Jobs and Childcare

One in 10 mothers with under-fours quit work over childcare, says the charity Fawcett Society.

Struggling to recruit the right caliber of people for your crucial roles? Now more than ever is the time to look at the sectors of society that are being shut out of the job market.

As the report confirms people with children are quitting work in their droves creating an opportunity for forward-thinking employers to take steps to support people, creating a more accommodating work environment. 

Here are a few things you can do as an employer:

Flexible work hours/job share: Allowing flexible work schedules can be immensely beneficial for parents. This could include adjusted start and end times, job share, or the option to work remotely.

Paid parental leave: Providing paid time off for new parents helps them adjust to their new family dynamic without the added stress of financial instability.

On-Site or subsidised childcare: Offering on-site childcare facilities or subsidising childcare costs can significantly ease the burden on working parents. Childcare vouchers are also popular and help save money.

Support for family emergencies: Allowing employees to take time off or work flexible hours during family emergencies, such as a sick child, reflects an understanding and supportive workplace culture.

Employee Assistance Programs (EAP): Providing counseling services, parenting resources, or guidance on family-related issues can be highly beneficial.

Creating a family-friendly culture: Foster an inclusive environment that acknowledges and accommodates the needs of working parents. This might involve hosting family-friendly events or allowing children to visit the workplace on occasion.

Clear communication and expectations: Clear communication about expectations, deadlines, and project goals allows parents to better manage their time and responsibilities.

Support for health and wellness: Programs that encourage a healthy work-life balance, like wellness programs, flexible hours for medical appointments, or mental health support, can benefit parents greatly.

Career development opportunities: Providing opportunities for career advancement, professional development, and mentorship, ensuring that employees with children aren’t disadvantaged in their career growth.

Encourage team support: Encouraging team members to support each other, for instance, by swapping shifts or helping cover for each other during emergencies, can ease the pressure on parents.

Implementing these measures not only supports employees with children but also contributes to a more inclusive and understanding workplace, improving overall employee attraction, satisfaction, and retention.