working and an open workplace culture, organisations can help employees remain present, engaged and productive throughout the summer months.

For employees, this means:

• Reduced stress and mental load
• Greater ability to focus during working hours
• Improved wellbeing and confidence balancing work and family responsibilities

For employers, the benefits extend further:

• Improved productivity and performance
• Stronger employee engagement
• Better retention of valuable talent
• Reduced disruption during peak holiday periods

As highlighted during the webinar: "If you're supporting your people less than your competitors, you will lose talent."

School holidays don't have to catch organisations off guard. The employers seeing the greatest success aren't waiting until the holidays begin - they're planning ahead.

That means thinking beyond flexible working alone and asking:

• Do employees have access to reliable childcare support?
• Are managers encouraging conversations about school holiday plans early enough?
• Is support embedded into wider workforce and wellbeing strategies?

By taking a proactive approach, organisations can reduce disruption before it affects productivity, while giving working parents the confidence to focus on both work and family.

The challenge of school holidays isn't going away. But neither is it unavoidable.

Leading employers are recognising that supporting working parents requires more than flexibility alone. It means planning ahead, putting practical support in place and creating a culture where employees can openly discuss the realities of balancing work and care.

When organisations do that, the benefits extend well beyond the summer holidays—from stronger productivity and employee engagement to improved retention and a more resilient workforce.