Back to school: The HR headaches businesses face every September

By Sarah Buxton

September can bring a fresh wave of people challenges for employers. Sarah Buxton explores the common HR issues that arise when children return to school and how a practical, consistent approach can help.

As the summer holidays come to an end and children head back to school, many employers breathe a sigh of relief. Staff return from annual leave, routines start to settle, and businesses look forward to a productive final quarter of the year.

However, September often brings a fresh set of HR and employment law challenges. For working parents especially, the reality of school life can create unexpected pressures that impact attendance, performance, and workplace relations.

Here are some of the most common issues employers face at this time of year and how to manage them effectively.

1. Last-minute childcare problems

The start of a new school year does not always go smoothly. Children may be starting a new school, settling into nursery, or dealing with timetable changes. School clubs and after-school care arrangements can also fall through at the last minute.

This can lead to employees requesting time off with little notice or needing temporary changes to their working arrangements.

Employers should remember that employees may have the right to take time off for dependants in unexpected emergencies. Whilst this right is generally unpaid, handling requests with empathy and consistency can help maintain goodwill and avoid disputes.

2. Requests for flexible working

September often triggers a wave of flexible working requests. Employees may ask to change their working hours, reduce their hours, work from home on certain days, or adjust start and finish times around school drop-offs and collections.

Many employers are still adapting to flexible working becoming a normal expectation rather than an occasional benefit.

The key is to consider each request reasonably and on its own merits. Dismissing requests without proper consideration can lead to employee relations problems and, in some circumstances, discrimination claims.

3. Increased short-term absence

When children return to school, germs return too. Many businesses experience an increase in sickness absence during the first few weeks of term as illnesses spread through schools and households.

Whilst genuine illness should be treated appropriately, employers should continue to monitor attendance patterns and apply absence management procedures consistently.

Keeping clear records and maintaining regular communication with employees can help identify whether there is a wider issue that needs addressing.

4. Parental challenges can become workplace challenges

Parents often face a demanding balancing act. School meetings, parents' evenings, sports events, school performances, and emergency collection calls can create competing demands on their time.

Employers who take a rigid approach may find themselves dealing with reduced engagement, higher stress levels, and increased staff turnover.

As a business owner myself, I understand that employers have operational demands to meet. However, we should not underestimate the challenges many working parents face. A practical and flexible approach can often deliver better long-term outcomes for both the business and the employee.

5. Avoiding discrimination risks

One of the biggest risks for employers is applying policies inconsistently.

For example, refusing flexibility for one employee whilst allowing it for another without a clear business reason can lead to complaints and potential legal challenges.

Employers should also be alert to the risk of indirect sex discrimination. Women still tend to carry the greater share of childcare responsibilities, meaning policies that disadvantage parents may disproportionately affect female employees.

Consistency, documentation, and clear reasoning are essential.

6. Reviewing workplace policies

September is an excellent time to review key employment policies, including:

• Flexible working

• Family-friendly rights

• Time off for dependants

• Attendance management

• Hybrid and remote working arrangements

Many businesses find that outdated policies no longer reflect how their workforce actually operates. A review now can help prevent problems later in the year.

Final thoughts

The return to school does not just affect families. It affects workplaces too.

Employers who plan ahead, communicate openly, and approach challenges with reasonable flexibility are often better placed to retain talented staff and avoid unnecessary employment law issues.

For many businesses, the biggest HR problems are not caused by employees asking for support. They arise when employers fail to anticipate predictable challenges and respond consistently.

September is a good reminder that people do not leave their home lives at the door. Successful employers recognise this and find practical ways to balance business needs with real-life responsibilities.

Need advice on handling flexible working requests, managing absence, or updating your employment policies? Get in touch with the Buxton Coates team for practical, commercial employment law support.

Call us on 0330 088 2275 or email info@buxtoncoates.com