Carer Burnout: Supporting Parents of Neurodivergent Children at Work
Empowering Employees who Juggle Caregiving and Career Responsibilities
In today’s workplaces, conversations around inclusion and wellbeing have come a long way, but there’s still one group quietly running on empty: working parents who are also carers of neurodivergent children.
These employees often wear multiple hats before they even walk through the (virtual or physical) office door — parent, advocate, admin, therapist, mediator, and problem-solver — all before 9am. The demands are relentless. The emotional load is heavy. And while their resilience is admirable, it comes at a cost.
What is Carer Burnout?
Carer burnout is a state of physical, emotional, and mental exhaustion caused by the chronic stress of caregiving. It can look like constant fatigue, brain fog, poor sleep, headaches, mood swings, low motivation, and feelings of guilt or failure. And because many parents of neurodivergent children feel they have to “just cope”, burnout can go unnoticed, until it becomes a crisis.
The Hidden Pressure of Parenting a Neurodivergent Child
Caring for a neurodivergent child, whether they’re autistic, have ADHD, dyslexia, Tourette’s, or other neurological differences, brings unique and often unpredictable challenges. Navigating education systems, medical appointments, EHCP processes, therapy waitlists, or even just a public meltdown in the supermarket can be emotionally and logistically draining.
And yet, many parent-carers show up to work trying not to “bring it with them”, fearing judgement, career setbacks, or assumptions about their capabilities.
Why This Matters in the Workplace
Statistically, around 1 in 7 people are neurodivergent, and many of your employees are quietly holding it all together for a child who is. If we want truly inclusive workplaces, we need to recognise not just the needs of neurodivergent employees, but the wellbeing of those caring for them too.
Unacknowledged burnout doesn’t just impact the carer, it affects team performance, retention, mental health, and morale.
So, What Can Be Done?
Recognise and normalise the experience of parent-carers in your organisation.
Make space for conversations, without judgement, through ERGs, carers’ networks or manager check-ins.
Promote flexibility where possible, not just remote working, but autonomy over hours, understanding around appointments, or adjusted targets.
Signpost support such as Employee Assistance Programmes, external carer organisations, or condition-specific charities.
Encourage boundaries and self-care, even in small ways.
Final Thought: It Starts with Listening
Being seen and heard can be a lifeline for a struggling carer. One of the most powerful workplace interventions is simply this: Ask how they’re doing. And mean it.
We’ll be digging deeper into this topic in our upcoming free webinar on Wednesday 11th September from 11:30–12:00pm. If you're a parent-carer, manager, HR lead, or simply someone who wants to be a better ally, you’re invited.