As summer winds down and backpacks come out of storage, teams across many industries brace for a familiar shift — the back-to-school season. This transitional time, usually beginning in late July through early September, brings unique challenges for employers. From scheduling conflicts to increased absenteeism, it’s essential for employers to anticipate and adapt to employees’ evolving needs during this time of year. 

Here are some common HR concerns during back-to-school season, along with strategies to manage them effectively: 

1. Employee Schedule Changes and Flexibility Needs 

The Challenge: 
Parents and caregivers may need to adjust their work hours to accommodate school drop-offs, pickups, or new extracurricular schedules. This can disrupt team routines, coverage, and productivity if not managed properly. 

HR Strategy: 

• Promote flexible work arrangements, such as adjusted start/end times or hybrid schedules whenever possible. 

• Encourage open communication early — ask employees to share potential conflicts as soon as possible. 

• Where possible, implement shift-swapping systems or staggered scheduling to ensure coverage. 

2. Increased PTO Requests 

The Challenge: 
Many employees request time off for back-to-school activities, such as orientations, parent-teacher conferences, or first-day drop-offs. In some cases, this overlaps with end-of-summer vacations. 

HR Strategy: 

• Encourage employees to submit PTO requests well in advance. 

• Set clear PTO policies and use a centralized system for approval tracking. 

• Balance coverage by cross-training team members or hiring temporary support if needed. 

3. Childcare Issues and Emergencies 

The Challenge: 
New school routines or unforeseen childcare challenges (e.g., sick children, closed daycare centers) can lead to unplanned absences or last-minute schedule changes. 

HR Strategy: 

• Offer backup childcare resources or stipends if feasible. 

• Remind staff of available leave policies under any applicable FMLA or local laws (in California for example employers are required to provide time off for school related reasons). 

• Build a culture of empathy and support by training managers to handle these situations with flexibility and discretion. 

4. Mental Health and Burnout 

The Challenge: 
Juggling work, school responsibilities, and family logistics can lead to elevated stress levels, especially for working parents and caregivers. This can affect performance, morale, and engagement. 

HR Strategy: 

• Promote mental health resources, such as Employee Assistance Programs (EAPs) or wellness benefits. 

• Consider offering mental health days or personal days during high-stress periods. 

• Foster an inclusive workplace where employees feel safe discussing their needs. 

5. Workplace Distractions and Productivity Dips 

The Challenge: 
Back-to-school season is often busy and emotionally charged, which can affect focus. Employees may be distracted or mentally preoccupied. 

HR Strategy: 

• Encourage managers to check in regularly and set achievable short-term goals. 

• Use productivity tools and regular team updates to keep everyone aligned. 

• Emphasize outcomes over hours worked when evaluating performance. 

Final Thoughts 

The back-to-school transition is a natural part of life for many employees — and thoughtful HR practices can turn this time of potential disruption into an opportunity to strengthen trust, flexibility, and workplace satisfaction. By proactively addressing scheduling, communication, and support systems, employers can help everyone — employees and the business — start the “school year” strong. 

Need help building flexible work policies or updating your PTO process before fall? Let’s talk — HR success starts with preparation.  

👉 Book a consultation today!