Single-parent households are the most at risk. Help them, and you help yourself.

They are among us – colleagues who rush from the office straight to daycare, juggle sick kids, tutoring sessions, and second-hand shopping trips. Unlike two-parent households, however, they face it all alone. How can employers support them, and why should they care? 

Single parents often work under constant pressure. Employers who recognize this and take proactive steps don’t just help their staff – they strengthen their own organizations by building inclusive, resilient workplaces. Here’s how you can support single parents and what benefits it brings to your company. 

According to the non-profit One Parent, around 170,000 single parents in Slovakia live on the edge of poverty. Roughly 270,000 children are growing up in these conditions. 

The problem isn’t unemployment. Single parents often work full-time, but with only one source of income, it’s rarely enough to cover housing, childcare, and daily costs. Salaries frequently need to stretch to daycare fees and after-school activities so children have safe places to spend their time while parents are at work. 

Fresh data from our JobsIndex survey (Q1 2025) highlight concerning trends: 67% of respondents said they struggle to make ends meet on their salary, and 9% admit it is nearly impossible. 

Even more troubling, 23% reported having no financial safety net if they were to lose their job – a number that has been steadily rising. 

One major factor is systemic barriers that make it hard for single parents to balance work and childcare. Affordable preschools, tutoring, or after-school programs are often limited, especially outside major cities. Where public services don’t exist, families must turn to private solutions – if they can afford them at all. 

Legal and administrative rules also restrict their options. Care responsibilities prevent many from taking on overtime or flexible schedules. This often forces them into lower-paying or underqualified jobs, deepening financial insecurity. Without extended family support, some can only manage part-time work – with the expected drop in income. 

This leads to a common phenomenon: in-work poverty. Single-parent households remain one of the groups most vulnerable to long-term poverty. 

Burnout, stress, and dissatisfaction at work are a predictable outcome – and they hardly support business performance. 

The JobsIndex survey also revealed employees’ expectations around workplace benefits. These gaps present opportunities for employers to step up and make a difference – especially for single parents. 

Companies play a decisive role in whether single parents can successfully manage work and family. The first step is flexible work arrangements: shorter working hours, adjusted schedules, or remote work where possible. Parents often need to adapt their day to school timetables, medical appointments, or sudden sick days. Flexibility, in this case, isn’t just a nice-to-have benefit – it’s a lifeline. 

Financial contributions toward daycare, tutoring, summer camps, or extracurricular programs can ease a significant burden. 

When parents need to step away from work for caregiving, companies can offer return-to-work strategies: mentoring, re-skilling opportunities, or structured onboarding. Access to online learning platforms lets employees upskill anytime, anywhere. This support often determines whether they can reintegrate effectively into the team. 

Beyond policies, company culture matters. Open conversations about parenthood, training for managers on empathetic leadership, and support for career development all help single parents thrive. When employees are seen as capable and full participants, workplace health improves across the board. 

Digital employee feedback tools can help uncover hidden needs. Single parents may hesitate to voice their struggles directly, but sensitive surveys can reveal what would truly improve their work-life balance. 

Supporting single parents isn’t charity – it’s a business strategy. The returns include: 

Good intentions are not enough. Employers need a systematic approach, starting with an internal audit of benefits, policies, and culture. From there, targeted measures can be rolled out gradually, tailored to both employee needs and company capacity. 

Practical steps include: 

None of these require a corporate revolution – just thoughtful, consistent policies and transparent communication. Sometimes, a small adjustment to working hours or a clearly defined benefit can mean the difference between sustainable employment and constant stress for a single parent.