BIP Summer 2025

Parents are showing up — but are they really there? The hidden crisis of parental presenteeism at work. By Eric Silverman

Ever roll into work running on fumes because your kid was up all night? A teething toddler. A stressed-out teenager. Either way, you made it to the office — but let’s be real: you weren’t really there. That’s presenteeism. If you’re not talking about it with your employer clients, you’re missing a productivity drain hid ing in plain sight. Presenteeism is showing up when your brain’s checked out — stressed, dis tracted and exhausted from the storm brewing at home. Parents make up around 60% of the workforce, accord ing to the Bureau of Labor Statistics, and they’re carrying this invisible weight with them into every meeting, every email, every decision. Here’s the kicker: accord ing to Harvard Business Review , studies show that presenteeism costs U.S. businesses up to $250 billion a year. And unlike absen teeism, you can’t measure it in PTO or sick days. It’s stealthier. But more damaging long-term. Support the whole person In many workplace cultures, being present still matters more than actually performing well. That mindset needs to go the way of fax machines and casual Fridays. So, what’s the fix? Sure, flexible schedules and gener

hard part is over. In fact, it’s usually just starting. Without real-time support, the stress turns into burnout, which in turn leads to turnover.

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It’s not about offering more days off. It’s about giving employees the tools to stay grounded when on the clock.

Eric Silverman owns Voluntary Disruption, a non-medical employee benefits technology, communications and engagement firm that serves advisors, brokers and consultants. ous leave policies are great. But they’re not enough. What work ing parents really need is some one who can help them solve problems in the moment. That’s where real-time parent ing support services come in — think 24/7 access to legit experts who can talk you through sleep issues, school struggles, behav ioral curveballs and the chaos of modern family life. It’s like hav ing a parenting coach. And when parents feel supported at home, they’re more focused and present at work, which means fewer mis takes, better decision-making and a healthier bottom line. If you want retention, start with relief. Returning from parental leave doesn’t mean the

Companies winning the tal ent war are treating people like people. They’re making it OK to ask for help. They’re redefining productivity as more than just be ing seen in a chair from 9 to 5. Want proof? Look at the Stanford Presenteeism Scale. It shows how targeted inter ventions, such as parenting support, measurably improve employee focus, mental clarity and effectiveness. This isn’t just a warm-and-fuzzy HR move. It’s a competitive advantage. Presenteeism doesn’t an nounce itself. It creeps in quietly — through tired eyes, missed deadlines and “just OK” perfor mance from your most valuable people. You want a loyal, focused, high-performing workforce? Start by helping them take care of what matters most when they’re off the clock. Because when par ents thrive, companies do, too.

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